A new ADP report reveals how employees influence benefits, and how those benefits influence employees’ sense of belonging. 

By Gillian Manning 

Employees are more engaged than ever, but struggle to feel safe and connected, according to the newly released 2025 ADP TotalSource Employee Benefits Survey. ADP surveyed 12,429 U.S. workers and found they highly value having access to medical insurance (93%), a 401(k) plan (63%), and dental insurance (60%). They feel most valued, however, when benefits extend beyond that trifecta, with 83% of respondents saying non-medical benefits are what make them feel valued by their employers. 

While that value is important, it’s not what’s driving the changing landscape. 

There are five primary trends that the ADP report says are influencing benefits in the workplace including the following. 

  • Employers have emerged as the primary source of trust amidst a shifting benefits landscape, with most (74%) saying they’re confident their employers will offer the health benefits they need regardless of potential changes to legislation. 
  • Rising cost pressures are forcing employees to make difficult healthcare tradeoffs, as more than a quarter indicated they’ve skipped medical care because of costs. 
  • Employees have more savings put aside but feel a lower sense of security. 
  • Employees are dedicating more time to evaluating and selecting their benefits—nearly two hours, on average. 
  • Anxiety over retirement is growing at a faster rate than anxiety over healthcare. 

So what do employees want? According to the report: 

  • 53% prefer medical plans with lower premiums over plans with higher premiums; 
  • 74% want personalized recommendations during benefits enrollment; and 
  • many express the need for benefits regarding mental health support, reproductive care, chiropractic services and a desire for more flexible cost options. 

Looking to dive deeper? We keep an ever-growing archive of HRO Today Association member webinars. Watch now: “Human Fluency in the Age of AI: Rethinking Talent Strategy for What’s Next.” 

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