By Gillian Manning
A new report from Ascensus reveals that employers can now focus on enhancing employee benefits instead of rolling them back as industries leave behind pandemic and post-pandemic chaos in favor of stability and retention.
That comes in the form of short- and long-term incentives.
The majority (77%) of organizations have or are planning to offer financial wellness plans for employees, according to the Ascensus 2025-2026 Compensation, Retirement, and Benefits Trends Report.
The report, which surveyed nearly 600 employers across 16 industries, reveals a shift toward transparency and long-term financial wellness.
“Competitive retirement benefits, targeted incentives, and expert guidance are essential to developing strong compensation and benefits strategies to attract and retain top talent,” says Mike Dunn, president of Newport, an Ascensus company
Retirement readiness remains a cornerstone of these strategies, with qualified plans offered by 98% of employers. Among these, 56% of firms match between 3% and 4.9%, while nearly 30% offer a match exceeding 5%. Diversity in planning is also on the rise, with 16% of employers providing multiple alternative retirement avenues to suit a varied workforce.
Employers’ attitudes toward pay are also changing, with 67% of surveyed organizations now sharing salary ranges in job postings. This shift in approach to compensation extends beyond the hiring phase, as nearly 30% of companies offered midyear salary adjustments in 2025 to maintain competitiveness. In 2026, salary increases are forecasted to be between 3.1% and 3.3%.
The Ascensus report also shows that non-qualified deferred compensation (NQDC) plans remain an important benefit for executives. Eligible participants are CEOs (88%), VPs (70%), and directors (38%).
Health-related benefits appear to be increasingly important as well, but increasingly expensive. Cost-sharing is falling more onto employees who are utilizing Health Savings Accounts (HSA) more often.
Ascensus CEO Nick Good says, “[T]he needs and preferences of Millennials and Gen Z are weighing more heavily on benefits decision-makers. As a result, we are seeing a greater emphasis on retirement readiness, financial wellness, mental health support, flexibility, and help with student debt, alongside careful cost management. The result is a more balanced approach that helps employers stay competitive and meet the long-term needs of today’s workforce.”
