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It’s no secret that simply leveraging competitive salaries and standard benefits to attract top talent won’t get you far in 2025. These days, these tactics are the bare minimum that companies can get away with offering as the workforce evolves, especially since the expectations of potential employees have changed so much over the years.
As an example, a 2023 survey revealed that 86% of employees would be more loyal to an employer who offers robust paid family leave and flexible work arrangements. That means that in order to stay ahead, companies must adapt and implement strategies that resonate with the future workforce.
As you look ahead to your 2025 benefits and communications strategies, we look at three key areas where you can make immediate changes to attract and retain top talent.
1. Expand and Enhance Paid Family Leave
Why It Matters:
Paid family leave is not just a perk—it's a necessity. With only 27% of private-sector workers having access to paid family leave in 2023, there is a significant gap that companies can address to differentiate themselves. And now that the Surgeon General has issued an advisory about the stress parents face (and corresponding guidelines for employers and local governments), it is inevitable that more states will begin to implement paid family leave programs. As such, this benefit will become even more crucial for attracting top talent, especially as employees prioritize work environments that support their personal lives.
Actionable Steps:
Increase Coverage: Offer at least 12 weeks of paid leave, which research has shown can reduce employee turnover by up to 70%, particularly among working mothers. This demonstrates a commitment to supporting employees during significant life events, which can boost loyalty and satisfaction.
Include All Employees: Ensure that your leave policies are inclusive. This means covering not just birth parents, but also non-birthing parents, adoptive parents, and other caregivers. Inclusivity signals that your company values all family structures and caregiving situations, making your organization more attractive to a diverse range of candidates.
2. Build a Culture of Care Beyond Compliance
Why It Matters:
A company that truly prioritizes the well-being of its employees will stand out in a competitive job market. Workers in high-wage sectors are ten times more likely to have access to paid family leave compared to those in low-wage sectors, highlighting an existing inequality. To build a culture of care, companies must go beyond merely meeting legal requirements. In short, complying with FMLA won’t cut it anymore. Businesses big and small need to proactively support their workforce's well-being.
Actionable Steps:
Flexible Work Arrangements: Implement flexible hours and remote work options, which are in line with the Surgeon General’s recommendations, to accommodate the diverse needs of your workforce. This could include options like compressed workweeks, remote-first policies, or hybrid models that allow employees to tailor their work environment to their personal needs.
Mental Health Support: Invest in mental health programs and actively promote these benefits. Although many companies offer mental health support, 85% of employees do not use these benefits due to stigma, lack of awareness, or difficulty accessing resources. Normalize the use of mental health days, provide training for managers on how to support mental health in the workplace, and ensure that resources are easy to access.
3. Integrate Comprehensive Support Systems
Why It Matters:
Employees are increasingly looking for more than just a paycheck—they want a workplace that supports their overall well-being. With the rise of state-mandated paid leave programs and ongoing discussions about federal policies, companies that go above and beyond will stand out. Comprehensive support systems can set your organization apart by addressing the full spectrum of employee needs.
Actionable Steps:
Offer Comprehensive Benefits: Expand your benefits package to include support for caregiving, fertility treatments, financial wellness, and other aspects of life that can significantly enhance employee satisfaction. These benefits show that your company is invested in the long-term health and happiness of your employees, beyond just their professional output. And keep in mind that happy employees are more productive and loyal, which means that such benefits can also help reduce costly turnover.
Promote Work-Life Balance: Create and encourage a work culture that respects boundaries, such as discouraging after-hours emails, limiting unnecessary meetings, and promoting regular time off. A culture that prioritizes work-life balance will not only make your company more attractive but will also contribute to higher productivity and reduced burnout.
The competition for top talent will only intensify as we approach 2025. By expanding paid family leave, building a culture of care, and integrating comprehensive support systems, companies can position themselves as employers of choice. These steps not only address the evolving needs of the workforce but also reflect a genuine commitment to employee well-being, which is more important than ever in the modern job market.
Let’s Take the Next Step Together
Ready to attract top talent in 2025 and beyond? Book a consultation with CARRY™ Consulting today to explore tailored strategies that can help make you an employer of choice.
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