Voluntary Benefits In 2022
Two recent studies reveal the kinds of benefit programs uppermost on employees’ minds:
- The five fastest-growing benefits for 2022 and beyond are identity theft, hospital indemnity, pet insurance, critical illness and group legal, according to Willis Towers Watson’s Emerging Trends in Health Care Survey.
- DirectPath, a benefits education, enrollment and health care transparency firm, believes 2022 will be a big year for contagious disease riders; critical illness plans; hospital indemnity plans; expanded employee assistance programs (EAPs); and increased mental health support.
What these and other studies show is that employees are increasingly turning to employers for health and other solutions and that employees have diverse needs.
Here is more about some of the most popular voluntary benefits mentioned in these and other recent studies and surveys:
- Hospital indemnity: Also known as critical care insurance, these plans help pay for certain unexpected medical expenses. Hospital indemnity insurance is added to a health plan and pays the employee a predetermined dollar amount each day they are in the hospital.
- Pet insurance: Pet adoptions increased dramatically during the pandemic, and pet care can be expensive. The American Pet Products Association reports that pet owners spent $103.6 billion on pets in 2020, compared to $90.5 billion in 2018. Like health insurance for people, pet insurance helps cover the cost of care if a member’s pet becomes ill or injured. Some plans also provide reimbursement for vaccinations, heartworm testing, and spaying/neutering.
- Critical illness: This type of health care insurance pays a lump sum if the member is diagnosed with a severe illness, although the types of covered illnesses are specified and have their own limits.
- Identity theft protection: Identity theft is one of the top three fraud complaints. The Federal Trade Commission reported a 2,920% increase in the annual
reporting of identity theft cases. Identity theft protection services monitor credit reports, financial information, social security numbers and public records for a member.
Job applicants are placing greater emphasis these days on the quality of benefits they will get when considering a new position. If any of these voluntary benefits sound like a good fit for your company, talk to your broker about your options.
Copyright © 2020 Smarts Publishing
About the Author
Share This Story
Related Blogs
RxDC Reporting: What Employers Should Do Before the June 1 Deadline
Each year, group health plans must report detailed prescription drug and healthcare spending data to the Centers for Medicare & Medicaid Services (CMS). This reporting—commonly referred to as RxDC reporting—is due by June 1 and applies to most employer-sponsored group health plans that offer prescription drug coverage.
Chronic Condition Management 2.0: GLP-1 Alternatives and New Digital Therapeutics
Chronic conditions have long been the primary driver of employer healthcare spending, but 2026 marks a turning point in how organizations are approaching prevention, treatment, and long-term management. With GLP-1 medications dominating headlines — and budgets — employers are urgently exploring complementary or alternative strategies that can improve outcomes without unsustainable cost growth. The result is a new wave of digital therapeutics, metabolic health programs, and integrated care models that promise a more balanced approach to chronic disease management.
The Return-to-Office Reset: How Benefits Are Being Re-Engineered in 2026
After several years of experimentation, many employers are tightening hybrid schedules or requiring more in-office days. This “return-to-office reset” is reshaping benefits strategies as organizations look for ways to support commuting employees, improve onsite experience, and maintain flexibility. What began as a workplace policy shift is now driving a broader rethinking of how benefits can reinforce culture, productivity, and retention.