Change can feel unrelenting these days, and companies are looking for ways to help employees navigate it. In part two of our benefits trends series, we explore two kinds of change—one societal and one personal—that could impact your workforce, along with the benefits emerging to address them. And, of course, why it’s important to communicate how you’ve got your employees’ backs.
Climate Change
The summer of 2024 was the hottest on record, marking yet another milestone in the growing climate crisis. The Los Angeles wildfires destroyed more than 12,000 homes, displacing thousands of people and reshaping communities. As extreme weather events like droughts, floods, and wildfires become more frequent and intense, employees and their families are increasingly affected.
A growing number of HR professionals recognize the need to align benefits strategies with climate-related challenges. An estimated 38% of HR/Risk professionals now worry about inadequate benefits to address climate-related concerns. In response, some companies are expanding support beyond emergency funds to cover the broader impacts of climate change, including physical safety, mental health, and financial stress.
Employers are implementing climate-related benefits such as:
- Green perks – Subsidies for electric vehicles, bike-sharing programs, carpooling, and public transit vouchers. The 2023 Mercer Transportation Trends report found that nearly one-third of companies prioritize eco-friendly commuting initiatives.
- Mental health support – Access to trauma counseling and well-being initiatives to address “eco-anxiety”.
- Financial assistance – Subsidies for temporary housing, relocation aid, and disaster-related leave.
- Enhanced Employee Assistance Programs (EAPs) – Helping employees navigate employer benefits and government aid during climate crises.
Benefits like these demonstrate a commitment to employee well-being, so if you offer them, ensure they are clearly communicated to foster a healthier, more resilient, and competitive workplace.
The Change of Life
Another growing trend related to “change” is offering menopause-related healthcare benefits.
Each year about 1.3 million U.S. women enter menopause, and 20% of the workforce is in some phase of this transition (peri, post). Yet menopause has long been overlooked in workplace policies. According to McKinsey’s 2022 Women in the Workplace report, one in four women say menopause symptoms have negatively impacted their career, and 17% have quit or considered quitting due to low support and empathy from their employers. Symptoms like fatigue, brain fog, and hot flashes can affect productivity and job satisfaction, making it crucial for companies to provide meaningful support.
Focusing on supporting women during menopause makes a difference. A Bank of America report found that 58% of women say menopause benefits positively impact their work, helping them feel more comfortable discussing their needs.
A menopause-friendly workplace isn’t just good for employees, it’s good for business.
By prioritizing these benefits, companies reduce absenteeism and boost retention—especially among women in top roles (menopause often coincides with when women have moved into key leadership and management roles).
By 2025, more companies will provide:
- Flexible work options – Remote work and adjusted schedules to help manage symptoms.
- Menopause-specific paid leave – Time off when symptoms are severe.
- Medical coverage – Support for hormone therapy, specialist care, and treatments.
- Wellness programs – Fitness initiatives, stress management, and mental health support.
Employers are getting that supporting employees through life’s changes—whether climate-related or health transitions—builds a resilient, engaged workforce and is a strategic advantage. If your company offers these benefits, make sure your people know about it. They’ll appreciate knowing you’re in their corner. And The O’Keefe Group is here to help you get the word out.
