Employers should also consider providing virtual gym memberships and availability to online medical services such as telehealth consultations to enhance engagement and promote employee health.

Fremont, CA: The COVID-19 pandemic has increased the financial burden from pay cuts and layoffs, and the mental and physical stress as well. Workplace benefits are an essential part of an employee’s compensation strategy, and employees now put more emphasis on workplace benefits to tackle the challenges.

Employers need to redefine their workplace benefits plans to optimize workplace productivity after the pandemic.

Rethink Financial Wellness

Employers need to offer financial literacy programs using self-service applications, e-learning options or webinars, and interactive sessions with professionals to provide customized education on finances in the post-pandemic workplace.

Most mobile apps have built-in financial tools to help people build financial plans, budgets and evaluate their 401(k) savings. Employers of larger organizations can use financial vendors to offer personalized financial advice, employee assistance strategy, and train employers on other financial matters.

Redesign Wellness Benefits for the Remote Workforce

HR leaders need to revamp workplace health benefits to fit the post-pandemic workforce. The remote workforce will benefit from virtual health offerings like online fitness classes, online mindfulness exercises, and webinars to teach workers about healthy living. Employers should also consider providing virtual gym memberships and availability to online medical services such as telehealth consultations to enhance engagement and promote employee health.

Employers should also invest in mobile technology like wearable devices and AI-driven applications to help employees monitor their health conditions.

Provide Mental Health Support

Business leaders need to increase their health benefits to offer mental health support for their employees after the pandemic. Employers can offer mental health services like counseling and therapy for struggling employees to adapt to remote work via employee assistance programs.

HR leaders and employers need to stay connected with their workers, as remote work increases employees’ isolation and aggravates mental health issues. Promoting regular interactions with workers through virtual meetings can enhance mental wellbeing and productivity in the workplace.

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