Helping Employees Invest in Their Wellbeing

Across Asia, HR leaders are meeting the challenge of diverse employee wellbeing needs during a prolonged period of uncertainty. Rising costs, climate-related disruptions, technological transformation, and geopolitical shifts all contribute to a troubling backdrop to working life. In this context, flexible benefits strategies offer meaningful choice and the potential to protect wellbeing and drive engagement.

When thoughtfully designed, flexible benefits can offer employees a greater sense of control, help employers manage future health risks, and deliver more value. “Flexible benefits are about giving employees choices that are backed by data – not guesswork. An integrated flexible benefits and wellbeing strategy can drive program cost effectiveness,” says Rice Loh, head of total benefits advisory and management for Aon in Asia.

Four Forces Reshaping the Workforce

 

Aon's 2025 Client Trends Report identifies four global trends shaping workforce expectations and organisational strategies: Trade, Technology, Weather, and Workforce.

Trade: Geopolitical uncertainty and policy shifts are increasing volatility in trade relationships and supply chains across Asia. These changes have potential impacts for job security which can increase stress for employees in affected sectors.

Technology: AI and automation are transforming the workforce skills needed for commercial success. However, the report reveals a gap between leadership ambitions for AI and workforce readiness, with employees feeling unsure about how new technologies will impact their career prospects.

Weather: As extreme weather events become more frequent and severe, this puts business productivity at risk as well as elevating health risks. The report calls for resilience-focused strategies for both infrastructure and workforce preparedness.

Workforce: Employees are struggling with the stress these megatrends are bringing to their working lives. Many are feeling unprepared for the future due to a combination of financial pressures and health and job security concerns.

Uncertainty Reaches a Record High

 

These trends are taking place against a backdrop of rising global uncertainty. According to the World Uncertainty Index, global economic uncertainty reached a new high in April 2025, with an index score of 72,733.5, exceeding the previous peak of 56,223.6 recorded in March 2020 around the onset of the COVID-19 pandemic.

For employees, this uncertainty impacts their finances, career outlook, and sense of stability. In this context, flexible benefits create an opportunity for employers to provide agency and practical support. When employees are given the tools to customise their benefits, it helps restore a sense of control and builds trust at a time when both are in short supply.

Giving Employees a Sense of Control

 

Flexible benefits can give employees a greater sense of autonomy and control. “Flexible benefits empower employees with a sense of autonomy and personal agency. When individuals can tailor their benefits to suit their unique needs, it reinforces a workplace culture that values them as whole people – not just job titles,” says Susan Fanning, head of wellbeing solutions, for Aon in APAC. It’s a powerful signal that the organisation recognises and respects individual differences, which in turn fosters deeper engagement and trust."

This sense of agency is particularly important during periods of change. According to Aon research, 60% of global employees are either actively looking for new roles or considering a move in the next year. When employees feel recognised, supported, and included in benefit decisions, they are more likely to stay and thrive.

A flexible approach to benefits is not just about engagement – it’s also a powerful lever for inclusion. In Asia’s diverse and multi-generational workforce, flexible benefits allow employers to meet people where they are. Whether it’s a younger employee purchasing extra leave to travel or a parent accessing childcare support, these choices reflect different life stages, family structures, and cultural expectations. By offering this adaptability, organizations demonstrate that they understand and respect the individuality of their people.

Connecting Flexible Benefits to Wellbeing Outcomes

 

Flexible benefits can also help organisations bridge the gap between their wellbeing and benefits strategies – transforming standalone initiatives into a unified, value-driven experience. Aon’s advisory teams are helping employers design flexible benefits that actively support physical, financial and mental wellbeing – delivering measurable impact not just for individuals, but for the business as a whole.

For example, offering the option to purchase extra paid leave through a flexible benefits program directly supports work-life balance – a top concern for many employees in Asia. At the same time financial wellbeing benefits, like retirement top-ups and education programs, are also becoming more popular. “Financial stress is one of the biggest drivers of poor wellbeing outcomes,” says Fanning. “Flexible benefits empower employees to choose support that helps them feel more financially secure and builds their capability to better manage their personal finances.”

A Proactive Approach to Cost and Care

 

Employers are also using flexible benefits strategies to manage future health risks more effectively. As Loh explains, Aon’s analytics capabilities allow organisations to identify trends in claims and healthcare usage that highlight future risks. "We help employer 'see around corners' by predicting which conditions may emerge in their workforce over the next few years," she says." This foresight allows them to proactively design targeted health and wellbeing interventions and offer benefits choices that employees truly value – reducing future risks while enhancing overall engagement."

Flexible benefits also help employers align benefit choices with real demand. Instead of investing in standard packages, companies can offer targeted options that employees are more likely to use and value. This leads to better ROI as well as improved wellbeing outcomes."

Reframing Value for the Future

 

In uncertain times, employees are looking for signs their employer cares and flexible benefits offer a visible and practical way to demonstrate that care. They signal trust, foster inclusion, and enable employees to take ownership of their wellbeing. "When employees feel empowered to make the choices that work for them, you’re not just delivering a benefit, you’re building trust, "says Fanning. Building on this, Loh emphasises that the future of flexible benefits lies in how organisations reframe value – not just as cost, but as impact." It’s about creating benefit strategies that resonate today and remain relevant tomorrow – where data, personalisation and wellbeing intersect to drive long-term value, both for employees and the business."