Technology, Data and AI are Transforming How Employees Receive Benefits

Technology, Data and AI are Transforming How Employees Receive Benefits
November 10, 2025 8 mins

Technology, Data and AI are Transforming How Employees Receive Benefits

Technology, Data and AI are Transforming How Employees Receive Benefits

Benefit platforms are revolutionizing the employee experience by making it easier for people to choose the right benefits at the right time. New technologies including AI, along with data insights, are enabling more personalized and relevant benefit choices.

Key Takeaways
  1. Personalized, data-driven benefit choices are replacing one-size-fits-all approaches, driving stronger employee engagement and ROI on benefit spend.
  2. New technology and data can help employers anticipate their employees’ needs, guide preventative care and deliver support when it matters most.
  3. Using this type of technology, however, should be governed by appropriate guardrails, including security measures, adherent to local laws and guided by experts. Top solutions offer robust security and data protection.

Despite significant investments in employee benefits, many organizations still face a disconnect: Employees are often unaware of, or indifferent to, the benefits available to them. This gap between perceived value and actual coverage erodes return on investment and can negatively impact employees’ health, wellbeing and performance if they aren’t getting the support they need. While technology is a powerful enabler, its true value lies in delivering tangible improvements in employee engagement, health and alignment with company culture.

Artificial Intelligence (AI) and advanced data analytics are transforming how employees engage with their benefits. The need for intelligent, targeted benefits communication has never been greater. As organizations grapple with cost containment and shifting employee expectations, the focus has shifted from simply offering benefits to ensuring employees understand and value them. More than seven out of 10 employees globally say benefit customization is important or extremely important to them.1 Employee needs can be incredibly diverse; personalization isn’t just a nice-to-have, but the key to building employee benefit programs that truly engage and deliver measurable value. With employees voicing a clear desire for choice and personalization, employers are increasingly able to deliver it in a more innovative and sustainable way with technology.

Online benefit platforms are the gateway for delivering tailored benefits. Technology can now streamline the process by eliminating tab-switching, third-party logins and manual approvals. Employees can manage benefits — enroll, update or claim — directly on the platform, ensuring greater engagement and control without leaving the system. Online benefit platforms offer global consistency with local impact. By tailoring campaigns and communications to the cultural nuances of each region, organizations can strengthen their employee value proposition in a consistent yet culturally sensitive way.

Personalization is the Cornerstone of Modern Employee Benefits

As the primary interface through which many employees access their benefits, online benefit platforms enhanced by AI enable organizations to move beyond static information. They can more easily and cost-effectively provide personalized, timely and relevant communications that encourage meaningful employee engagement.

Over three-quarters (76.3%) of employees globally say benefits are important in attracting them to their job, while 63% would be willing to sacrifice existing benefits for a broader selection.2 Advanced platforms enable communication strategies that respond to employees’ significant life events. This strengthens people’s connection to their benefits, where every action — from exploring options to making changes or filing claims — happens in one unified platform without redirecting to external sites or tools.

72%

of employees globally say benefit customization is important or extremely important to them.

Source: Aon’s 2025 Employee Sentiment Study

Boosting Employee Engagement at Deloitte UK

Case Study

Boosting Employee Engagement

Facing a low benefits satisfaction score (2.35/5) and an attrition rate of 10.19%, with over half of departing staff citing compensation and benefits, a multinational organization partnered with Aon to overhaul its benefits strategy. By unifying benefits under a new platform, introducing a Total Reward Statement and simplifying the user experience, they saw engagement soar — 88% of employees accessed the platform and 76% made benefit selections. The platform’s rating jumped to 4.03, help desk queries dropped by 63%, and the proportion of employees leaving due to pay fell from over 50% to under 30%. This transformation improved retention and engagement and showed the power of clear, relevant communication tailored to individual needs.

“Benefits matter most when they’re really needed,” says Jon Bryant, Global Head of Employee Experience, Human Capital Solutions. “That’s why AI tools that engage people with the right benefits at the right time can really move the needle on improving coverage and perceived value.”

Technology, Data and AI are Transforming How Employees Receive Benefits Image 1
Technology, Data and AI are Transforming How Employees Receive Benefits Image 2

Technology can also improve employees' understanding of their benefits, which Aon research indicates is currently quite low: Only 25% of employees at multinationals say they understand their benefits.3

Using Technology to Identify and Proactively Communicate Benefit Gaps

Most online benefits platforms expect employees to preemptively log in and search for information or support. However, many employees may not even realize they need a particular benefit, aren’t aware it’s available through their employer, or simply don’t know about the full range of benefits offered. New features can change this. For example, Aon is launching Intelligent Campaigns, which uses our data and analytics to help employers target certain employee groups that would thrive from a change in their benefit plan. This can range from preventative health treatments for certain at-risk groups to a change in retirement savings for employees with inadequate savings. Here are some examples of how that might look:

  • An analysis using Aon’s Health Risk Analyzer could reveal that 10% of a workforce is at increased risk for a certain type of cancer. An intelligent campaign can proactively reach this group with information about screening, education and available support, driving higher engagement and better health outcomes.
  • Data-driven campaigns can identify women approaching menopause or those returning from maternity leave, connecting them with personalized support such as flexible work arrangements, dedicated health resources and clear communications.
  • By analyzing benefit utilization, employers can uncover affordability and access gaps — for example, finding that women tend to pay more out-of-pocket for healthcare and retire with less savings. With these insights, organizations can adjust benefit design to ensure all employees, especially women, have access to appropriate care and financial support when they need it most.
Quote icon

Employees may not know all the benefits available to them or think of making changes until it’s too late. Proactively reaching employees based on their individual situations, preferences and data-driven risk factors in the case of health interventions is an important way to use technology to help them choose the right benefits for their circumstances.

Andrew Krawczyk
Market Leader, Human Capital Solutions, Europe, the Middle East and Africa

How Intelligent Campaigns Work:

  • Analyze the Data

    Leverage integrated data sources, including claims, workforce demographics and risk factors, using Aon’s Health Risk Analyzer to identify segmented or targeted populations. This approach enables organizations to identify populations who would benefit most from tailored communications or benefit enhancements, such as those facing health challenges, employees eligible for particular benefit programs, or groups requiring additional support.

  • Define the Strategy

    Use insight to design the right solution, whether it’s a new health screening, financial wellbeing program, adding a new benefit or getting support for a specific demographic.

  • Activate with Technology

    Deploy targeted, data-driven campaigns using advanced platforms. Track engagement and outcomes to continuously refine the approach.

The Importance of Trust and Governance When Using AI

As technology evolves, trust and governance are paramount. Many employers, particularly those operating across multiple regions, are increasingly cautious about adopting new technologies, mindful of the substantial risks associated with data security, regulatory compliance and long-term accountability.

“Building trust isn’t just about compliance; it is fundamental to fostering confidence in new tools and platforms,” says David Kirk, Growth Leader, Technology and Health, in Aon’s Health Solutions practice in the United Kingdom. “Employers want solutions that have been thoroughly vetted, ensuring that the adoption of AI enhances outcomes without compromising privacy or exposing organizations to unnecessary risk.”

In a rapidly evolving digital landscape, effective governance and vigilant data security are essential to unlocking the full potential of AI — empowering organizations to innovate confidently while safeguarding trust at every step.

Empowering Employees with Targeted Benefit Guidance

Employees want benefits tailored to their needs. Aon’s 2025 Employee Sentiment Study found that 72% of employees worldwide consider benefit customization important or extremely important. With voice or text, employees can ask anything from: "Can you help me understand my retirement plan?" to “At what level are my dependents covered for my medical insurance?" and receive clear, immediate support, making even complex benefits decisions simple and approachable. These platforms not only offer instant answers but also deliver personalized guidance. Users can make changes or updates, such as modifying coverage or enrolling in new benefits, directly within the platform. This eliminates the need to switch tools, making the whole process smoother and boosting engagement.

“With these tools, employers aren’t constantly trying to keep up with changing employee needs. They are acting in a preventative way that's going to meet the needs of all of their different employees,” says Kirk.

The direction is clear: The future of benefits is targeted, data-driven and expert-led.

60%

of multinational employees say technology is a critical component of delivering benefits choice.

Source: Aon’s 2025 Employee Sentiment Study

The Benefits Solution

Product / Service

The Benefits Solution

Discover how Aon’s online benefits platform can boost employee engagement, increase utilization and improve health outcomes for your organization.
Aon’s Thought Leaders
  • Jon Bryant
    Global Head of Employee Experience, Human Capital Solutions, United Kingdom
  • David Kirk
    Growth Leader, Technology, Health Solutions, United Kingdom
  • Andrew Krawczyk
    Market Leader, Human Capital Solutions, Europe, the Middle East and Africa
  • Rice Loh
    Head of Total Benefits Advisory & Management, Health Solutions, Asia Pacific
  • Ana Machado
    Head of Employee Experience, Human Capital Solutions, Latin America

1,2,3 Aon’s 2025 Employee Sentiment Study

General Disclaimer

This document is not intended to address any specific situation or to provide legal, regulatory, financial, or other advice. While care has been taken in the production of this document, Aon does not warrant, represent or guarantee the accuracy, adequacy, completeness or fitness for any purpose of the document or any part of it and can accept no liability for any loss incurred in any way by any person who may rely on it. Any recipient shall be responsible for the use to which it puts this document. This document has been compiled using information available to us up to its date of publication and is subject to any qualifications made in the document.

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The contents herein may not be reproduced, reused, reprinted or redistributed without the expressed written consent of Aon, unless otherwise authorized by Aon. To use information contained herein, please write to our team.

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