In a year marked by inflation, tech disruption, and global uncertainty, it may be surprising to learn that most U.S. employers aren’t pulling back—they’re doubling down on employee wellbeing. For global mobility professionals managing talent across borders, this shift signals an evolution not just in benefits strategy, but in workforce expectations and retention.

According to a recent Business Group on Health survey, 95% of large employers say they plan to maintain or increase their investments in employee wellbeing in 2025. Jim Winkler, the group’s chief strategy officer, was quoted as saying: “Given the environment and the volume of uncertainty organizations face today, I did not expect to see as much enthusiasm for maintaining the status quo in 2025.” But that’s exactly what the data shows.

And while mental health remains the top priority, companies are increasingly embracing a more holistic view that encompasses physical, financial, and even environmental wellbeing.

The total health approach

Today’s workforce wants more than just good health insurance. Employees are looking for emotional, social, and financial support—all part of what Paychex calls “total health and wellbeing.” In their latest research, 52% of employers say they’re actively addressing all three aspects.

One big reason: it works. When employers offer comprehensive wellness programs, they’re not only building a healthier workforce, they’re also reducing turnover, boosting morale, and increasing productivity. Companies have seen measurable improvements in employee health outcomes when programs include customizable goals, incentives, and coaching.

Mental health leads, but financial stress follows

Unsurprisingly, mental health continues to top the list. A full 100% of employers surveyed by Business Group on Health include it in their wellbeing strategy, offering access to Employee Assistance Programs (EAPs), mindfulness tools, and stress management training. Some are going even further, developing “mental health champion” networks within their workforce to normalize conversations around mental wellness.

But there’s growing urgency around financial wellbeing. In Paychex’s research, 68% of employees say their financial situation hinders their ability to care for their health. That stress is showing up at work. In response, companies are offering a wider range of solutions—student loan support, budgeting tools, employer-matched savings, and even early wage access programs—to help employees stay financially resilient.

Wearables, breathwork, and the rise of personalized wellness

Technology is also helping employers meet workers where they are. According to the Wellhub State of Work-Life Wellness 2025 report, wearable fitness trackers, smartwatches, and wellness apps are no longer niche perks—they’re wellness infrastructure. Employees who used wearable tech logged nearly 1,850 more steps per day than those who didn’t.

And sometimes the smallest interventions—like breathwork—can have the biggest impact. Even just a few minutes of intentional breathing during the workday can reduce stress and sharpen focus. That’s why more companies are offering guided breathwork sessions alongside yoga, strength training, and other mindful movement options.

Personalization is another major trend. More than half of employees who have access to wellness programs report high job satisfaction. But that number drops to just 36% among those without. Platforms like Wellhub are helping organizations deliver modular wellness experiences that employees can customize to fit their preferences and schedules.

Flexibility is the new foundation

Wellbeing is no longer a one-size-fits-all offering. That’s especially true in a post-pandemic world where work styles vary widely. Whether onsite, hybrid, or fully remote, employees now expect benefits that align with how—and where—they work.

That means offering flexible schedules, asynchronous communication tools, movement-friendly meeting structures, and generous leave policies. Some companies are even implementing “no meeting” days to reduce Zoom fatigue and encourage focused work.

This evolution is not lost on global mobility leaders. With more employees crossing borders—physically or virtually—every year, wellbeing strategies must now work across time zones, cultures, and environments. Localized benefits are one piece of the puzzle, but maintaining a cohesive global experience is just as critical.

Why global mobility professionals should take note

For HR and mobility leaders managing talent internationally, the implications are clear: employee wellbeing has become a central pillar of the global employee value proposition. As relocation decisions become more complex and talent becomes more mobile, the organizations that offer consistent, personalized, and inclusive wellness experiences across countries will have the edge.

According to Business Group on Health, 85% of large employers now pursue a globally consistent wellbeing strategy, despite challenges like local vendor infrastructure and regional regulations. The goal is clear: ensure every employee, regardless of location, feels seen, supported, and well.

Wellness as a strategic imperative

Wellbeing is no longer a side benefit. It’s a strategic imperative. From DEI integration to financial coaching to flexible work options, the scope of wellness has broadened—and its value is more quantifiable than ever.

Global mobility professionals would do well to align their relocation and retention strategies with these trends. After all, a supported employee is a successful one—no matter where they work.