The health and wellness work trends we’re seeing in 2025 prove one thing. 

Flexibility is everything.

We know that from combing through piles of Compt customer data, health and wellness perks consistently rank as the most valued benefits year after year. We’ve highlighted this extensively in the 2025 Lifestyle Benefits Benchmark Report, but we just didn’t have enough room to really dive into all the data.

But hey, that’s why we have a blog. To give you (so much) more.

We analyzed more than 30,000 health and wellness claims from Compt customers to understand what employees are truly spending their stipend dollars on, and how employers can best support this growing need.

Say it with us: Health and wellness programs should be more than just a check-the-box retention strategy.

These programs are how you show employees you understand what they truly need and how you create a culture that values people beyond perks. With employees redefining what wellness means to them, forward-thinking companies are catching up to capture wellness work trends.

From moving beyond rigid gym memberships to offering holistic, all-inclusive stipends and embracing alternative wellness programs, benefits are shifting to reflect the diverse, evolving priorities of today’s workforce.

So, let’s dig into four wellness trends shaping the future and how HR leaders can turn them into a competitive edge.

Trend 1: The move from rigid and conventional health and wellness benefits to flexible wellness accounts

Traditional wellness industry benefits — think gym memberships and pre-selected fitness classes — just aren’t cutting it anymore. Companies are realizing that these rigid, one-size-fits-all perks don’t reflect the diverse needs of their workforce. Enter broader, flexible stipends that give employees the freedom to choose what actually supports their well-being through a holistic approach.

As Nadine Robinson, Head of HR at Compt, puts it:

These programs let employees take control of their wellness to live a healthier life. Maybe it’s therapy sessions, a standing desk, wearable technology, or a meditation app.

Health and wellness account use cases

We’re seeing this at Compt, with health and wellness accounts continually seeing high utilization rates across companies of all sizes and at all industries. This past year, for every $100 employers allocate to health and wellness benefits, employees actively spend $60 — a significant 60% utilization rate that signals real engagement. 

This shift is about meeting people where they are. Wellness looks different for everyone, depending on their life stage, personal goals, and circumstances. Flexible stipends signal that employers get that.

For instance, our 2025 Lifestyle Benefits Benchmark Report found that company stipend programs range from $180 to $3,000 per employee per year. In fact, 32% of Compt customers offer an exclusive health and wellness stipend. These stipends range from traditional gym memberships to quarterly massages, First Aid certifications, and yoga retreats.

Trend 2: Employees take more control over their health

More employees are becoming their own health advocates through advancements in technology. With the rise of longevity research and the growing popularity of thought leaders like Andrew Huberman, Bryan Johnson, and David Sinclair, more people are exploring ways to improve their health, slow aging, and increase longevity. 

The problem is many health insurance plans don’t cover the latest innovative products, tests, or personalized care options. As a result, employees are turning to biohacking and self-directed health management to fill the gaps in important health metrics.

Here are a few examples of how employees are taking control, as shown through:

• Biological age testing kits: These kits allow people to determine their biological age and make modern lifestyle changes to improve their long-term health.
• DEXA scans: Often used for detailed body-fat composition analysis, these scans are gaining popularity among employees focused on weight loss and overall fitness.
• Personalized health kits: Services like Viome provide employees with tailored insights into their gut microbiome, which empower them to make informed choices about diet and wellness.

This growing interest in self-directed health aligns with a broader shift in how people approach wellness, even potentially looking to artificial intelligence to deepen their knowledge. Employees want tools and resources that go beyond one-size-fits-all solutions for a more balanced life. 

Forward-thinking employers can meet this trend by offering flexible wellness stipends or programs that support personalized health initiatives. Companies that adapt to these changes will build trust and loyalty while helping their teams prioritize long-term health.

Trends 3: Modern wellness options have their moment

The wellness landscape looks a lot different than it did even a few years ago. With health insurance premiums skyrocketing and more procedures not being covered, employees are seeking options that go beyond traditional offerings according to Compt’s own customer data claims to take back control of their health. Enter alternative wellness options — like red light therapy, cryotherapy, and advanced diagnostic health panels.

These alternatives are gaining traction for a reason. For one, mental and emotional well-being remains a top priority for many in everyday life. Online therapy, in particular, is a standout because it’s accessible, easy to fit into a workday, and fast becoming a go-to resource for employees.

Meanwhile, emerging options like red light therapy are turning heads for their potential mental health benefits, such as reducing anxiety and improving overall emotional health. While still niche, the buzz around these treatments is growing as more people look for innovative ways to improve their overall well-being and reach their health goals.

Part of this wellness work trend comes down to science catching up with the real challenges people face. Traditional health insurance often doesn’t cover deeper diagnostics, specialized drugs, or personalized health solutions, which leaves a gap that employees need to fill. Specialized businesses are stepping in, offering advanced diagnostic panels, tailored health coaching, and treatments aimed at addressing the root causes of chronic issues like thyroid problems or autoimmune diseases.

Forward-thinking companies are taking note and offering holistic wellness stipends flexible enough to cover these nontraditional options. It’s a smart move since employees want benefits that reflect today’s realities, not yesterday’s standards.

Trend 4: Companies do more to align their stipend programs with company values and culture

The best companies don’t just throw money at perks and call it a day. They use stipend programs as a way to show employees what they truly stand for. When done well, these programs go beyond being just ‘nice to have’ and become a direct reflection of the company’s culture and values.

Take Patagonia, for example. Their benefits — like on-site child care and stipends for outdoor activities — aren’t random. They’re designed to reinforce their commitment to environmental stewardship and employee well-being. 

Another great example is ButterflyMX, which uses Compt to offer $300 monthly self-care stipends. 

Lucy Lemons, Chief People Officer at ButterflyMX, says,

This flexibility lets employees decide how to use the funds in ways that actually work for them. And that’s key to capturing wellness work trends in 2025.

The companies that nail this are intentional. If your values are about inclusivity, productivity, and helping employees show up as their best selves, your stipend program should reflect that. Maybe that looks like caregiving stipends for working parents, home office budgets for remote employees, commuter benefits for in-office workers, or wellness programs that cover everything from therapy to fitness apps.

The key is to align what you offer with who you are as a company — and who your employees are as people. That’s how you make a stipend program part of what makes your company a great place to work.

From perks to purposes: Redefining employee wellness

The way employees think about wellness is evolving, and the companies that adapt to wellness work trends in 2025 and beyond are the ones that will stand out. From flexible stipends to caregiving benefits and unconventional wellness options, the trends we’re seeing are about meeting people where they are and empowering them to take charge of their health.

The takeaway? Employees don’t want cookie-cutter benefits. They want flexible stipends that reflect their needs, their values, and their goals. By leaning into flexibility, personalization, and meaningful support, companies can create benefits that not only attract top talent but also keep teams engaged and thriving.

The future of wellness at work is here, and it’s all about building benefits that actually work — for everyone.

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Planning for 2026? Get the most updated info on our health and wellness stipends in the latest benchmark report: