Ready to future-proof your company’s benefits strategy?
The remote work revolution has completely upended the traditional approach to employee benefits. In fact, 32.6 million Americans will be working remotely by 2025, which means that the way companies approach benefits needs to change.
The problem is that most companies are still offering the same old benefits packages designed for office workers. But remote employees have completely different needs, challenges, and expectations.
Without changing up your benefits strategy, you’ll lose your best talent to competitors that “get it.”
In this article, you’re going to see exactly how to build a benefits strategy that works in today’s remote-first world and keeps your top people happy and on your team.
You’ll discover:
- Why Remote Workers Need Different Benefits
- The New Must-Have Benefits for Distributed Teams
- How To Build Location-Independent Benefits
- Smart Technology Solutions for Remote Benefits
- Cost-Effective Strategies That Actually Work
Why Remote Workers Need Different Benefits
Remote work isn’t just a fancy “work from home” perk — it’s a completely different way of working that requires a different approach to benefits.
Here’s why:
A remote employee in Colorado has different healthcare needs than an employee sitting in your office in headquarters. They won’t need a parking pass, but they might need assistance with their home office setup.
The data supports this as well. 98% of remote workers say they want to work remotely for the rest of their careers, which means that companies need to start taking building employee benefit packages that actually serve this workforce seriously.
The ways in which things have changed:
Remote employees care more about flexibility, technology stipends, and mental health support than they do about traditional perks like office snacks or gym memberships.
They need benefits that work across state lines, time zones, and even international borders. The old one-size-fits-all approach simply doesn’t work anymore.
The New Must-Have Benefits for Distributed Teams
Let me break down for you the benefits that remote employees will actually want in 2025…
Health Insurance That Actually Works
Traditional group health insurance is broken for remote teams.
Why? Because most health plans only work in certain states or regions. If you have remote workers in multiple states, you need coverage that follows them where they work.
The solution is multi-state health plans or Health Reimbursement Arrangements (HRAs) that allow employees to choose their own local plans and get reimbursed for the cost.
Mental Health Support
Remote work can be very isolating. That’s why mental health benefits have become table stakes for distributed teams.
69% of remote employees struggle with burnout, which is why mental health support has become critical.
The most forward-thinking companies are offering:
- Teletherapy and virtual counseling
- Mental health apps and resources
- Stress management programs
- Wellness stipends for self-care
Home Office Stipends
Remote employees need to have the proper equipment to do their jobs effectively.
Smart companies are providing monthly or annual stipends for remote employees to buy:
- Ergonomic furniture — standing desks, quality chairs
- Technology upgrades — monitors, webcams, headsets
- Internet and phone bills — to keep them connected
- Office supplies — the basics they used to get for free
Professional Development
Remote employees often feel like they’re “out of sight, out of mind” when it comes to career development opportunities.
The solution? Make professional development a priority for remote employees with:
- Online course subscriptions
- Virtual conference attendance
- Digital mentorship programs
- Skills-based training platforms
How To Build Location-Independent Benefits
Building benefits that work anywhere requires a different approach than just trying to replicate traditional office-based benefits…
Think Global, Act Local
Your benefits need to work whether someone is working in Maine, Montana, or Miami. This means:
- Choosing insurance providers with national networks
- Offering flexible spending accounts that work anywhere
- Providing digital-first solutions whenever possible
Embrace Technology
The best remote benefits are delivered through technology platforms that employees can access from anywhere, at any time.
Consider platforms that offer:
- Digital benefits enrollment — no more paper forms
- Mobile apps — benefits in their pocket
- AI-powered support — instant answers to benefits questions
- Integration — connecting all benefits in one place
Focus on Outcomes, Not Location
Stop thinking about where people work and start thinking about what they need to be successful.
Remote employees need:
- Reliable access to healthcare
- Mental wellness support
- Opportunities for professional growth
- Financial security
The location doesn’t matter. The outcomes do.
Smart Technology Solutions for Remote Benefits
Technology is the key to making remote benefits actually work…
Benefits Administration Platforms
Modern benefits administration platforms make it easy to manage a distributed workforce.
Look for platforms with features like:
- Multi-state compliance tracking
- Automated enrollment processes
- Real-time benefits usage analytics
- Employee self-service portals
Communication Tools
Remote employees need constant, clear communication about their benefits.
The best companies use:
- Slack or Teams integrations — benefits info where they already work
- Video explainers — making complex benefits easy to understand
- Chat support — instant answers when they need them
Mobile-First Everything
Remote employees live on their phones. Your benefits need to be mobile-friendly with enrollment, management apps, and claim submissions.
Cost-Effective Strategies That Actually Work
Here’s how to offer great remote benefits without going broke in the process…
Use Group Buying Power
Just because your employees are all over the map doesn’t mean you can’t leverage group rates.
Smart strategies:
- Negotiate national rates with providers
- Pool employees across regions for better pricing
- Consortium buying with other remote companies
Offer Flexible Stipends
Instead of trying to provide everything for employees, give them stipends they can use for what they actually need.
Popular stipend categories:
- Health and wellness ($100-300/month)
- Home office setup ($500-1500/year)
- Professional development ($1000-2500/year)
- Technology and internet ($50-150/month)
Partner With Specialists
Work with benefits providers who specialize in remote workforces. They understand the challenges and have solutions ready to go.
Look for providers offering multi-state health insurance, virtual wellness programs, and technology stipend management.
Building Your Remote Benefits Strategy
Ready to build a benefits package that actually works for remote employees?
Start with these steps:
Survey your team. Find out what benefits they actually want and will use.
Audit your current offerings. Which benefits work for remote employees? Which ones don’t?
Prioritize flexibility. Choose benefits that adapt to different locations and needs.
Invest in technology. Make sure your benefits are easy to access from anywhere.
Communicate clearly. Remote employees need extra communication around their benefits.
Staying Ahead of the Curve
The remote work trend isn’t slowing down. Companies that adapt their benefits strategies now will have a huge advantage in the race to attract and retain top talent.
Remember: Remote employees aren’t just regular employees working from home. They have different needs, different challenges, and different expectations.
The companies that recognize this will dominate the talent market in 2025 and beyond.
Time to Take Action
The future of group benefits is here, and it’s remote-first.
Companies that stick with outdated benefits strategies will struggle to compete for talent. But those that embrace the remote work revolution and build benefits that actually serve their distributed workforce will thrive.
The choice is yours: Keep offering benefits designed for a world that doesn’t exist anymore, or build a benefits strategy that works for the future of work.
Your remote employees — and your bottom line — will thank you for making the right choice.