The world of work has changed more in the past five years than in the previous twenty.
And in 2026, employees’ expectations have matured far beyond simple perks or hybrid work policies.
Workers today are more intentional, more values-driven and more protective of their wellbeing than ever.
They want workplaces that recognise them as whole people (not just workers) and they’re willing to change jobs to find that fit.
In this new landscape, employers who understand what employees actually want will attract better talent, reduce churn and build more resilient, human-centred organisations.
Here are the top 11 things employees want from their workplace in 2026 and what employers need to understand about each one.
Why employers should invest in what employees want
Sometimes what employee wants can feel like a list of demands, or a waste of money. But there’s actually a strategic advantage to giving your employees what they want, beyond just being a ‘good employer’.
As the labour market shifts and skills shortages intensify, listening to employees has become an essential business priority rather than an optional cultural initiative.
So here are some of the perks you can stand to gain:
1. Higher retention and lower turnover costs
Replacing an employee is expensive, and can often cost around 20% of their salary.
Related: Key employee retention statistics
When people feel supported, valued and aligned with their workplace, they’re far less likely to leave.
Investing in what matters to employees significantly reduces churn and stabilises teams.
2. Improved productivity and performance
Employees who have flexibility, feel psychologically safe, and have access to the right tools consistently outperform those who don’t.
Wellbeing, autonomy and inclusive cultures directly correlate with stronger performance. When people aren’t burning out, struggling financially or trapped in rigid work systems, they can focus on delivering real results.
3. Better innovation and adaptability
Engaged employees are more creative, more invested in solving problems and more likely to contribute ideas that move the business forward.
When people feel trusted and supported, they naturally take ownership and push boundaries. A workforce that feels empowered is more agile and that agility is crucial in a market that’s changing rapidly.
4. Reduced absenteeism and burnout
Poor wellbeing, high stress and lack of flexibility are leading drivers of absenteeism.
When employers prioritise mental health, set realistic workloads and offer work-life balance, absenteeism declines and overall wellbeing improves.
5. Long-term organisational resilience
Companies that adapt to workforce demands are more sustainable over the long term.
By building cultures that support wellbeing, growth, inclusion and meaningful work, employers future-proof themselves against talent shortages, economic shifts and evolving employee expectations.
11 things employees want in the workplace for 2026
Want the TL:DR? Here’s the quick list of things that employees want in their workplace going into 2026.
Lots of these are pretty standard, but yet lots of employees are still not hitting the mark.
- True flexibility
- Better work-life balance
- Competitive pay
- Job stability
- Wellbeing support
- Financial wellbeing support
- Life-stage based benefits
- Skills development
- Meaningful work
- Good workplace culture
- Effective work tools
Let’s look at these in more detail.
What employees want in 2026
Investing in what employees want isn’t a cost, it can be a multiplier when done right.
As you saw in the section above, organisations that listen, adapt and prioritise people build stronger cultures, stronger performance and stronger business outcomes.
In 2026, the companies that win will be the ones that understand that people aren’t cogs in a wheel, they’re the whole engine.
So, what do your employees actually want?
1. True flexibility
Flexibility over where and when work happens isn’t a pandemic relic anymore. Now it’s an expectation.
We’ve gone beyond just wanting remote work.
Employees now want more access to flexible hours, the option for compressed workweeks, remote-first roles, and the freedom to align work with life demands such as school runs, caregiving or health needs.
Flexibility is now synonymous with trust, so by giving them this room, you’re both giving them that room to manage their work-life balance, and also making it harder for them to leave.
2. Better work–life balance
Work-life balance has overtaken salary as a top priority for many workers.
Working remotely and flexibly isn’t all that counts towards this. Employees want boundaries that protect their personal time and allow them to recharge.
This includes:
- Realistic workloads
- Respect for non-working hours
- Managers who model balance, not burnout
- Work cultures where disconnecting is not a silent career risk
3. Fair and competitive pay
Living costs are rising.
And yes, company costs are also increasing. But remember, if you want to hire your team as new, you’ll be paying much more for it.
The reality is that you need to make your salaries competitive as employees expect:
- Transparent salary bands
- Annual pay reviews
- Clear fairness in pay compared to peers
- Remuneration that genuinely reflects inflation and performance
4. Job stability
After years of economic uncertainty, cost-of-living pressures and waves of layoffs, employees crave stability. Job security has become as important as flexibility.
Employees want:
- Predictable hours
- Fewer “volatile” contractor roles
- Clear long-term pathways
- Honest communication about organisational health
5. Wellbeing support
Wellbeing programs have evolved from surface-level perks to essential components of a sustainable workplace. Employees expect proactive support for their mental health.
This includes:
- Access to therapy or mental health tools
- Training for managers to spot burnout
- Reasonable workloads
- Cultures that normalise conversations about mental health
6. Financial wellbeing support
With economic and financial stress widespread, employees want employers who help them build security, not just pay them a salary.
Examples include:
- Employer pension contributions
- Emergency savings programs
- Financial literacy coaching
- Access to financial planning
Reducing financial stress and supporting your employees through these initiatives are added perks that could be considered if bumped salaries were more difficult to achieve.
7. Personalised, life-stage-based benefits
One-size-fits-all benefits no longer work. Employees want benefits that recognise different life stages and personal circumstances.
Examples:
- Childcare and family support
- Fertility and reproductive health
- Menopause support
- Caregiving leave
- Preventative health and wellness programs
There is a growing expectation that companies will endeavour to support their employees through key life stages, particularly when it comes to parenthood and bereavement leave.
8. Opportunities for growth
Career development remains a core expectation, especially with the rise of AI and rapid skill obsolescence. Employees want employers who invest in their future.
After all, if they’re going to stick around for the long-haul, chances are they won’t want to do the exact same job.
Important areas:
- Clear career paths
- Upskilling and reskilling programs
- Access to AI and digital training
- Mentoring and coaching
- Opportunities for internal mobility
🚀 Pro Tip: Looking to upskill your employees? Consider embedding an LMS into your working day to both improve staff retention, but also improve business outcomes.
9. Purpose and meaningful work
Work needs to matter. Employees want to feel connected to something bigger than tasks or KPIs. Purpose-driven organisations attract talent because they offer meaning, not just money.
What does that look like in real-talk?
- Clear social or sustainability missions
- Work that aligns with personal values
- Ethical business practices
- Roles where they can see tangible impact
10. Positive work culture
Culture has become a make-or-break factor in job choice. People want to work in environments where they feel safe, valued and able to express themselves.
Key expectations:
- Authentic inclusion, not just statements
- Psychological safety
- Respect for diverse perspectives and backgrounds
- Zero tolerance for toxic leadership
11. Effective technology
Employees lose trust when outdated tools waste their time. They want technology that empowers them, not slows them down.
This includes:
- Efficient digital tools
- Automation for repetitive tasks
- AI that supports, not surveils
- Streamlined workflows and fewer manual processes
Wrapping up
In 2026, employees expect workplaces that are flexible, human, and purpose-driven.
They want careers that fit their lives, not the other way around.
Employers who embrace these expectations will thrive with a workforce that’s more engaged, loyal and motivated.
Those who don’t risk losing talent to organisations that understand the new world of work.
And remember, 94% of employees say they would stay at a company longer if it invested in their career development.
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