The workplace benefit 95% of workers want but aren’t satisfied with is a pretty basic one: bereavement leave, study shows

Fortune

by Sydney Lake

February 24, 2026

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A new study reveals a significant gap between what employees value in workplace benefits and what employers actually provide. Bereavement-related benefits, highly valued by 95% of workers, are often insufficient or lacking, according to Empathy’s 2026 Workplace Benefits Report. The research highlights that while most employees recognize the importance of these benefits during life-altering events like a loved one’s death, only a small fraction of employers plan to expand their bereavement support in the coming year. The study underscores a growing demand for benefits that address major life disruptions, such as loss, illness, or family emergencies. Traditional benefits, often designed around predictable needs like health insurance and retirement plans, are increasingly seen as inadequate by employees who now expect more tailored support during crises. This shift is driven by a desire for benefits that alleviate the emotional, logistical, and financial challenges faced during these difficult times. According to Ron Gura, cofounder of Empathy, employers must rethink their approach to workplace benefits. “Benefits success is now defined by support during major life events,” he said. The study points to examples like Christina Le’s suggestion for a home-cleaning stipend, which highlights the need for benefits that reduce daily stressors and provide practical relief. Such innovations show that employees are looking for benefits that not only address immediate needs but also help them regain control over their lives during chaos. The demand for life-event support is growing, with nearly half of employees expecting formal employer assistance during major disruptions. Yet, many companies still offer limited bereavement policies, such as a few days off, which fall far short of what workers need. Gura emphasizes that effective bereavement benefits should include adequate time off, access to emotional and logistical support, and policies that recognize diverse family structures. This shift in expectations has significant implications for businesses. Failing to meet employees’ needs during critical moments can lead to higher turnover rates, reduced job satisfaction, and decreased productivity. On the other hand, companies that prioritize comprehensive life-event benefits can improve employee well-being, retention, and overall workplace satisfaction. As more employees seek employers who “show up” during their most vulnerable times, businesses must adapt to stay competitive in attracting and retaining talent. In summary,

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Originally published on Fortune on 2/24/2026