Family life has changed — and it’s time our benefits changed with it.
Today’s families come in many forms: single parents, same-sex couples, blended households, multigenerational homes, and chosen families are all part of the modern landscape. Yet, many workplace benefits still reflect a traditional, nuclear family model that no longer reflects how people live and care for each other.
According to England’s Children’s Commissioner, 44% of children born in the early 2000s did not grow up in a traditional nuclear household — a significant shift from just 21% in 1970. The message is clear: family has evolved, and workplace support must follow.
Can your benefits keep up?
As workforces become more diverse, multigenerational and values-driven, it’s not enough to offer one-size-fits-all benefits. Today’s employees are looking for support that reflects their real lives — not outdated assumptions. This shift isn’t just about inclusion — it’s a strategic priority.
Organisations that adapt their benefits to reflect evolving family structures build trust, increase retention, and support a more engaged workforce. Those that don’t risk alienating valuable talent.
Family-friendly benefits still matter — But they must modernise
Family-related benefits remain essential when it comes to attracting and retaining great people. In fact, 65% of UK jobseekers say benefits play a key role in their decision-making.
But as the definition of family expands, so should the way we design and deliver support. A poll of Employee Benefits readers found that 57% of organisations identify enhanced maternity, paternity, and adoption leave as the most valued family-friendly benefit among their workforce.
Forward-thinking employers are now extending their benefits frameworks to reflect the full spectrum of modern caregiving roles. Examples include:
- Fertility and family planning support
With one in six people experiencing infertility, access to fertility treatment is a growing priority. Providing inclusive fertility benefits also supports LGBTQ+ employees and single parents pursuing alternative paths to parenthood.
- Adoption and surrogacy reimbursement
Financial support for adoption or surrogacy removes practical barriers and acknowledges different journeys into family life.
- Expanded carer leave and mental health support
71% of carers experience poor mental or physical health. Many employees are part of the “sandwich generation,” caring for children and elderly relatives at once. Carer leave, mental health resources, and flexible working arrangements allow people to meet those responsibilities without burning out.
- Inclusive bereavement policies
Traditional bereavement leave typically covers only immediate biological family. More inclusive policies now recognise the profound impact of losing a stepparent, co-parent, or chosen family member.
- Childcare that reflects diverse needs
Support for single parents, co-parents, and grandparents raising children might include subsidised childcare, backup care, or flexible working hours.
When benefits are based solely on legal or biological definitions, they risk excluding employees with real and pressing caregiving duties.
What’s holding traditional benefits back?
Many legacy benefits systems haven’t kept pace with the way people live today. Often, they’re:
- Too narrow: Excluding stepchildren, in-laws, or non-biological family members from eligibility.
- Gendered: Focusing benefits around mothers and sidelining fathers, partners, and adoptive parents.
- Rigid: Struggling to adapt to blended families, divorce, elder care, or non-traditional arrangements.
Five ways to bring your benefits into the present
To be genuinely inclusive, benefits need to reflect the full range of caregiving responsibilities. Here are five areas where employers can drive meaningful change:
1. Parental and carer leave
- Equal parental leave for all genders and family types
- Time off for adoption, surrogacy, or fertility treatment
- Leave entitlements that go beyond just immediate family
2. Health and wellbeing cover
- Health plans that include chosen family or domestic partners
- Support for mental health challenges related to caregiving or loss
3. Flexible work structures
- Flexibility designed around caregiving needs — from school drop-offs to elder care
- Remote and hybrid work models that support work–life integration
4. Lifestyle benefits
- Access to fertility services, egg freezing, or surrogacy support
- Emergency childcare or eldercare services
- Parenting guidance or care concierge options
5. Financial wellbeing
- Tools for managing finances in multigenerational households
- Insurance and savings options that reflect diverse family obligations
How to start making your benefits more inclusive
Want to evolve your benefits to reflect the real lives of your people? Start with these four steps:
- Review what’s in place: Look for gaps or exclusions in your current offer.
- Rethink eligibility: Go beyond legal definitions — include stepfamilies, chosen families, and those with caring responsibilities for non-immediate relatives.
- Use inclusive language: Swap “maternity leave” for “parental leave” and “husband/wife” for “partner.”
- Ask your employees: Use surveys or listening sessions to understand what support they really need.
Final thoughts: Inclusive benefits are smarter benefits
Recognising the full spectrum of family life isn’t just the right thing to do — it’s a competitive advantage. Inclusive, flexible benefits help organisations stand out, build trust, and retain talent.
To stay ahead, your benefits must reflect how people live today — not how they lived a generation ago.
For further information, please email enquiries@avantus.co.uk or call 0800 652 4745