Prudent
Insurance Brokers’ Annual Benefits Scorecard 2025–26 highlights rising focus on
Preventive Care and Holistic Employee Well-being
·
The report draws insights from 3,900+
organisations across 14 industries, analysing evolving employee benefits practices
and emerging workplace trends
·
It evaluates data from over 50 lac
employee records and 20 lac claims, providing a deep, data-backed view of
workforce well-being and benefits design
·
Over 5 lac employees’ wallet-based flex
spending behaviour was analysed to understand evolving preferences in benefits
utilisation
·
The Scorecard tracks changing percentile
trends and advanced benefits patterns between 2023 and 2025, highlighting a
growing focus on preventive care and holistic well-being
New Delhi, 4th November
2025: Prudent Insurance Brokers, a prominent insurance
broking firm in India, unveiled the third edition of its Annual Benefits
Scorecard for 2025-26, powered by BenchmarkPro. This comprehensive report,
leveraging data from 3,900 organisations and covering more than 50 lac+
employees based on Prudent’s internal data across 14 key industry sectors,
provides unparalleled insights into the dynamic landscape of employee benefits
in corporate India. With its in-depth analysis and forward-looking perspectives,
the Annual Benefits Scorecard 2025-26 is a crucial asset for companies seeking
to navigate and thrive in the evolving employee benefits sector.
Covering several industry sectors, the scorecard analyses
benefits trends from 2024 to 2025 and offers a forward-looking perspective on
emerging patterns. As employee expectations shift toward personalised and
meaningful benefits, the report explores how organisations can design programs
that are both comprehensive and engaging. A key focus this year is preventive
care, highlighting OPD coverage and well-being initiatives as essential
components of a robust benefits strategy.
Mr. Surinder Bhagat, Head-
Employee Benefits, Large Account Practices, Prudent Insurance Brokers, said,
“As organisations continue to adapt to the evolving needs of their workforce,
the insights from this year’s Benefits Scorecard provide a roadmap for the
future of employee well-being. With insights drawn from over 3,900
organisations and data from more than 50 lac employees, it’s evident that
companies are moving towards benefits that focus on the overall well-being of
their people and not just health insurance, but preventive care, mental
wellness, and flexibility in how benefits are used.
Employees today want
benefits that fit their lives, and organisations are recognising that
supporting their workforce’s well-being directly impacts engagement,
productivity, and retention. The growing use of wallet-based flex benefits also
shows that people value the freedom to choose what works best for them.
At Prudent, our goal is to
help organisations use this data to make smarter, more meaningful decisions
about their employee benefits, ones that create a healthier, happier, and more
resilient workforce.”
Major
Trends in employee benefits are as follows:
SECTION 1 - Industry Benefits Benchmarking
|
Automotive
(92
automotive organisations, 1,23,750+ employees) |
The Automotive
sector shows that while maternity support, healthcare access, and financial
protection are well-covered, the expansion of preventive care (OPD), DE&I
linked benefits (such as same-sex partner and gender-affirmation coverage),
and personalised health offerings remains crucial to meet evolving employee
expectations. |
|
Banking
and Financial Services (262 BFSI organisations, 11,85,000+ employees) |
The BFSI
sector (with half of the firms under 500 staff and 18% having over 5,000)
shows that while many employers are enhancing benefits such as family
coverage for same-sex and live-in partners, higher sum-insured limits, and
strengthened maternity & OPD offerings. DE&I linked and highly
personalised benefits remain limited, making inclusive and customisable
structures increasingly vital to attract and retain talent. |
|
E-Commerce
(59 Organisations, 131500+ employees) |
The analysis
of e-commerce organisations (with 44% of firms under 500 staff) shows that
while many are enhancing core benefits - higher sum-insured limits, maternity
cover, room-rent and expanded personal-accident/term-life protection,
alongside growing DE&I led coverage for LGBTQ+ and HIV/AIDS - choice-based
benefits and OPD (preventive care) offerings remain limited, highlighting a
need for more personalised, accessible care. |
|
EdTech (80
Ed-tech Organisations, 1,00,200+ employees) |
The
analysis of EdTech organisations (with 71% of firms employing fewer than 500)
reveals that while many firms are digitising and reforming, they still rely
on one-size-fits-all benefits; to truly compete for talent they must shift to
personalised, holistic offerings - such as critical illness coverage,
flexible top-up options, enhanced parental support and even pet-care - to
build an inclusive and employee-centric benefits ecosystem. |
|
Engineering
Power and Renewable Energy (98 Organisations, 1,43,700+ employees) |
The
analysis shows that as the sector scales to support India’s clean-energy
ambitions, companies are using stronger medical and well-being benefits to
attract talent in higher-risk environments - yet most offerings remain broad
and non-customised, underscoring the need for more flexible, inclusive, and
personalised benefits such as mental-health support and diverse workforce
coverages. |
|
FMCG and
Consumer Durables (109 Organisations, 2,16,000+ employees)
|
The
analysis (50% employing fewer than 500) reveals that as competition from
tech, e-commerce, and startups intensifies, companies are adopting flexible
Group Medical Insurance with higher sum-insured options, OPD cover, wellness
add-ons, and maternity benefits to attract talent, yet DE&I adoption
remains limited and frontline workers face continued risk exposure,
underscoring the need for stronger protection and modern wellness programs
across all employer sizes. |
|
Healthcare
(84 Organisations, 1,51,750+ employees) |
The
analysis (with 56% of firms employing fewer than 500) shows that while many
are enhancing benefits such as group medical insurance, parental cover, OPD,
mental-health support, and advanced treatments, most still rely on legacy
one-size-fits-all benefits, underscoring the need for personalised,
employee-driven coverage tailored to a broader talent base. |
|
Infrastructure,
Real Estate, and Facility Management (120 Organisations, 1,33,500+
employees)
|
The
analysis of Infrastructure, Real Estate & Facility Management sector
(with 60% of employers having fewer than 500 employees) shows that while
employers are expanding insurance benefits, such as higher sum-insured
amounts, improved parental coverage, and stronger personal accident/term life
protection - customisation remains limited, even as younger talent
increasingly expects personalised offerings and modern benefits like mental
health support, DE&I and gender-inclusive coverages. |
|
Information
Technology and ITES (1025 Organisations, 18,41500+ employees) |
The study
of IT & ITES organisations (with 68% of firms under 500 employees) finds
that while the sector leads in employee-centric insurance, offering expanded
OPD, enhanced maternity, mental-health support, and preventive-care benefits,
and is increasingly adopting DE&I aligned coverages for non-traditional
families and broader parental support, there remains considerable opportunity
for greater personalisation and consistency across organisations. |
|
Manufacturing
(584 Organisations, 6,03,000+ employees) |
The
analysis of manufacturing organisations (with 76% of companies employing
fewer than 500) shows that while manufacturers are enhancing benefits - with
higher maternity coverage, increased sum-insured limits, and inclusive
policies for all four parents, same-sex or live-in partners, and siblings, there
is a growing need for modular, personalised insurance and OPD offerings to
broaden healthcare access, boost well-being and improve retention. |
|
Media and
Entertainment (75 Organisations, 1,14,000+ employees) |
The report
of Entertainment organisations (with 61% of firms under 500 workers) reveals
that while many employers are enhancing benefits, such as higher maternity
cover, wellness initiatives, support for dependant parents, and insurance
tailored to a younger, diverse workforce - benefit adoption remains uneven,
underscoring a strong need for more personalised, flexible options like
modular top-ups, voluntary parental insurance, gym memberships, and cyber
insurance. |
|
Pharmaceutical
(94 Organisations, 1,84,500+ employees) |
The
analysis of pharmaceutical organisations (with 53% having fewer than 500
employees) shows that as companies expand into digital platforms, AI-driven
solutions and global markets, they are enhancing benefits with preventive
healthcare, wellness programmes and personalised insurance options, and
increasingly integrating non-insurance perks like lifestyle management,
financial-wellness tools and digital-health support to boost well-being,
engagement and productivity. |
|
Retail (63
Organisations, 1,11500+ employees) |
The
retail-sector analysis (with 46% of companies employing fewer than 500) shows
that while employers are enhancing medical coverage, maternity and parental
policies, and wellness programmes to appeal to a multi-generational
workforce, there remains significant scope for more personalised and flexible
benefits, from mental-health support to financial-wellness tools. |
|
Travel,
Tourism, and Hospitality (95 Organisations, 1,180,000 + employees) |
The
analysis of Travel, Tourism & Hospitality organisations (with 75% of
firms having fewer than 500 employees) shows that while preventive care,
personalised benefits, and higher base coverage are recognised, their adoption
remains inconsistent, underscoring the need for modern, empathetic benefits
to drive retention and satisfaction. |
SECTION 2
- Personalisation: The New Era
Organisations
are moving from static, one-time enrolments to dynamic, choice-based benefit
designs, often powered through wallet-based flexible programs. However, scaling
brings challenges - participation inconsistencies, vendor fatigue, and limited
bargaining power, especially for large and mid-sized employers. Companies
resolving this through unified benefit ecosystems, continuous engagement, and
data-driven insights are seeing stronger adoption. Tools like Lifestyle
Management Accounts (LMAs) streamline insurance, wellness perks, preventive
care, and mental health services into one integrated platform, helping
employees access year-round benefits and boosting add-on adoption by 20 to 30%.
SECTION 3
- Out-Patient: Focus on Care
OPD benefits
are becoming a major pillar of employer healthcare, shifting focus from
hospitalisation to preventive, everyday care. Adoption has grown ~35%
year-on-year, backed by a study of ~400 organisations, with ~95% preferring
insurance-backed OPD models for smoother claims and compliance. Standalone OPD
plans are also rising sharply, offering cashless consultations, diagnostics,
medicines, and dental care. Median OPD cover has increased from INR 10,000 to
INR 15,000 across several sectors, and voluntary top-ups are up ~30%, showing
employees want personalised, modular care. Digital platforms streamline
cashless claims, analytics, and pharmacy access, turning OPD into a strategic,
preventive health tool rather than a reimbursement feature.
SECTION 4
- Trends Redefining Workplace Well-being
Workplace
well-being is now strategic, not optional. Insights from 800+ organisations
show strong investment in holistic care across five core pillars - physical,
mental, social, financial, and DE&I. Preventive Health Checks lead adoption
at 79%, followed by Health Awareness Workshops and on-site programs. Engagement
is becoming data-driven: 53% use strategic communication, while 23% run unified
digital platforms to drive participation. Wellness impact is measured through
utilisation trends (70%), CSAT scores, health assessments, and wearable-driven
analytics. As organisations expand support for parenting, LGBTQ+ inclusion,
mental health, and lifestyle management, well-being is shifting from scattered
perks to an integrated, measurable, long-term workforce strategy.
About Prudent
Insurance Brokers
Headquartered in Mumbai,
Prudent is a Composite Insurance Broker regulated by the Insurance Regulatory
and Development Authority of India (IRDAI). Serving clients 3500 + clients for
more than 2 decades across 120 + countries with 1500 + team members, Prudent
Insurance Brokers has mastered the art of understanding, interpreting, and
pre-empting the different kinds of risks that our clients face. We have equipped
ourselves with extensive resources that enable us to reinvent the Indian
insurance landscape, providing clients with path-breaking and future-facing
risk management programs.
For more information: https://www.prudentbrokers.com/index.html
