According to MetLife’s recent Employee Benefits Trends Study (EBTS), only 47% of employees feel their employer offers adequate mental health support, and just 44% feel financially secure. This data underscores a widening gap between what companies provide and what employees expect, as the demand grows for comprehensive benefits that encompass physical, mental, and financial wellness.
Wellbeing consultant Cyrill France Badong noted the findings reflect a common trend. “Many companies genuinely care but are still learning how to offer meaningful and consistent support for wellbeing,” she observed. “With my nursing background, I’ve seen people often wait until a crisis to seek help, a pattern also evident in workplaces. Wellbeing requires a proactive, not reactive, approach.”
Cyrill emphasized that stigma around mental health and financial issues often prevents employees from speaking up, even when support is available. “Without a safe environment to voice concerns or leadership demonstrating healthy behaviors, employees won’t feel supported,” she said.
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MetLife Gulf characterized the results as a “significant disconnect” between what employers intend and what employees perceive. “Our latest study reveals a significant gap between employer intent and employee perception. Our approach emphasizes real, measurable care, not just benefits,” stated Marian Amezcua, General Manager of MetLife Gulf.
Cyrill stressed that wellbeing should not be seen as a “soft” perk. “It starts with leadership commitment and a mindset shift, recognizing that employee wellbeing is a business enabler, not a ‘soft’ benefit. In the UAE’s diverse workplaces, a one-size-fits-all approach doesn’t work as needs vary across cultures, roles, and life stages.”
Photo: Cyrill France Badong
She shared an example of impactful small initiatives: “We once held a simple breast cancer awareness session. It wasn’t a major event, just an open conversation. An attendee later told us the session prompted her to get checked, leading to an early breast cancer diagnosis. This taught me that wellbeing isn’t about box-ticking or perks; it’s about impact. Done right, it can save lives.”
George Kotsalos, Head of Employee Benefits Gulf at MetLife, added: “Today’s employees face complex challenges that demand more than just insurance coverage. Our EAP and Wellness Hub offer practical, accessible support for modern life’s realities.”
Mental health experts advise companies to normalize open discussions and equip managers to respond. “We’re observing more employees silently battling stress and burnout due to stigma,” said Dr. Salha Nugman, a Clinical Psychologist in Dubai. “Companies that normalize mental health conversations and train managers to recognize early signs will enhance wellbeing, productivity, and retention. It’s not just a wellness issue; it’s a business priority.”
The Employee Benefits Trends Study indicated that holistic, human-centric support is now essential. Employees seek more than gym memberships or snack perks. As Badong put it: “Perks are optional; purposeful wellbeing is intentional. Authentic strategies are co-created with employees, not just for them.”
