Small Business Employee Benefits Packages

Open enrollment season is approaching—and for many companies, it’s more than just an HR deadline. It’s an opportunity to pause and ask: Are our small business employee benefits packages still meeting the needs of our people?

“By planning early for open enrollment, you’ll have time to consider the full range of benefits that might be helpful to your employees, without feeling the rush to get it all together under tight deadlines,” said Nicole Peterlin Schnell, senior HR consultant at Lakeside HR Group. “You could explore unique and creative offerings to really make an impact in unexpected ways, rather than sticking solely to the same old small business employee benefits packages.”

At Lakeside HR Group, we’ve seen firsthand how small business employee benefits packages are shifting. In today’s market, offering just the basics—health insurance and PTO—isn’t enough. Employees are looking for perks that reflect the full picture of their lives: mental wellness support, schedule flexibility, financial guidance, and a sense of connection.

From Perks to Purpose: What Employees Really Want

Today’s workforce is navigating more than just job expectations—they’re balancing caregiving, financial stress, burnout, and life transitions. The best small business employee benefits packages address this reality. That means going beyond check-the-box coverage and offering real support in life’s messy, meaningful moments.

Another shift worth noting is how the very definition of “benefits” has changed. Traditionally, benefits like life insurance or disability coverage were there for worst-case scenarios—important, but hopefully never used.

“Today, employees want benefits they can tap into right away, which is why companies like Cadre and TurnSignl are reimagining what a benefits package can look like,” said Erin Hargrove, director of business development at Lakeside HR Group.

Small Business Employee Benefits Packages and Your Culture

The benefit packages you offer say a lot about your culture. They can either reinforce what you value—or send mixed signals. For example, a company that promotes work-life balance but doesn’t offer flexible time off may face credibility challenges with their team.

The most effective benefits strategies aren’t just generous—they’re aligned. When your perks reflect your company’s values and how you show up for your people, they build trust and credibility.

But how do you know if your culture and your offerings are truly in sync?

We break it down in our blog post on assessing company culture. It’s a helpful guide for leaders who want to understand what they’re really communicating—intentionally or not—and how that connects to the employee experience.

“Employee Assistance Programs (EAPs) are often an overlooked benefit, and open enrollment can be a good time to remind employees of the support available to them,” said Vana Greischar, senior HR consultant at Lakeside HR Group. “We recommend that employers offering an EAP review the benefits available to employees and their dependents under the plan and develop communications to share those with their teams. For example, EAPs may offer legal support in developing a living will, guidance for caring for aging parents, or help identifying childcare options.”

Partnering for Impact

At Lakeside HR Group, we don’t believe in one-size-fits-all benefit strategies. We work alongside our clients to design sustainable, meaningful small business employee benefits packages that grow with their business. From auditing existing benefits to helping you navigate brokers, budget constraints, and compliance—we’re here to help you take a thoughtful, strategic approach.

Small Business Employee Benefits Packages: Top Questions Small Employers Ask

At Lakeside HR Group, we often hear similar questions from growing companies as they try to balance business goals with doing right by their people. If you’re rethinking your benefits strategy this year, chances are you’re asking some of these too:

1. What benefits do we have to offer by law?

Understanding what’s required—like workers’ compensation, FMLA (if applicable), and ACA coverage (for companies over 50 employees)—is a critical first step. Everything else? That’s where creativity and care come in.

2. What do employees actually want?

Even small teams can gather meaningful feedback through one-on-ones or short pulse surveys. It doesn’t need to be formal—just honest.

3. What benefits give us the best ROI?

Retention, recruitment, and morale all matter. But the perks that really pay off tend to address stress, reduce burnout, and show employees you see them as people—not just workers.

4. How can we stay competitive without a huge budget?

Flexibility, trust, and a few intentional perks (like mental health support or paid volunteer time) often go further than expensive programs no one uses.

5. Can we phase in benefits over time?

Yes. In fact, many small businesses build a roadmap that starts with core offerings and expands as the company grows.

6. Should we work with a broker or go it alone?

It depends on your size and internal capacity. Lakeside can help evaluate your options—whether that’s partnering with a PEO, working with a broker, or managing things in-house with support.

Start Here: A Simple Small Business Benefits Package Planning Checklist

Not sure where to begin? These three questions can guide your open enrollment planning:

1. What do our employees value most?

Talk to them. You might be surprised what they care about most—whether it’s more time off, better family support, or financial planning tools.

2. How well are our current benefits being used?

Look at participation rates and anecdotal feedback. Are there unused programs? Gaps you weren’t aware of?

3. What’s realistic for us to offer now—and build toward later?

Your benefits strategy doesn’t have to be static. Think of it as an evolving reflection of your values and growth stage.

What’s Trending in 2025: Benefits That Belong

The definition of a “good” benefits package is evolving—and so are employee expectations. Here are some trends we’re seeing heading into 2025:

These aren’t just perks—they’re proof points of your culture. The right combination can create a more inclusive, human-centered workplace where people actually want to stay.

Join the Conversation

Watch our on-demand webinar to explore how companies are rethinking total rewards strategies to support retention, well-being, and team culture.

Join Erin Hargrove, Director of Business Development at Lakeside HR Group, as she leads a conversation with:

• Luke Wendlandt, CEO of Cadre.io
• Mychal Frelix, COO of Turnsignl

Together, they discuss what meaningful small-business employee benefits look like in practice—from family leave policies and mental health support to financial planning tools and flexible schedules.

Benefits That Belong: Perks That Matter for Today’s Workforce