As we move into calendar year 2025, the demand for progressive employee benefits and training programs that include neurodiversity has become more urgent, especially in support of working parents and neurodivergent individuals.

Despite launching new benefits offerings, many companies still fail to meet the unique needs of these groups. Recent studies and surveys illustrate the gap between what employees demand and what employers currently offer, revealing a critical area of ​​opportunity for forward-thinking companies.

1. Changing the culture around neurodiversity

It is estimated that 15-20% of the population is neurodivergentbut many companies either underestimate the importance of this group or consider it too niche to warrant substantial resources.

Conformable a recent survey68% of employees said they were unfamiliar with neurodiversity and only 14% had received any form of training on managing neurodivergent employees. While some companies make efforts by hiring neurodivergent employees or offering specialized programs, these approaches often result in isolated support structures that fall short of full inclusion in a truly inclusive environment; organizations need to take a comprehensive approach, integrating neurodiversity into every layer of the workplace culture. This involves a top-down mindset shift that includes ongoing soft skills training, robust employee resource groups (ERGs) and mentoring programs across the organization.

According to Dr. Angela Nelson, Ed.D, BCBA, and Executive Director of Clinical Services at RethinkFirst, “We live in stressful times with no shortage of personal, professional or family challenges. Employers have an opportunity to focus on a few – often overlooked – employee benefits that could have a huge impact on both quality of life and performance and engagement at work.”

2. Comprehensive support for parents and carers

About 20% of workers serve as caregivers for elderly or ill friends and relatives, and a similar proportion of households have children with special support needs. This disability presents significant challenges, often requiring employees to balance work demands with caregiving responsibilities.

Additionally, the need for childcare is evident, with 79% of a recent survey reporting this childcare is essential so they can work. The majority of working parents who responded said they needed between 31-40 hours of childcare each week. Another 19% said they rely on childcare for 41-50 hours a week.

Offering flexibility as a core company policy, rather than a discretionary perk, can play a critical role in creating a family-friendly culture. Companies that prioritize assisting caregivers by providing stress-reduction resources, child and family mental health support, and social services not only promote a healthier work-life balance, but also boost employee loyalty and productivity.

3. Prioritizing employee well-being and mental health

Many employers are expanding their offerings around mental health and wellness benefits. However, the availability of mental health practitioners remains limited, leading to waiting times ranging from 43 to 67 days for appointmentseither in person or virtually. This barrier is compounded by high out-of-pocket costs, especially when out-of-network providers are the only option.

To better support employee mental health, companies should consider options such as no-cost or low-cost virtual counseling, stress-reduction apps, and online classes focused on anxiety management.

By integrating resources that address these challenges, employers can reduce barriers to mental health care and create a more resilient workforce. In addition, some companies are exploring on-site counseling as a way to provide immediate and accessible assistance.

Creating a culture of support

These types of benefits aren’t just a “nice to have”; they reflect an organizational commitment to supporting employees holistically. As Dr. Nelson explains, “people often don’t have the time or energy to investigate the resources or programs they or their family members need to be as grounded and successful as they would like to be in life or at work.” For employers, focusing on comprehensive and inclusive benefits for working parents, neurodivergent individuals and caregivers is critical to increasing well-being and productivity.

For companies planning their benefits strategies for 2025, Dr. Nelson’s insights underscore the need for a broad, flexible, and responsive benefits strategy that prioritizes neurodiversity, caregiver support, and mental health. These benefits can transform not only individual lives, but also the overall workplace culture, boosting both engagement and performance in a significant way.

As companies prepare for open enrollment, integrating this information into their benefits offerings can help address the evolving needs of today’s workforce and support a more inclusive and supportive work environment that includes neurodiversity.