Purpose-Driven Benefits: Engaging & Retaining Employees in 2025

Workplace Trends Shaping 2025

Today's workforce seeks support that improves their financial security, aligns with their values, and connects them to a larger purpose. How are leading companies adapting to meet these expectations? We’ll explore three key trends shaping employee priorities in 2025 and how organizations can take action to drive engagement, retention, and impact.

Trend #1: Employees are looking for financial wellness benefits that go beyond the paycheck

Employees across all income levels are facing growing financial stress. Rising costs of living, stagnant wages, and inflation make it harder to make ends meet. Many workers are struggling to cover basic expenses—73% are unable to afford more than necessities, and one in three report their salary has not kept up with inflation. This stress follows employees into the workplace, impacting their productivity, engagement, and overall well-being.

Employees are actively seeking financial wellness benefits and also increasingly expecting these to be personalized to their needs. Employers who step up by offering tailored financial wellness benefits will not only support their workforce but also gain a competitive edge in retention and recruitment.

Trend #2: Employees seek action on climate change, prioritizing sustainability in career decisions

Climate change is increasingly shaping employee expectations, influencing both their workplace preferences and personal well-being. Employees want to work for companies prioritizing sustainability — with 69% expecting their employer to invest in sustainability initiatives and 70% of job seekers considering an employer’s environmental record when evaluating job offers.

Employees are looking for more than just corporate statements — they want meaningful programs and policies that enable sustainable action. They’re willing to take personal action and eager to participate in company-driven initiatives — with 8 out of 10 employees wanting to help their company operate more sustainably. Demand for green employee benefits is on the rise, offering employees meaningful ways to make a positive impact. These programs and sustainability-driven employee perks not only enhance employee engagement and productivity but also strengthen corporate reputation and support long-term ESG goals.

Trend #3: Employers are prioritizing engagement strategies that align with evolving workforce expectations

HR and ESG teams are prioritizing employee engagement strategies that align with evolving workforce expectations. Despite today’s employer-driven job market, retaining top talent requires more than just competitive salaries — it demands strong employee wellness programs and purpose-driven benefits. Organizations that integrate financial wellness, sustainability initiatives, and community-driven benefits into their total rewards strategy will build more resilient, engaged teams.

At the same time, companies are under increasing pressure from employees, customers, and investors to take action on sustainability. ESG teams are working harder to demonstrate meaningful climate commitments while balancing cost efficiency and business priorities. The key to success? Engaging employees in these efforts. When employees feel empowered to contribute to their company’s sustainability goals, it strengthens retention and overall business performance.

Why Employees and Employers Want Purpose-Driven Benefits

Purpose-driven benefits aren’t just about employee well-being — they’re a strategic advantage for companies that want to stand out in a competitive talent market. When employees feel aligned with their company’s mission, they are:

• More engaged: Employees who believe in their company’s purpose are more likely to stay invested in their work.
• More loyal: Workers are willing to leave their current employer for better financial wellness and sustainability benefits.
• More productive: Financial wellness directly impacts focus, reducing stress-related distractions at work.

Individual vs. community-driven benefits

Employees today expect benefits that cater to their unique needs, such as wellness stipends, financial coaching, and retirement planning. These individualized offerings help employees feel supported in their personal and financial lives, creating a more engaged workforce.

Community-driven benefits are key for fostering connection, culture, and engagement. Initiatives such as volunteer programs, donation matching, and community impact funds instill a sense of purpose that extends beyond daily job responsibilities, significantly boosting employee happiness and retention. Purpose-driven employees seek to contribute to something greater than their jobs, which helps them feel connected to a larger mission and more likely to remain committed to their company.

Aligning individual well-being with purpose-driven work

The Carbon Savings Account® (CSA) bridges individual financial wellness and collective impact, offering employees a benefit that supports both their financial well-being and sustainability goals. By making home and transportation upgrades more accessible, the CSA empowers employees to reduce their cost of living while contributing to a healthier planet — fostering a sense of purpose, engagement, and community.

How the CSA Drives Financial Wellness and Environmental Impact

The CSA aligns the priorities of employees and employers in today’s workforce by promoting financial wellness, engaging employees in sustainability, and fostering connection and culture. It employs a simple and familiar employee benefit framework in which both the employer and employee contribute funds to the account. The employee then uses these funds for eligible home technology and personal transportation upgrades that reduce their utility bills, fuel costs, and carbon footprint.

The CSA platform streamlines the logistics related to upgrades by providing a marketplace of merchants and vendors that sell and install CSA upgrades. It includes exclusive partner discounts and highlights eligible government rebates, utility incentives, and tax credits. The CSA customizes upgrade recommendations for employees, enabling members to save up to $5,000 annually on utility bills and fuel costs. The financial wellness benefit significantly impacts remote and hybrid workers, as employees who work from home face utility bills that are, on average, 20% higher than those working full time in an office setting.

By aligning benefits with employee values, the CSA helps companies build stronger, purpose-driven organizations that attract and retain top talent, support employee well-being, and meet ESG goals.

How CSA Members are Using the CSA

Hearst partnered with Scope Zero to offer the CSA to their employees. These CSA Member stories highlight how the CSA engages employees in corporate ESG efforts, boosts employee financial well-being, and reduces corporate operational costs by helping employees understand and improve their resource consumption.

Fostering a purpose-driven organizational culture

Dominique, an apartment renter, joined the CSA program to live more sustainably and connect with like-minded colleagues. She was energized by the strong sense of community and how mission-aligned the program was with her values. Through the CSA, she discovered the benefits of smart power strips, and now uses them both at home and at work. The CSA not only helps attract and retain talent, but creates behavioral changes that result in employees being more efficient at work as well.

Providing a rainy day fund for home emergencies

An is an apartment owner who participated in the CSA program for guidance on living more sustainably in her mid-century apartment building. After enrolling in the program, her refrigerator unexpectedly broke and she was thrilled to reliably turn to the CSA for guidance on which refrigerator would be most efficient and cost effective for her home. The CSA supports both planned upgrades and emergencies, reducing stress and reinforcing employer commitment.

Engaging employees in reducing corporate operational costs

Sultan is a homeowner who initially participated in the CSA program to lower his utility bills and carbon footprint. Through the onboarding process, he realized how his resource consumption directly relates to his company’s carbon footprint and operational costs. This instilled changes like turning off the lights more often in his home and workplace. Purpose-driven benefits like the CSA empower employees to take action, creating long-term savings and meaningful engagement in sustainability.

Read more about how the CSA empowered Hearst employees toward financial wellness and sustainability in our CSA member story.

Building a Workforce That Stays: The Power of Purpose-Driven Benefits

As workplace dynamics shift, purpose-driven companies that actively integrate sustainability into benefits and operations will gain a competitive advantage in attracting and retaining top talent. Offering flexible, values-driven benefits that allow employees to connect with their work more deeply is one of the most effective ways to boost engagement and reduce costly attrition.

When companies offer benefits that align with personal and collective values, they create a workplace culture where employees are more likely to stay, even through difficult times. The best employees aren’t just looking for a job — they’re looking for a company they believe in. Providing benefits that reinforce shared purpose, connection, and authenticity is a powerful way to build a resilient, motivated workforce.

Want to learn more? Watch the full webinar recording and see how the CSA can help your company transform your workplace with purpose-driven benefits.

Purpose-Driven Work FAQ

How can you create a purpose-driven organizational culture?

A purpose-driven organizational culture is built by aligning company values with meaningful actions that engage employees in a shared mission. When employees see that their company prioritizes both their personal growth and larger societal contributions, it fosters deeper engagement, strengthens retention, and builds a resilient workforce.

What are examples of purpose-driven benefits?

Examples of purpose-driven benefits include financial wellness benefits like employer-sponsored emergency funds, sustainability-driven benefits such as the Carbon Savings Account® (CSA), and community-driven programs like volunteer stipends and donation matching. These benefits not only improve employee satisfaction but also strengthen company culture by demonstrating a genuine commitment to employees’ holistic needs.

Empower your workforce with purpose-driven benefits

Scope Zero’s Carbon Savings Account® (CSA) helps companies attract and retain talent by aligning financial wellness with sustainability. By offering a benefit that reduces employees' cost of living while driving environmental impact, the CSA strengthens retention and advances ESG goals.

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