2025 Benepass Benefits Benchmarking Snapshot

We analyzed data from 

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to reveal how top employers are designing high-impact, flexible benefits. Ready to see how you stack up?

Explore the data

 Inside the dataset 

Data from the teams shaping the future of benefits

This year’s benchmarking guide brings together insights from a diverse mix of employers—spanning industries, company sizes, and locations—to show how today’s leading teams are approaching benefits.
Company sizes analyzed

num. of employees

<300
300–999
1,000+
Top 3 industries
37%
17%
12%
Tech
Healthcare & Biotech
Professional Services & Business
Geographic footprint

num. of states company operates in

53%
1-14 states
31%
15-30 states
16%
30+ states

Coverage spans organizations with a global presence across 20+ countries

Account types offered
42%
LSA only
25%
Pre-tax only
33%
LSA & pre-tax

Pre-tax benefits in motion

Spending, saving, and supporting what matters

Pre-tax benefits remain a cornerstone of employer-sponsored plans. They help employees stretch their dollars while supporting everyday needs—like doctor visits, childcare, and commuting.
Where the money goes

money spent ($M)

$15.9M
$9.8M
$6.7M
HCFSA
DCFSA
HSA
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Number of Transations

The highest volume of any account

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%

of all healthcare transactions were doctor's visits

Median employee contributions per year
DCFSA
HCFSA
Parking
LPFSA
Transit
HSA
 $4,000
$1,400
$1,200
$1,000
$912
$768
Median employer subsidies per year
HRA
Parking
Transit
HCFSA
DCFSA
HSA
$2,750 (77% of companies contribute)
$1,200 (11% of companies contribute)
$912 (29% of companies contribute)
$600 (6% of companies contribute)
$139 (11% of companies contribute)
$65 (75% of companies contribute)

LSA funding is up—way up

Companies are investing more in flexible support.

The median annual LSA contribution rose across 10+ categories. Benefits once considered niche are now getting real budget.
Biggest YoY increases in annual median LSA contributions

Mental Health

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Avg. contribution: $1,200

Food

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Avg. contribution: $4,800

Medical Travel

+

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Avg. contribution: $3,932

Work From Home

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Avg. contribution: $1,200

Broad LSA

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Avg. contribution: $1,200

Fitness & Wellness

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Avg. contribution: $750

Professional Enrichment

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Avg. contribution: $1,200

The building blocks of LSA design

The structure of your LSA matters just as much as the spend.

Contribution cadence, expiration policy, and eligibility all shape how employees engage—and how employers control cost, especially when designing flexible Broad LSAs.
Most common contribution cadences
56%
Monthly
11%
Quarterly
29%
Annually
Semi-Annually (2%)
Other (2%)
Expiration strategies
15%
Monthly
8%
Quarterly
74%
Annually
Semi-Annually (3%)
The top 5 spending categories covered in a Broad LSA
Fitness
Spa
Nutrition
Mental Health
Entertaintment
94%
94%
92%
92%
89%

Where smarter benefits begin

Benepass helps you turn insights into action—consolidating multiple vendors and systems into one smart, scalable platform employees actually want to use.

Download the full 2025 report

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