Top Benefits Baby Boomer Employees Want: Are You Ready to Support Your Most Experienced Workforce?

Baby Boomers aren’t quietly slipping into retirement. They’re rewriting the rules. 

According to the Transamerica Institute’s 2025 Retirement Survey, 57% expect to retire at 70 or later—or not at all. At the same time, two-thirds still rank saving for retirement as a top financial priority, even after decades in the workforce (Transamerica, 2024 Multigenerational Workforce Report). 

This isn’t the “gold watch and goodbye” generation. Boomers are looking for flexible retirement pathways, stronger healthcare support, and benefits that reinforce both financial security and legacy. For HR leaders, that’s not just a benefits challenge—it’s a strategic opportunity to retain wisdom, loyalty, and institutional knowledge that can’t be replaced.  

The Boomer Employee Experience: What HR Leaders Need to Know 

• Retirement on Their Own Terms: The “gold watch” retirement party is largely a thing of the past. More than half of Boomers plan to keep working past 70—or not retire at all. Many want phased retirement, part-time consulting, or transition programs that allow them to reduce hours without losing connection.  
• Healthcare They Can Count On: Healthcare remains the top priority. Between managing preventive care, chronic conditions, and prescription drug costs, Boomers want benefits that simplify the process and lower the financial burden. 
• Financial Security That Feels Real: Even late in their careers, Boomers are still saving. Two-thirds say retirement savings is a top priority. Yet many remain uncertain about whether they’ll have enough. They’re looking for clear, trusted tools that help them stretch their savings and build confidence.  
• A Chance to Leave a Legacy: Boomers aren’t “done learning.” They want to mentor, share institutional knowledge, and leave a lasting mark on their organizations. Benefits and programs that honor this drive can boost engagement and create a culture of belonging.  

5 Benefits Strategies to Support Baby Boomers 

1. Build Flexible Retirement Pathways: Phased retirement, consulting projects, and mentorship roles allow Boomers to scale back without walking away entirely. This approach helps employers retain institutional knowledge and gives employees more control over their futures. 
2. Prioritize Healthcare Access and Affordability: From preventive screenings to chronic disease management, healthcare must feel accessible and affordable. Telehealth, prescription coverage, and wellness coaching are practical ways to strengthen support.  How Businessolver Helps: MyChoice Accounts give employees pre-tax ways to pay for medical, dependent care, and lifestyle expenses—helping Boomers manager healthcare costs without the added stress. 
3. Provide Tools That Strengthen Retirement Confidence: With 67% of Boomers focused on saving, employers can easy the uncertainty through financial wellness benefits. Estate planning, debt management, and catch-up contribution education build confidence for the future.  How Businessolver Helps: MyChoice Accounts with HSA investing options lets Boomers grow savings tax-free, supporting both immediate needs and long-term goals. 
4.  Personalize Benefits Communication for Clarity: Benefits can feel overwhelming—especially when employees are juggling healthcare and retirement decisions at the same time. Personalized communication cuts through the noise.  How Businessolver Helps: The Agentic AI framework, powered by Sofia, delivers timely, relevant guidance, that helps employees make confident choices while reducing HR admin friction. 
5. Invest in Legacy and Mentorship Programs: Boomers want opportunities to give back. Formal mentorship programs and knowledge-transfer initiatives honor their experience while strengthening the leadership pipeline for future generations. 

The Bigger Picture: Supporting Boomers Is Supporting Your Business 

Baby Boomers carry more than tenure. They bring decades of leadership, resilience, and perspective. But too often, benefits packages overlook their evolving priorities: managing health costs, securing retirement confidence, and finding ways to leave a lasting mark. 

When employers design benefits that give Boomers flexibility, clarity, and respect, they don’t just meet the needs of one generation—they strengthen culture across the entire workforce. Because in the end, the message isn’t about perks. It’s about belonging. And when every employee—Boomer or Gen Z—feels supported through every stage of work and life, the business itself becomes stronger.