Start by asking the people who will use them. A useful benefits package responds to everyday needs, is easy to understand and is practical to access. A longer list of perks does not tell you whether it addresses the reasons employees struggle, disengage or leave.
For a UAE employer, the first decision is not which wellness product to buy. It is which problem needs attention: financial pressure, working hours, development, family responsibilities, access to care, or something else.
Separate a benefits gap from a workplace problem
| What employees tell you | What to investigate first |
|---|---|
| "I cannot switch off." | Workload, after-hours expectations, staffing and manager behaviour. |
| "I cannot afford the basics." | Pay, predictable costs and relevant financial or family support. |
| "I am not developing here." | Learning time, coaching, meaningful responsibilities and career options. |
| "We have benefits, but I cannot use them." | Eligibility, awareness, appointment access, employee charges and time to attend. |
| "I want help understanding my health." | Appropriate care, clinical explanation, privacy and a clear next step after an assessment. |
This distinction matters for retention. Randstad's 2026 multinational survey found pay important for attracting talent, while work-life balance was a prominent reason to stay. Its markets did not include the UAE, so use that finding to shape questions rather than assume it describes your team.
Ask younger employees, rather than guessing for them
A "Gen Z package" can miss differences in income, caring responsibilities, health needs and job stage. Deloitte's 2026 global research highlights financial pressure and concerns about the stress of leadership. Ask what matters to your own employees and allow preferences to change.
A short benefits-preference worksheet
Use these questions in a properly reviewed voluntary feedback process. Do not ask people to disclose diagnoses, medication, test results or family medical details.
- Which three areas would make the greatest practical difference to you: pay and financial support; flexibility and time off; learning and development; family support; healthcare access; wellbeing support; or another area?
- Which existing benefits do you understand well enough to use?
- What makes a useful benefit difficult to access: time, location, unclear information, cost, eligibility, privacy concerns, or another barrier?
- Would you prefer a choice between benefits or one shared offer? What trade-off matters most?
- What is one change to the way work is organised that would help you most?
- What should we explain more clearly before you would consider using a health benefit?
Before collecting responses, explain who will see them and how they will be used. Do not promise anonymity unless the survey setup and reporting genuinely protect it. Report decisions back to the team, including what is changing and what cannot change yet.
For a small tech company
- ›Establish the problem in employees' words. Do not assume a young or technical team has one set of preferences.
- ›Check foundations: remuneration, realistic workload, time off, working tools, development and existing care access.
- ›Shortlist only benefits the team can use. Compare employee cost, convenience, eligibility, privacy and administration.
- ›Start with an affordable, clearly scoped choice.
- ›Agree how to review it: actual access, voluntary experience, aggregate use and total cost. No claim of a proven retention or productivity return.
Where a health benefit can fit
A health service may be relevant when employees want appropriate assessment, an explanation of results and individual follow-up. It should sit alongside good working conditions and existing care, with a clear voluntary choice and privacy arrangements.
EVA connects blood testing, optional DNA analysis and clinician review with a personalised supplement protocol. Each employee’s health information stays private and is never shared with their employer. An employer arrangement needs its own agreed scope, costs and delivery plan. If that type of support matches the needs your team has identified, explore the employer page and use the provider-comparison checklist before making a decision.
Read the corporate wellness provider checklist or discuss EVA for your team.
Explore EVA for your team
Talk with us about whether EVA’s approach fits your team and how an employer arrangement would need to work.
Discuss EVA for your team ›Sources and further reading
This guide is general information for employers. It is not legal, HR or medical advice.