If you’re like most employees, you probably glance at your benefits packet once a year during open enrollment, make a few quick selections, and move on. But buried inside that stack of HR paperwork are perks that can save you thousands of dollars — and even improve your day-to-day well-being.
Health insurance isn’t just about doctor visits and prescriptions anymore. In 2025, employers are expanding their benefits to include wellness stipends, HSA matches, mental health programs, telehealth services, and even fertility or nutrition support. The problem? Most employees never use them.
In fact, according to a 2024 Mercer survey, nearly 40% of U.S. workers leave valuable health benefits unclaimed every year — not because they don’t qualify, but because they don’t know they exist or don’t realize how much they’re worth.
Let’s dig into the underused health benefits you’re probably overlooking, and how tapping into them can help you save money, stay healthier, and get more out of what your employer already offers.
Why So Many Benefits Go Unused
Before we jump into specific perks, it helps to understand why people miss out. Most of it comes down to two things: complexity and awareness.
Enrollment materials can be dense and confusing, filled with jargon about deductibles, co-pays, and contribution limits. Many people simply default to whatever they chose last year instead of reevaluating their options.
The result? Workers often miss out on employer contributions, reimbursements, and wellness resources that are literally free money or free care.
Health Savings Account (HSA) Matches: Free Money for Your Future
If your employer offers a Health Savings Account (HSA), it’s one of the most powerful tools in your benefits lineup — especially if they match your contributions.
An HSA is a tax-advantaged account that lets you save money for healthcare expenses. You can contribute pre-tax dollars, grow your balance tax-free through investments, and withdraw funds tax-free for qualified medical costs.
What makes it so valuable is the triple tax benefit — and the fact that, unlike Flexible Spending Accounts (FSAs), your balance rolls over year to year. Many employers now match contributions just like they do for 401(k)s, but a surprising number of employees don’t take advantage.
Example: If your company offers a $500 HSA match and you don’t contribute at least that much, you’re leaving $500 in free money on the table — plus future investment growth.
How to make it work:
Contribute enough to trigger the full employer match.
Invest your HSA funds once your balance exceeds your deductible.
Save receipts for qualified expenses — you can reimburse yourself later.
Wellness Stipends: Health Beyond the Gym
Gone are the days when corporate wellness meant a discounted gym membership. Today’s wellness stipends are far more flexible — and often underused.
These stipends are employer-provided funds you can spend on a wide range of health and wellness expenses, from fitness classes and wearable devices to meal kits, massages, and mindfulness apps. Some companies even allow you to use them for pet care or ergonomic home office upgrades.
If you don’t use the stipend by the end of the year, you lose it — and many people don’t even realize it’s there.
How to make it work:
Check your benefits portal or HR intranet for “wellness reimbursement” programs.
Save receipts — some employers require proof of eligible expenses.
Use the funds early in the year so you don’t forget or lose track.
Even a modest stipend of $25 to $50 a month adds up to hundreds annually — all dedicated to your well-being.
Mental Health and Therapy Resources: More Accessible Than You Think
Mental health benefits have expanded dramatically in recent years, but stigma and lack of awareness still keep many employees from using them.
Most large employers now offer Employee Assistance Programs (EAPs) — confidential counseling and referral services that provide free short-term therapy sessions, usually 3–8 per year. Some companies have also partnered with teletherapy platforms to offer ongoing virtual sessions at low or no cost.
Additionally, many health plans now include coverage for mental wellness apps like Headspace or Calm, as well as coaching programs for stress management, sleep, and burnout prevention.
How to make it work:
Log into your benefits portal and search for “mental health,” “EAP,” or “therapy.”
Use the free sessions first — they often cover common issues like anxiety, grief, or work stress.
Take advantage of 24/7 mental health hotlines included in most EAPs for urgent support.
Ignoring mental health resources is like paying for a gym membership and never going — you’ve already earned access; you just have to use it.
Telehealth and Virtual Care: Convenience That Saves You Cash
Telehealth exploded during the pandemic, but many people still don’t realize how affordable — or even free — it can be through their employer’s health plan.
Most insurance providers now include virtual visits for primary care, urgent care, or mental health, often at no cost or a fraction of the price of in-person visits. Some employers even offer dedicated telehealth platforms for quick consultations, prescription renewals, and chronic condition management.
Virtual care isn’t just convenient — it can also save serious money. A 15-minute telehealth appointment for a minor issue might cost $0–$40, compared to $150+ at an urgent care clinic.
How to make it work:
Check your insurer’s telehealth partners (like Teladoc or Amwell).
Use it for non-emergency care — minor infections, allergies, medication refills.
Keep your preferred pharmacy linked to your telehealth account for seamless prescriptions.
Telehealth is especially valuable for families, since many pediatric concerns (like rashes or fevers) can be handled virtually.
Preventive Care and Screenings: Paid For, But Rarely Used
Most health plans are required by law to cover preventive care at no cost — that includes annual physicals, certain vaccines, and screenings like mammograms and colonoscopies.
Yet millions of Americans skip them each year, often out of habit or confusion about what’s covered. Regular preventive care not only keeps you healthier but can also catch conditions early, saving thousands in potential treatment costs.
How to make it work:
Schedule your annual physical early in the year to avoid forgetting.
Ask your doctor which tests or screenings are fully covered by your plan.
Check if your employer offers additional wellness incentives for completing them (many do).
Some companies even offer cash bonuses, raffle entries, or premium discounts for completing preventive visits or health assessments.
Lesser-Known Perks: The Hidden Gems
Beyond the major categories, employers are increasingly offering niche benefits that go under the radar — but they’re surprisingly valuable.
Fertility and Family Planning Assistance: Many employers now cover IVF, egg freezing, and adoption assistance.
Nutrition Counseling and Weight Management: Some plans include free sessions with dietitians or wellness coaches.
Financial Wellness Programs: Access to financial planners, budgeting apps, or debt counseling as part of holistic health.
Sleep or Mindfulness Programs: Subscriptions to sleep improvement or meditation apps included in health plans.
Second-Opinion Services: Some companies partner with medical networks that offer expert reviews of diagnoses or treatment options — often at no charge to employees.
How to Find Out What You’re Missing
Most underused benefits are hiding in plain sight — inside your company’s HR or benefits portal. Set aside an hour to explore each category and make note of what you qualify for.
If you’re unsure, reach out to your HR or benefits administrator. They’re not just there to handle payroll — their job is to help you maximize your benefits.
Checklist for Uncovering Hidden Health Perks:
Review your health plan’s “extras” or “wellness” tab.
Look for employer reimbursements, stipends, or bonuses.
Ask about new benefits added since last year’s open enrollment.
Check if any benefits apply to spouses or dependents.
Comparison: Commonly Overlooked Health Benefits and Their Value
| Benefit Type | Typical Employer Offering | Estimated Annual Value | Why It’s Overlooked |
|---|---|---|---|
| HSA Match | $500–$1,000 | Up to $1,000+ | Confusion about eligibility |
| Wellness Stipend | $25–$100/month | $300–$1,200 | Unclear reimbursement rules |
| EAP Mental Health | 3–8 free sessions | $400–$1,000 | Stigma or lack of awareness |
| Telehealth Visits | $0–$40 per visit | $300+ in savings | Assumed to be low quality |
| Preventive Screenings | 100% covered | Priceless (long-term) | Procrastination or uncertainty |
The Bottom Line: Your Benefits Are Part of Your Paycheck
Every year, employees leave money on the table simply by not using the perks their employer already provides. Your health benefits aren’t just coverage — they’re a major part of your total compensation package.
Whether it’s an HSA match, a wellness stipend, or free therapy sessions, these programs exist to keep you healthier, happier, and more financially secure. But they only work if you actually take advantage of them.
So before you chase another side hustle or skip your annual checkup, log in to your HR portal and see what’s waiting for you. You might be surprised how much “free” health support you’ve been ignoring.
Sources:
Mercer, “Health and Benefits Survey 2024”
Society for Human Resource Management (SHRM), “Emerging Employee Benefits Trends 2025”
Kaiser Family Foundation, “Employer Health Benefits Survey”
Fidelity Health, “The Financial Value of Underused Employee Benefits”
