With open enrollment in the rearview mirror, many benefits professionals have been able to see which new wellness benefits have been a hit and which have been a miss. Increasingly, employees expect the benefits on offer to go beyond physical health and exercise and extend into a broader concept of wellness.

Meeting this appetite can benefit employers significantly — research has shown happier employees are considerably more productive.

The industry has answered the call in recent years and employers and brokers are bringing more and more benefits to the table that offer employees tools to better navigate their lives domestically, at work and in general.

Here are the top seven benefits to consider for upcoming enrollment periods that help look after employees personal well-being beyond the purely physical.

Legal protection

There are a multitude of reasons why employees often require costly legal representation: divorce, financial woes, neighborly disputes, property transactions, estate planning, etc. For most employees the costs and time required to attend to these issues are financially and emotionally draining.

The added stress created can cause a substantial loss in productivity in the workplace. As such, legal protection benefits are increasingly seen as an important step to keep a company’s workforce well and thriving.

According to a 2016 survey by Willis Towers Watson, 59 percent of employers now offer legal plans as a voluntary benefit.

Financial coaching

According to a study by Northwestern Mutual, some 58 percent of Americans believe their financial planning needs improvement and money remains the leading cause of stress in America today.

Offering financial coaching can be a bedrock voluntary benefit for employers given that it is central to protecting employees from falling into the kind of dire straits where other benefits like legal protection need to be used.

Financial coaching can help employees with everything from building a monthly budget that gets them back in the black, to planning their college fund or retirement saving more carefully. Financial coaching as an employee benefit can help employees thrive instead of just survive.

Identity theft resolution and monitoring

Identity theft is fast becoming the third certainty in life — according to the Bureau of Justice Statistics, nearly 18 million people fell victim to identity theft in 2014 (that’s seven percent of U.S. adults in just one year).

Identity theft leads to financial and healthcare fraud that can be a crippling mess for victims to unravel and take many years (and many work hours!). The emotional effects of identity theft are well documented and easy to understand: anger, frustration and feelings of violation and vulnerability and the corresponding impact on wellness are clear.

Identity theft remediation and monitoring services can provide employees with critical resources to handle the frustrating complexities of rectifying fraud conducted using their own identities.

Health advocacy benefits

While a healthy chunk of all our paychecks goes towards paying for our health care insurance and services — a fiendishly complex and constantly evolving ecosystem — many Americans don’t understand the most basic terms.

Health advocacy has been a growing voluntary benefit over the last few years because it can help employees navigate a complex and exhausting system, offering both administrative and even clinical support. Health advocacy can reduce employee anxiety, improve overall wellness through better heath decisions and also help consumers get a better financial deal from their health care choices.

Meditation services

Research indicates that meditation has substantial benefits in terms of encouraging better attention, memory and emotional intelligence (and who couldn’t use some more of each on a daily basis?)

Mindfulness has been a top topic for HR pros for a long time, and many have made big strides in incorporating this concept into corporate culture. This has included encouraging employees to try extra-curricular relaxation techniques like yoga and meditation.

Some companies have gone as far as offering apps like Headspace to employees as a voluntary benefit at low or no cost.

Relationship counseling

The prevailing wisdom relating to employees’ personal problems has always been stay well out of it. However, more and more companies are seeing the upside of providing assistance to employees without getting directly involved in their personal lives.

One increasingly popular method for helping people manage the conflicts that exist in their lives outside of the office is to offer relationship counseling.  While this remains a rarity on most voluntary benefits portals, expect to see this popping up more and more in subsequent open enrollment periods.

Child care assistance

According to a survey by Care.com, over 70 percent of employees say the cost of childcare impacts their career decisions. Not wildly surprising given that nearly a third of families pay in excess of $20,000 per annum for child care — a figure that represents a shockingly high portion of the average U.S. household income of around $52,000.

Related: Are you ready for the millennial baby boom?

Offering dependent care deduction has been a popular benefit for a number of years and more and more parents are taking this up as part of their flex spending arrangements. Assistance can go beyond the tax break though and a growing number of companies are offering services that can make managing child care vastly easier, including child care resource and referral services that can help with back-up arrangements when daycare centers are closed.