You have life needs and goals. You may have a workplace benefit to help with that.

When you sit down to think about your financial plans for the upcoming year, you probably have a mix of must-dos and want-to-dos.

Take buying a house: It’s a big life goal, and one that about 4 million Americans tackle every year. Planning on retiring? You’ll join about the same number—4 million—this year, too.

But it’s likely you’ll have unexpected events that upend even the most rigorous budget, like an emergency room visit for a broken bone. No one plans on that happening, but for 6 million people each year, it does.

Beyond carefully crafting a budget, there are tools to help you with financial wants, needs, and curveballs. One is benefits, both voluntary and traditional, that you may have through your workplace. Most people typically get just one chance per year (called open enrollment) to change or adjust those benefits. During that time, it’s important to evaluate your life stage and life needs, and see which benefits might help. Here are some scenarios to consider.

Nearly half of Americans have credit card debt,  just one of the many types of financial debt many carry. One of the benefits of paying off some (or even all) of your debt is the ability to put those funds toward something fun (a vacation) or necessity (a retirement account). But figuring out a debt payment plan, or even just a budget, can be hard. That’s why some employers have started offering financial wellness benefits like workshops and debt counseling.

Another optional benefit focused on debt is student loan repayment assistance programs. Currently, about 14% of employers offer it.  These programs come in all shapes and sizes, from one-time payments to continuing contributions. Or, your employer may make matching contributions to your retirement savings based on your qualified student loan payments.

Feeling on edge? Join the rest of the nation: Nearly three-fourths of Americans say the economy provides a significant source of stress in their lives. And that’s just one stressor we encounter.

Decades ago, accessing a workplace benefit to help with that stress was almost unimaginable. But employers have adapted to changing needs and expectations with voluntary benefits called employee assistance programs (EAPs). Some of these are focused on holistic well-being, including ways to help deal with the challenges of life—like stress. You may find options like counseling services or online resources, too.

Although not every employer offers every voluntary benefit, business owners and leaders often look to employee demographics. For a cohort that’s deep in child-rearing, assistance with childcare costs through flexible savings accounts, on-site programs, or even emergency fill-ins may be available. The type of service varies, but it’s worth reaching out to your human resources administrator before benefits enrollment ends for a full list of childcare-related offerings.

One area of traditional benefits that deserves your scrutiny is vision and dental care. If they are offered by your employer, your default choice may be to accept standard coverage levels. But if you have some bigger-ticket items on the horizon, such as laser eye surgery or braces (which can cost up to $10,000 ), it’s worth asking if you’re able to up coverage levels, and what that coverage provides.

More than half of people in their 40s care for a child under 18 and an aging parent ; they’re called the sandwich generation. What they often need are resources to help them navigate their parents’ care. Newer voluntary benefits, including caregiver resource referrals, may help.

There are both traditional and voluntary benefits that may help you pave the way for saving for retirement. If your workplace offers a 401(k) or similar plan as a traditional benefit, you can get started by enrolling and increasing your contributions. (Your employer’s plan may have auto-enroll and auto-escalation features, too.) If you’re considered a key employee, a non-qualified deferred compensation plan may be made available to you by your employer as another option available to you to save more. Voluntary benefits related to retirement planning could include resources and seminars on everything from investment strategies to ways to save.

Sure, an active family may be one reason to think about adding hospital indemnity insurance as a voluntary benefit. But you might have other reasons—a pregnancy or a planned procedure, for example. Hospital indemnity insurance is a supplement to, not a replacement for, traditional health insurance. It’s a way to help cover hospital stays; typically you can use the lump sum payment however you choose.

Some workplaces offer disability insurance and life insurance, with set amounts to be paid out to your loved ones if you should be unable to work or die while employed. But many of these types of policies enable you to add on coverage based on your projected needs.

Holistic well-being includes mental health, and physical health, too. Some voluntary benefits focus on gym membership reimbursements, while others offer wellness classes or dietary consults.

There are many more voluntary benefits as well as types of coverage to add to your traditional benefits. And, your workplace probably has a unique-to-them set of benefits. In many cases, your workplace offers access, and you may pay much of the affordable costs for these add-ons. If you’re unsure what’s offered, check in with your benefits or human resources manager for details.