Employers have long recognized that comprehensive employee benefits play a key role in attracting and retaining talent. Organizations that expand their benefits package beyond health insurance and a 401(k) are more competitive in a dynamic hiring environment — that’s why employee perks matter.
According to a 2024 survey from PeopleKeep,
81% of employees considered an employer’s benefits package an important factor in whether they accepted a job. In turn,
89% of employers said they planned to enhance their benefits or add more perks at work.
The advantages of a robust
compensation package go beyond recruitment and retention. Employee benefits and perks also impact productivity, morale, and job satisfaction, driving significant value for employers. Additionally, they communicate an organization’s priorities and company culture.
The following recommendations will help businesses implement employee perks that contribute to a well-rounded, competitive incentive package that benefits workforces and companies alike.
What are employee perks?
Employee perks are non-wage incentives or stipends that employers offer in addition to salaries and core benefits, like health insurance. Also known as fringe benefits, these often support employee well-being and contribute to work-life balance. They also include bonuses and other earned rewards that
motivate improved performance and recognize significant achievement.
Perks are vital to a healthy company culture, demonstrating the company’s commitment to employee wellness. They help create a vibrant, welcoming, and rewarding environment that attracts top-tier talent and encourages them to stay.
Why are employee perks important?
Studies show that offering the right mix of employee perks and incentives can drive measurable value for companies.
Increased employee satisfaction. When employers use perks to demonstrate appreciation, employees feel more valued, leading to higher satisfaction. People who feel cared for by their employer are
30% more likely to report job satisfaction.
The 22 best employee perks to offer in 2025
From employee wellness to professional development incentives, here’s a collection of compelling perks designed to meet employees’ diverse needs.
Health and wellness perks
Free healthy snacks. Providing nutritious treats in the workplace is a simple, low-cost perk that supports employee well-being and energy levels throughout the day. It shows your commitment to a healthier work environment and can help increase morale, focus, and productivity.
Mental health support. Employers are addressing
mental health in the workplace by implementing wellness programs, such as stress management and counseling services, to build resilience, lessen stress, and reduce burnout.
Gym memberships. Discounted or free gym memberships provide another way to de-stress. Teams benefit physically and mentally, improving focus and enhancing creativity.
Yoga and meditation lessons. Yoga and meditation promote both physical and mental well-being. They reduce stress, encourage social interaction, and foster thoughtful decision-making.
Financial perks
Retirement support. Many companies help employees prepare for retirement by providing 401(k) plans. Some go even further by matching 401(k) or pension contributions.
Financial counseling. Financial education services reduce employee stress by teaching people how to manage spending, weather monetary struggles, or invest in their future.
Tuition reimbursement. Tuition stipends and reimbursements support employees’ professional development, broadening the company’s accessible skill pool.
Financial wellness tools. Financial wellness tools like EarnIn’s
Earned Wage Access (EWA),
Credit Monitoring,
and
Balance Shield - which helps protect against overdrafts – solutions help give employees increased financial flexibility. With EWA, employees can access up to $150 per day, with a max of $750 per pay period
in minutes, starting at just $2.99 per transfer.
Work-life balance perks
Flexible work hours. Offering flexible work hours empowers employees to manage their schedules in a way that supports both productivity and personal well-being. The flexibility helps reduce burnout, supports work-life balance, and shows trust, leading to higher job satisfaction and better performance.
Sabbatical leave. Extended paid time off allows employees to focus on growth, address personal events, or recharge. This often leads to renewed energy and fresh perspective when employees return.
Remote work opportunities. Telecommuting enhances employees’ work-life balance while broadening an employer’s potential talent pool.
Parental leave. Parental leave provides time off for new parents to recover from childbirth and bond with newborns or adopted children. This perk is highly sought after, attracting top candidates and increasing employee loyalty.
Paid time off. Everyone needs time to rest, recharge, and attend to personal matters. PTO lets employees take time off work for these needs, preventing workplace-related burnout.
Paid holidays. Organizations can improve work-life balance by offering company-wide days off to accommodate cultural holidays and other significant events.
Celebratory perks
Office parties. Hosting celebrations for birthdays, milestones, or major accomplishments can amplify employee engagement and morale.
Team-building exercises. Fun events, such as cooking classes or group volunteering, strengthen interpersonal relationships and build employee trust.
Unique perks
Childcare. Offering employees childcare assistance or operating a workplace daycare reduces stress and increases company loyalty.
Commuter benefits. Some companies subsidize public transit passes, bike purchases, and carpooling to make employees’ commutes more affordable and less stressful.
Employee discount program. This perk provides teams with deals on everyday purchases, from retail and dining to travel. Discounts from the company or through partnered brands help employees save money while encouraging them to treat themselves.
Training and development. Companies encourage professional development by facilitating training programs related to the employee’s role.
Best practices for implementing employee perks
To maximize the return from company perks, employers must align their offerings with what their team truly needs and values. Employees are less likely to use perks that aren’t relevant or accessible, ultimately diminishing their value to the organization.
1. Collect feedback from employees
Before offering free snacks and transit reimbursements, companies should determine whether these benefits interest their employees. Consultations and surveys can identify the perks that matter most.
2. Make data-based decisions
Survey results, usage rates, and engagement metrics should all inform which perks businesses prioritize. Industry trends and cost-benefit analyses may also influence the final decision, ensuring investments align with both employee needs and organizational goals.
3. Communicate perks effectively
The perfect mix of rewards, incentives, and recognition won’t make an impact if employees don’t know about them. Companies must inform their team of new and existing benefits and actively promote their use. Routine email reminders or lunch-and-learns discussing various programs can increase program engagement.
4. Stay up to date with new employee perks and trends
A company’s perks should reflect its culture while meeting the diverse needs of its workforce. As employee demographics change, so should the package. HR professionals responsible for
benefits administration should also monitor the latest employee perk trends so they can adjust compensation to remain relevant and competitive.
Include EarnIn in your employee perks
Perks play a powerful role in shaping the employee experience— helping increase loyalty, satisfaction, and overall productivity. As the modern workforce continues to prioritize well-being, flexibility, and financial security, the right benefits package can set your organization apart. Competitive perks not only help attract top talent but also show employees that their needs—both inside and outside of work—are valued and supported.
Financial benefits, in particular, help reduce stress and promote a more focused workforce. With EarnIn, employers can provide on-demand access to earned wages—up to $150 per day, with a max of $750 per pay period—in minutes, starting at just $2.99 per transfer. Whether for everyday expenses or unexpected costs, employees can tap into their pay as they need it.
In addition to Earned Wage Access, EarnIn offers a full suite of financial wellness tools designed to help employees build better financial habits throughout their journey.
Best of all, these benefits come at no cost to employers and require no integration—making it simple to support your workforce where it matters most.
Please note, the material collected in this post is for informational purposes only and is not intended to be relied upon as or construed as advice regarding any specific circumstances. Nor is it an endorsement of any organization or services
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