Your company probably already offers employees a variety of benefits. However, there are also several uncommon employee benefits that are appreciated and affordable. Consider offering them as you attract and retain top talent and improve morale.
Common Employee Benefits
A small business poll found several benefits are commonly offered by employers. These benefits and the percentage of small businesses that offer them include:
- Paid vacations: 75%
- Health insurance plan: 61%
- Paid sick leave: 59%
- Disability insurance: 41%
- Education reimbursement: 39%
- Pension plan: 30%
- Life insurance: 29%
- Dental insurance: 24%
For guidance on employer-sponsored health plan options, see Medical Benefits.
Uncommon Employee Benefits
In addition to common offerings, take care of several atypical needs when you offer these less common benefits.
Parking privileges: Designate spaces near the office for employees or pay for a parking garage or city transit pass.
Company discounts: Allow employees to buy products at a discount or offer employees first access to new products.
Education plan: Most employees welcome the opportunity to learn new skills and improve their ability to do their jobs well. Offer tuition reimbursement or schedule free classes.
Direct deposit: Funds clear faster and are thus available sooner when they're directly deposited into your employees' bank or credit union account. Employers typically save time and money with direct deposit.
Wellness program: Encourage employees to make health changes by offering fitness activities, nutrition classes, smoking cessation support and stress-reduction resources. Productivity and satisfaction often improve while health costs can be reduced.
Child-related assistance: In addition to maternity leave, consider providing adoption assistance, breastfeeding or pumping accommodations, on-site childcare and a family room with age-appropriate toys and activities.
Sabbaticals: Offer paid or unpaid sabbaticals based on years of service so employees can pursue education, take mental-health breaks or care for family members.
Computer loan: Let employees take home company laptops or set up an interest-free purchase plan with payroll deductions and a simple agreement to protect the employer's investment.
Community hours: Reward employees who volunteer by covering community hours with regular pay or by paying entrance or sponsorship fees for events in which staff participate.
Title and business cards: A formal title and business cards can build professionalism and employee pride.
Religious holidays: When employees wish to observe religious holidays that fall on a work day, consider providing a paid day off.
Consider exploring Non-traditional benefits for additional ideas that may fit your workplace culture and budget.
Your employees work harder and smarter when they receive a healthy benefits package. In addition to the common benefits, consider offering unusual options that raise morale and retention. If you need help designing or reviewing a package, talk to an agent.
Frequently Asked Questions
How much do uncommon benefits typically cost?
Costs vary widely by benefit and program size; some options, like flexible schedules or recognition programs, cost little, while paid sabbaticals or on-site childcare require larger budgets and planning.
Will offering extra benefits improve retention?
Yes—tailored benefits that address employees' needs can improve morale and reduce turnover when they align with staff priorities.
Can small businesses afford wellness programs?
Many wellness programs can be scaled to fit small budgets, starting with low-cost activities, online resources or partnerships with local providers.
Are there legal issues to consider when adding benefits?
Employers should review applicable labor laws and nondiscrimination requirements and may wish to consult an HR professional or benefits advisor before implementing new programs.