The Ultimate Guide to Employee Perks: What Works and Why It Matters

Good company perks include flexible work arrangements, comprehensive wellness benefits, and generous paid time off. Additionally, career development opportunities and free or subsidized meals significantly enhance employee satisfaction.

When people think of your company, what do you want them to see? A workplace that values its employees, offers growth opportunities, and keeps teams engaged? The way you treat your employees shapes your reputation—and in today’s competitive job market, strong perks set you apart.

Unlike a benefits package, which typically includes essentials like health insurance, perks are non-wage compensations designed to enhance the employee experience. They can include things like flexible work arrangements, free meals, wellness programs, and learning opportunities.

The Most Desired Employee Perks

A competitive salary is essential, but it’s not the only factor that keeps employees engaged and motivated. Company perks at work go beyond pay, offering additional benefits that improve employees’ daily lives and long-term well-being.

While small corporate perks like free coffee or casual Fridays create a pleasant work environment, employees today expect more. 

By offering perks that enhance work-life balance and professional growth, companies can attract and retain top talent, improve employee satisfaction, and foster a stronger workplace culture. 

Here are some examples of company perks that employees value most.

Flexible Work Arrangements

For many employees, flexibility is no longer a perk—it’s an expectation. The ability to work remotely or adjust schedules to fit personal needs has become a deciding factor in job satisfaction and retention.

According to Gallup, less than 10% of employees in remote-capable jobs prefer to work on-site full-time. In contrast, 60% favor a hybrid work model, while a third prefer to work fully remote. 

Companies that offer hybrid or remote work benefits consistently see higher engagement, lower turnover, and improved overall productivity.

Read More: Return-to-Office: What Employees Think About and How to Make it Pleasant

Wellness Benefits

A healthy workforce is a productive workforce, and companies that invest in employee well-being see higher engagement, lower absenteeism, and stronger team cohesion.

Workplace wellness benefits can include gym memberships, meditation rooms, group wellness activities, or mental health programs. Offering these perks doesn’t just reduce health risks and stress levels—when done collectively, they foster a stronger team building and workplace connection.

Research from UnitedHealth Group highlights the impact of wellness initiatives:

• 56% of employees who participate in corporate wellness programs take fewer sick days.
• 62% report feeling more productive at work when they engage in wellness activities.

Prioritizing wellness staff benefits is good for business. By supporting mental and physical health, companies create a more engaged, happier, and higher-performing workforce.

Paid Time Off (PTO)

Giving employees time to rest, recharge, and handle personal responsibilities is a necessity for maintaining a healthy, engaged workforce. Flexible and well-structured PTO policies ensure that employees can take the time they need without stress or guilt.

PTO can take many forms, including:

• Sick Leave: Helps prevent the spread of illness in the workplace and keeps the entire team productive. No one benefits when an employee pushes through a flu, only to infect half the office.
• Personal Time Off: Allows employees to handle appointments, family emergencies, or mental health days without disrupting work.
• Paid Vacations: Encourages employees to step away from work fully, returning more focused and energized.
• Parental and Family Leave: Supports employees during major life transitions, reducing stress and improving employee retention.

Studies show that many employees hesitate to take PTO, either because of unclear policies or company culture discouraging time off. 

A study from CalendarLabs in 2023 revealed that employees who are happiest in their roles typically take around 15 days of paid time off annually.

This fact shows that when workers know they can take time off without repercussions, they return refreshed, more engaged, and better equipped to contribute at their highest level.

Career Development and Continuous Learning

A common misconception among employers is that investing in employee development means they’ll take their new skills elsewhere. While you can’t control every career decision, the reality is people want to stay where they feel valued. Providing growth opportunities is a retention strategy.

Employees want to see a future for themselves in your company. By offering career development opportunities, you’re showing them that you believe in their potential and want to invest in their success.

Some impactful ways to support employee growth include:

• Mentorship programs: Pairing employees with experienced leaders helps them navigate career paths within the company.
• Tuition reimbursement: Encourages employees to expand their skills while reinforcing long-term commitment.
• Online learning platforms: Provides on-demand access to training, making continuous learning easier.
• Lunch-and-learn sessions: Turns professional development into a fun, low-pressure experience where employees can learn something new over a free meal.

A LinkedIn Workplace Learning Report found that 94% of employees would stay at a company longer if it invested in their learning and development. The message is clear: helping employees grow isn’t about losing them, it’s about keeping them.

By fostering a culture of learning, you not only build a more skilled workforce but also boost employee loyalty, satisfaction, and engagement.

Free Food Benefits and Subsidized Meals

Stretching your budget while offering meaningful team perks can be a challenge, but free or subsidized meals are one of the most cost-effective ways to boost employee satisfaction. It’s more than just a free lunch—it’s an investment in productivity, workplace culture, and employee well-being.

A Forbes study found that employees who receive free meals report higher job satisfaction and increased engagement. 

Providing meals not only saves employees money but also reduces stress around meal planning and encourages social interaction—leading to stronger team connections.

Beyond the morale boost, nutritious meals support employee health. Relying on vending machines or skipping meals can lead to low energy, decreased concentration, and reduced productivity. Offering healthy, balanced food options ensures employees stay fueled and focused throughout the workday.

Read More: How to Transition Your Company to a Workplace Lunch Program

Other Perks You Should Consider

Beyond core benefits, customizing your perks program can make employees feel truly valued and supported in different aspects of their lives. The best employee perks help retain top talent, improve productivity, and create a workplace where employees want to stay.

Here are some other ideas for employee perks that companies are using to attract and retain talent:

1. On-Site or Subsidized Childcare: Most of working parents have left a job because childcare was unavailable or unaffordable. By offering on-site childcare or subsidizing daycare costs, companies reduce a major stressor, improve retention, and support working parents in growing their careers.
2. Pet-Friendly Workplaces: Can be a good strategy to increase social interaction in the office, while at the same time reducing stress.
3. Employee Assistance Programs (EAPs): Employees face financial, mental health, and personal challenges that can impact their work. EAPs provide confidential counseling and resources to help them navigate these difficulties, improving both well-being and workplace engagement.
4. Tuition Reimbursement: Investing in employees’ education and skill development shows a long-term commitment to their growth. Whether through college tuition support or professional certification programs, this perk encourages employees to stay and advance within the company.
5. Employee Discounts: Offering discount programs on retail, travel, fitness, dining, and entertainment is a simple yet effective way to enhance employees’ quality of life while making their paychecks go further.
6. Commuter Benefits: The cost of getting to work can add up. Providing public transit reimbursements, or even subsidized parking, can ease the financial burden and make daily commutes less stressful.
7. Team Lunches and Catered Meals: Food brings people together. Offering regular team meals or subsidized lunches not only keeps employees energized but also encourages collaboration, strengthens workplace culture, and improves engagement.
8. Recognition Programs: Employees want to feel valued and appreciated for their hard work. 
9. Recognition Programs: Whether through bonuses, awards, or experiences—help reinforce a culture of appreciation, boosting morale and motivation.
10. Extended Parental Leave: Supporting employees during the birth or adoption of a child, creates a more family-friendly work environment. Generous parental leave improves employee loyalty, reduces turnover, and promotes a healthier work-life balance.

Why Employee Perks Are No Longer Optional?

Some believe AI will replace employees, but the reality is quite the opposite.

While automation and AI are reshaping industries, human talent remains the most valuable asset in business. A study by Korn Ferry found that by 2030, the global labor market will face a shortage of more than 85 million skilled workers.

The challenge of talent acquisition and retaining skilled employees is getting harder. With increasing competition for top talent, companies that fail to offer competitive employee perks risk losing top performers to organizations that do.

Investing in well-being, career development, and workplace flexibility ensures higher retention, stronger performance, and a workplace culture that attract and retain talents.

How to Build an Employee Perks Program

A great perks program isn’t about chasing trends or reacting to one-off employee surveys. Instead of adding perks just because they’re popular, focus on what aligns with both employee needs and your company’s goals.

Perks should reinforce your company culture. A healthcare company benefits from wellness perks, while a fast-growing startup might prioritize learning opportunities. Thoughtful perks not only support employees but also strengthen your brand and communicate your company’s values to clients and stakeholders.

Pitfalls to Avoid When Designing Perks

Knowing how to offer better employee perks includes a balance between flexibility, practicality, and sustainability. Here are common mistakes to avoid:

1. One-Size-Fits-All Approach: Not every perk is valuable to every employee. Offer customizable benefits that cater to different lifestyles, needs, and career stages.
2. Poor Communication: Perks are meaningless if employees don’t know they exist or how to use them. Regularly promote and educate employees on their benefits through onboarding, internal newsletters, and company meetings.
3. Not Budgeting Correctly: A perks program should be financially sustainable. Prioritize high-impact benefits that provide real value without overextending company resources.
4. Failing to Gather Feedback: The best perks evolve with your workforce. Continuously evaluate and adjust offerings based on employee input, engagement levels, and company goals.

Investing in Your Employees is Investing in Your Success: Start with Picnic

A strong employee perks program is an investment in your workforces’ satisfaction, productivity, and loyalty. By offering meaningful perks like free meals, flexible work, and wellness benefits, companies create happier, more engaged teams that perform better.

One of the easiest and most impactful non-wage benefits to implement is free or subsidized meals. With Picnic, companies can simplify meal delivery for employees, ensuring fresh, high-quality food is always available—without the hassle of coordinating individual orders.

Great perks create great workplaces. Build a perks program that works for your team, and watch your company culture—and employee satisfaction—thrive.