Special offer 

Jumpstart your hiring with a $75 credit to sponsor your first job.*

Sponsored Jobs are 2.6x times faster to first hire than non-sponsored jobs.**
  • Attract the talent you’re looking for
  • Get more visibility in search results
  • Appear to more candidates longer

18 Work Perks for Your Business to Consider


While many businesses provide important employee benefits such as health, dental and vision insurance, sick days, paid time off and 401(k) contributions, other businesses choose to offer additional work perks as a way to set themselves apart. Offering work perks is a way for employers to increase their current employees’ job satisfaction while attracting new workers, who will appreciate that you have the best company benefits. Read about 18 perks and benefits your workplace can provide.

Post a Job
Create a Culture of Innovation
Download our free step-by-step guide for encouraging healthy risk-taking
Get the Guide

What are work perks?

Work perks are those extra incentives businesses can offer current and potential employees. They generally fall outside the basic compensation package but provide value to employees. Some employers combine certain work perks with their employee referral program to increase their candidate pool.

What are the benefits of offering work perks?

If a person is applying to multiple similar jobs, your workplace can stand out with unique perks. In some cases, offering work perks may allow you to recruit candidates at a slightly lower base salary than what your competitors offer.

Job perks are a great way to show gratitude to employees. When workers feel appreciated and valued for their hard work, they’re more likely to stay with the business and speak highly of it to others. By choosing the right job perks for your business, you can create an environment where employees feel motivated to do their best work, which improves business culture and attracts talent.

18 of the best company benefits and perks to offer employees

Here are some work perks that your company can offer:

1. Unlimited paid time off

Unlimited paid time off is becoming a more common job perk that employers are offering to help create a better work-life balance. As long as employees are working hard and completing tasks on time, they can take as many days off as they like.

2. Flexible work hours

Instead of a rigid start time, you can give team members the option to come to work whenever they want, as long as they work the required number of hours. Flexible working helps employees who care for children and other family members and those who have frequent appointments and personal commitments.

3. Gym membership

Some employers either pay for their employees’ gym memberships or provide an on-site gym at work to promote health and fitness. If you choose to build an on-site gym, also include a shower facility so workers can freshen up after enjoying a workout.

4. Shorter days near the holidays

As the holidays approach, employees may become busier with family obligations. On workdays right before a holiday, give staff members the option to leave work early. This lets them take less paid time off and get an earlier start on their holiday preparations or travel plans.

5. Extended parental leave

The Family and Medical Leave Act (FMLA) is a law that provides eligible employees up to 12 weeks of unpaid leave in a 12-month period. This includes offering extended paid parental leave to both parents with a newborn or time off to an employee that needs to take care of an ill family member. Employees may appreciate having more time with family and return to work feeling better about the experience.

6. Stocked fridge and pantry

Having free food available to employees is a great way to keep everyone fueled and satisfied throughout the day. Provide healthy food options for workers who are trying to eat better. With a more balanced diet coupled with exercise, it’s easier for team members to stay energized throughout the day.

7. Company-sponsored events

Throughout the year, fun company-sponsored events give employees ample opportunity to get to know each other better and improve collaboration, both of which can boost morale. Ideas include office parties, happy hours, virtual get-togethers, team lunches, company intramural sports leagues and retreats.

8. Paid volunteer days

In addition to paid time off, consider giving employees a set number of days they can get paid to volunteer outside of work. This is also known as VTO (volunteer time off). This job perk can be a terrific way to promote community relations and provide a meaningful way to take a break from work. To document employee participation, have them send you a confirmation email from the organization’s event.

9. Pet-friendly workplace

Pets are known to boost mood and lower stress, which is why having a pet-friendly workplace may appeal to many people. If you don’t want pets at work every day, create a policy where employees can bring their pets once a week.

10. Educational opportunities

By investing in your employees, you improve workplace productivity. One of the best work perks is to host educational seminars or provide skill-based training opportunities. Another option is to sponsor and fund courses employees are already taking via tuition reimbursement or allow them to take time off to attend advanced educational opportunities.

11. Remote work options

Remote work, also called telecommuting, has significant cost savings for workers, and the majority of the costs come from transportation. In addition to sparing employees the expenses of commuting, remote work provides more freedom and flexibility and can contribute to increased job satisfaction.

12. Commuter benefits

Commuter benefits ensure that companies cover employee commuter costs. These costs include reimbursing employees for the mileage they travel to the workplace, offering reduced-cost transit passes for those who take public transportation and providing vouchers for qualified parking. You can also reimburse employees for the cost of using ridesharing apps or paying tolls.

13. Childcare assistance

Businesses that provide childcare assistance alleviate the stress and costs some workers have to deal with so they can continue to do their jobs. Childcare assistance comes in many forms, including on-site care, flexible schedules and backup child care. Under specific circumstances, employers who provide childcare subsidies could earn tax credits.

14. Employee recognition program

Every employer wants to get the most out of their workforce, and implementing a recognition program can lead to employees feeling valued and validated by their supervisors and peers. These programs often increase employee engagement, which can drive growth and profitability.

15. Game rooms

Google and Apple game rooms are legendary, but they aren’t the only companies that can offer this luxury perk. Having a well-designed no-stress zone can be attractive to employees because it provides valuable insight into the company culture. Providing a game room shows that it’s all about achieving a work-play balance as a means of fostering creativity and productivity.

16. Remote work stipend

If your workforce is fully or partially remote, consider offering a remote work stipend, which is a fixed amount of money given to an employee in addition to their base salary. This money is intended to cover the costs of working from home or to improve their home office (e.g., internet bills, office equipment).

17. Health and wellness classes and services

Health and wellness programs help employees care for themselves. In addition, offering work perks that improve health and well-being can reduce sick days and potentially lower the cost of health insurance benefits. Some programs to consider include smoking cessation groups, yoga classes, meditation classes and biometric screenings for cancer and other conditions.

18. On-site services

Partner with local providers to provide free services to employees in the office. Hire a cosmetologist to give haircuts, facials or manicures or a massage therapist to help employees de-stress. You can also bring in an accountant to do employees’ taxes or contract with a mental health professional to offer in-office therapy sessions. Other creative services you can offer as work perks include free auto detailing, dry cleaning pickup and drop-off and discounted grocery delivery.

Frequently asked questions about work perks

How do I choose which work perks to offer?

Choose work perks based on what you think your employees will appreciate the most. To figure this out, send out a survey to your current employees asking them which perks would be the most important to them. Additionally, if you notice employees aren’t using a perk you offer, ask them if they’re aware of it or would prefer that you replace it with something more appealing.

How do I ensure employees are using the perks appropriately?

When choosing your job perks, outline how employees can use them in the employee handbook. By setting clear rules and limitations ahead of time, employees are more likely to use the perks appropriately. For example, if your company offers unlimited paid time off, clarify that this benefit is only for employees who are regularly getting their work done on time. Similarly, if dogs are allowed at work, you may want to set a limit for how many times each person can bring their dog per week.

What is the difference between a perk and a benefit?

A benefit has a wage-based value attached to it; it’s generally something employees would likely have had to pay for themselves. For example, mitigating health care costs by offering insurance or reimbursing transportation expenses are forms of non-wage compensation benefits. Offering these as a supplement to salaries may even provide a tax benefit to employers. Perks are extra incentives on top of someone’s salary and benefits.

Post a Job
Create a Culture of Innovation
Download our free step-by-step guide for encouraging healthy risk-taking
Get the Guide

Ready to get started?

Post a Job

*Indeed provides this information as a courtesy to users of this site. Please note that we are not your recruiting or legal advisor, we are not responsible for the content of your job descriptions, and none of the information provided herein guarantees performance.

Editorial Guidelines