Today’s workforce is redefining what it means to have a great job. While health insurance and retirement plans remain essential, employees are looking for more—benefits that align with their values, reduce stress, and improve daily life both inside and outside of work. Forward-thinking companies are taking notice and implementing creative programs that go beyond the standard offerings.

Meeting Needs Before Perks

Even the most creative benefits won’t matter if employees’ basic needs aren’t met. Using Maslow’s Hierarchy of Needs as a guide, organizations should first focus on fair pay, reliable healthcare, and mental health support. According to Maslow’s theory, individuals are motivated to fulfill basic physiological and safety needs before they can pursue higher-level needs such as belonging, esteem, and self-actualization in the workplace. Once those essentials are covered, additional perks become meaningful rather than frustrating.

The best benefits packages strike a balance: meeting essential needs while offering opportunities for connection, growth, and joy.

Benefits Worth Considering

Volunteer Time Off (VTO)

Volunteer time off (VTO) allows employees to dedicate paid time toward community service. SHRM’s Employee Benefits survey found that companies offering paid time off for volunteering has incrementally ticked up over the past few years, reaching 28% in 2024. Additionally, 49% surveyed said they offer community volunteer programs as a benefit.

Ways to implement VTO include:

• Offering a set number of paid volunteer hours each year.
• Partnering with nonprofits to provide services or products free of charge.
• Hosting an annual company-wide volunteer day.
• Matching volunteer hours with financial donations.
• Using volunteer tracking software like Helper Helper or Track It Forward.

The payoff? Stronger culture, greater engagement, improved retention, and stronger brand reputation. The program can be mentioned when recruiting candidates, pictures of employees volunteering can be posted on social media, and your employees can create company awareness while volunteering with other members of the community.

Rainy-Day Savings Support

Financial stress is one of the biggest distractions employees face. Employers can help by offering payroll-deduction rainy-day savings programs or matching contributions.

Examples already in practice:

• Truist Financial gives employees $500 for completing financial-education courses and saving at least $20 per paycheck.
• Split to Save supports employers – for free – in educating and encouraging their employees to save by automatically splitting their paycheck between checking and savings.

When companies step in to help employees prepare for the unexpected, they reduce stress, boost focus, and foster loyalty.

Rethinking Wellness Programs

A Harvard study in 2019 revealed that while 80% of large U.S. companies offer wellness programs, many have little impact on productivity, short-term health outcomes, and absenteeism. However, the success of wellness programs comes from giving employees things they actually want and will use. Your employees may not have any interest in yoga, but a set amount each month for a gym membership might. Consider exploring a heath spending account administered through a benefits provider for flexible options.

Think outside the box, too, when it comes to what you can offer. Two big asks are:

• Better air quality and natural light. Poor air quality makes workers feel sleepier, while proper ventilation and lighting reduce absenteeism by up to four days a year.
• Temperature control and personalization. When you search for studies asking employees what their biggest complaint is, not having the ability to control the office temperature is a consistent top result. If you have an office space, does your HVAC or layout need an upgrade?

Benefit Honorable Mentions

• Pet insurance
• Unlimited PTO – with a minimum days off requirement
• Home office reimbursement
• On-site childcare
• Professional development budgets
• Incentive trips or vacations

How to Decide What Benefits to Offer

• Ask employees what matters. Survey your team before adding benefits. For example, if you’re considering a tuition reimbursement plan, ask about including new grads and employees with families.
• Prioritize inclusion. When you have a great place for everyone to work, everyone wants to work there. Even small changes, like being able to adjust the office temperature, can make a big difference. Widen your perspective!
• Focus on meaningful perks. Instead of costly extras, provide what employees truly value. Think flexible workspaces, walking meetings, and outdoor break areas.

Employee benefits help attract retain as well as attract talent. Offering programs such as VTO, financial wellness, and workplace improvements can enhance culture, loyalty, and performance.

At Purple Ink, we help organizations design benefits strategies that fit their teams and reflect their values. If your company is ready to explore benefits that make a lasting impact, we’d love to help.