Unconventional Benefits: An Employer’s Guide

Employers need every competitive edge they can get to stand out. At the same time, employees’ expectations have grown since the pandemic. And traditional benefits — like health insurance and 401(k) matching — won’t cut it alone.

It’s time to think outside the benefits box. In fact, 83% of employers wanted to enhance the overall well-being of their workforce, but only 41% said their current benefit options could make this possible, according to a survey from Willis Towers Watson.

Employees echo this sentiment. In a survey from RogersGray, 40% of employees reported their loyalty to an employer would increase with broader and more customized benefits. An overwhelming 60% of workers said benefits are important to their job satisfaction, according to a study by Morning Consult commissioned by Paycom.

Since employers and employees agree about benefits, pinning down the right offerings should be easy, right? Wrong. Often, finding what employees really want takes an unconventional approach.

By exploring uncommon benefits, like the 10 in this guide, you’ll find new ways to attract, retain and empower great employees. We’ll explore offerings like:

  • family-forming benefits, which include expanded parental leave policies and coverage for fertility medications, in vitro fertilization and more
  • charitable involvement, which empowers employees to support philanthropic causes, both monetarily and through volunteering
  • professional development, which helps employees upskill and advance their careers outside basic job training
  • local discounts, which allow employees to recharge their batteries or live easier while supporting neighboring businesses
  • financial wellness programs, which help improve employees’ quality of life with useful tools and resources
  • and many more

Download the Guide





About our Sponsor, Paycom:

Paycom provides transformative HR and payroll software for the entire employee life cycle. A single, easy-to-use software empowers employees to access, manage and update their own HR data — from benefits and PTO to direct deposit and everything in between — all under the same digital roof. The transfer of responsibility from HR to employee increases accuracy, security and compliance; improves the overall employee experience, thus boosting retention levels; and frees HR to focus on driving greater business value.