Many employees count on accessing affordable health insurance through their employers. They also turn to employers for benefits to save for retirement. Employers might offer a source of disability income and life insurance. But are these the only benefits employees look for from their employers?

Numerous studies and surveys have asked employees what additional benefits they value most. Here are some of the most commonly sought in rough order of desirability:

Paid family leave.

Remote or flexible work options.

Career development and training.

Leave of absence or sabbatical.

Gym membership or onsite fitness center.

Onsite daycare.

Assistance with student loan repayment.

A Family and Medical Leave Insurance (FAMLI) program has been enacted in Colorado. So paid family leave is now available to many employees, although often not those in the smallest companies.

The COVID-19 pandemic and related restrictions forced most employers to allow, or even mandate, remote work for most or all employees. Now, many employers require employees to return to onsite work. However, the remote working experience opened new opportunities and created new experiences. Many employees are reluctant or even unwilling to return the office full-time. For these employees, a valuable benefit and retention tool is flexible work options. Flexible options might include two or three days onsite and the other days working remotely or working four 10-hour days or
80 hours in nine days rather than 10 days.

Training has always been a sought-after benefit — never more so than with the rapid pace of change in technology. Providing onsite or remote training offers a simple way to keep employees current in their fields and cross-train them for other areas.

Employees sometimes need or want a break that’s longer than a vacation, but less permanent than quitting. The option for a 90- to 180-day unpaid leave of absence could be desirable. You might choose to continue health insurance benefits — ask your benefits or insurance advisor — but don’t usually pay these employees while they’re on leave. You retain future access to the employee and their skills. If necessary, you could hire a temporary replacement for the employee. You might also use an on-the-job training program to prepare another employee to take over during the leave of absence.

Many gyms offer group rates — 10 or more people from the same company or organization, for example. Employers can arrange these discounts for their employees. Taking this benefit further, you might pay part or all of the gym membership. Or you could set aside a room for employees — and maybe their families — with fitness equipment and free weights.

Now that many employees are returning at least part-time to the office or jobsite, daycare for their children has once again become an issue. Providing onsite facilities, perhaps in concert with other employers in the area, is highly valued by some employees.

Student loan repayment is a huge expense and problem for many employees, not just younger ones. Assistance with these payments is another desirable benefit, particularly since the proposed loan forgiveness plan is being fought over in the courts.

In short, there are many secondary benefits you could consider offering employees. The cost is usually modest and manageable, the expense could be deductible — ask your tax advisor — and knowing you care and value them is a great way to increase employee recruitment and retention.