Employee Perks Statistics: The Ultimate List

[2020 Update]

Employee Perks Are Changing

It’s no secret that the work of today is vastly different than the work of decades ago. Prior, the labor market was an employer’s market because there was more than enough skilled talent to go around. If an employer wasn’t meeting their productivity metrics, they were fired and another person was hired in their place.

However, today the roles have shifted and it’s now an employees’ market. Skilled labor is much harder to come by making employees more valuable than ever before.

Companies that are excelling in today’s “war on talent” are finding ways to adapt to the shift in power, and are giving employees what they want, need, and are focusing on employee productivity, happiness, and success.

As you’ll see throughout the statistics below, and are likely already aware of since you’re on a page dedicated to perks statistics, a big avenue to employee happiness and success is through supporting them in meaningful ways, and that includes through a comprehensive perk program.  

Here you will find statistics that showcase how taking employee perks seriously can positively impact your business, in both company culture and ROI.  

Statistics on How Perks Attract Employees

  • 9 out of 10 people (who aren't in HR) agree that the perks which are offered should suit everyone. (Compt, State of Perks 2020)
  • A recent industry study reported that 48% of employees weigh innovative company benefits and perks (such as including availability of snacks and a flexible schedule) in their decision to find their next job. (Snacknation, 2018)
  • The benefits and perks that matter most to employees when accepting a job: 45% said health benefits, 38% said paid time off, 37% said 401(k), 26% said employee perks, and 20% said parental leave. (JustWorks, 2017)
  • ⅓ of American workers would leave their current employer in order to pursue more attractive benefits and perks elsewhere. (Gallup, 2017)
  • When 2,000 individuals were given the option to choose a list of 17 benefits for a lower-paying job to make it comparable to a higher-paying job, 88% of them chose better health, dental, and vision insurance. (HBR, 2017)
  • 48% of job seekers would give at least some consideration between a higher-paying job and a lower paying-job with student loan assistance (44% to a lower-paying job with tuition assistance). (Human Interest, 2017)
  • Over 75% of respondents to the Fractl survey indicated that they would give “some consideration” and “heavy consideration” when choosing between a high-paying job and a lower paying job with more work-from-home options. (Human Interest, 2017)
  • 3 in 5 people (57%) report benefits and perks being among their top considerations before accepting a job. (Glassdoor, 2016) (Click to tweet)
  • 54% of Millennials cite their benefits as a determining factor in deciding where to work. (MetLife, 2013)
  • study by Aflac showed that 59% of employees would consider accepting a job offer that paid less but had a more built-out benefits package. Meaning, higher retention, and recruitment are some of the benefits of having a strong, admirable employer brand. (Aflac, 2013)

employee perks benefits statistics

Increasing Company Investment in Perks

  • 55% of HR professionals and business leaders that don't offer perks say they can't afford it (Compt, State of Perks 2020)
  • More than one-third of organizations (34%) increased benefits offerings in the last 12 months. (SHRM, 2018)
  • The top reasons cited for increasing benefits were to retain employees (72%), to attract new talent (58%) and to respond to employee feedback (54%). (SHRM, 2018)
  • Organizations offering company paid snacks and beverages rose by 12 percentage points over the last five years (to 32%); moreover, company paraphernalia (69%) and annual company outings (67%) increased by seven percentage points since 2014. (SHRM, 2018)
  • More than one-half (56%) of organizations offer company-owned business cell/smartphones for business and personal use, the most popular tech benefit. (SHRM, 2018)
  • 83% of companies have made updates to their perks & benefits within the last 3 years. (Empyrean, 2017) (Click to tweet)

As shown in the graph below, more than 72% of organizations increased their benefits offerings in the last 12 months (SHRM, 2018). You can see a closer look at the effects that had on the companies below.  

Organizations increase benefits in last 12 months
employee retention perks statistics

Employee Satisfaction and Engagement Statistics

  • 91% of C-level executive and vice presidents think their employees are happy with their perks, though nearly a third 31% of their employees said they weren't. (Compt, State of Perks 2020)
  • According to Glassdoor Economic Research, culture and values, career opportunities, and senior leadership are the most important factors leading to employee satisfaction. (Glassdoor, 2017) (Click to tweet)
  • Company performance for those who use benefits as a strategic tool is 58% vs. organizations that did not 34%. (SHRM, 2017)
  • Effectiveness in recruitment for companies using benefits was 19% vs. 8% for those which did not. Lastly, effectiveness in retention for those which used benefits as a strategic tool was 28% vs. 11% for those which did not. (SHRM, 2017)
  • 84% of employees with high benefit satisfaction report high job satisfaction. (Glassdoor, 2017)
  • 37% of millennials and Gen Z employees with access to workplace health benefits feel their plan fully meets their needs. (Sun Life, 2017)
  • Employees with access to workplace wellness programs (63%) and health-care spending accounts (60%) are more likely to be satisfied with their health benefits plan compared to those without those benefits. (Sanofi, 2017)
  • A survey by PricewaterhouseCoopers (PwC) shows that employees who currently are able to work from home at least one day a week are 48% more likely to rate their job a “10” (the highest number) on the happiness scale than their totally on-site counterparts. (PWC, 2016)
  • 59% of employees say that health and wellness benefits are important for increasing loyalty to their employer. (MetLife, 2016)
  • In a recent Gallup poll, 87% of millennials said development is important in a job. When employees, particularly millennials, are satisfied with the programs for career development that are available to them, they are more likely to remain with an employer. (Gallup, 2016)
  • Companies like Google have invested more in employee perks and employee satisfaction has risen 37% as a result. (Warwick, 2015)
  • Employees with strong cultures are able to retain 34% more employees than companies with poor culture. (Entrepreneur, 2014)
  • Companies that are committed to employee perks are 50% more likely to have above-average customer loyalty because of the effect in its employee’s performance. (Incentive Magazine, 2013)

Personalize Your Employee Perks Today.

Ready to increase your employee’s fulfillment at work? Read the Ultimate Guide to Personalized Employee Perks and start offering meaningful perks that your employees want and need.

The Impact of Employee Perks on ROI

  • 95% of C-level executives agreed that offering perks align with their business goals. (Compt, State of Perks 2020)
  • 44% of business leaders agree that it is difficult to measure their perks program's adoption and engagement. (Compt, State of Perks 2020)
  • 45% of business leaders say it is difficult to know whether their perk investment is worth it.  (Compt, State of Perks 2020)
  • Companies that use benefits strategically experience better overall company performance, above-average effectiveness in recruitment, and higher retention than companies who don't: company performance: 58% vs. 34%, effectiveness in recruitment: 19% vs. 8%, and effectiveness in retention: 28% vs. 11%. (SHRM, 2018)
  • When companies invest in corporate responsibility and company culture their turnover reduced 50%, employee productivity increased by up to 13%, and engagement increased by up to 7.5%. (Pope, 2019)
  • 15% of employers have already decided to offer perks for mental and physical health in their benefits package to increase employee engagement. (JustWorks, 2017)
  • An evolving workplace has seen the power shit from cookie-cutter insurance and retirement savings plans to a more tangible subset of service-oriented employee perks, each customized to address an individual employee’s unique everyday needs. (Incentive Magazine, 2013)
  • By using personalized perks that are simple and cost-effective, businesses will reap a higher return on investment (ROI) in the areas of employee engagement, morale, recruitment, and retention. (Incentive Magazine, 2013)
  • Companies that nurture a connection with their employees through employee perks, and build it into their corporate culture, are 44% more likely to have above-average profits than those that do not. (Incentive Magazine, 2013)
  • A Harvard Business Review study found that on average, employers who invested in comprehensive health and wellness initiatives saw a nearly 3-to-1 return in money saved. (Harvard Business Review2010).
employee perks ROI retention recruitment

Employee Perks That Engage Top Talent

  • 58% of employees want customized benefits options from their employers. (MetLife, 2017)
  • 22% of employees polled in a CareerBuilder survey say on-site fitness centers are their most desired office perk. (Snacknation, 2018)
  • A whopping 80% of employees said that some form of continuous learning and professional development ranked from “important” to “very important” to them. (Snacknation, 2018) (Click to tweet)
  • Organizations that increased benefits offerings were most likely to increase health-related (51%), wellness (44%), and employee programs and services (39%) benefits; 32% increased professional and career development perks, and 28% increased leave, family-friendly and flexible working perks. (SHRM, 2018)
  • A Deloitte study of 10,000 people shows that a lack of work flexibility is the most likely reason a millennial would quit their job. (Deloitte, 2018) (Click to tweet)
  • 83% of group benefits providers are providing mental health programs as part of their services to employers, and almost 67% of providers expect to increase their programs and services. (Canadian Institutional Investment Network, 2017)
  • 26% of surveyed employees cited employee perks such as gym memberships and flexible work schedules as important when considering a job offer. (JustWorks, 2017)
  • Organizations are now providing paid time off for vacation (96%), for sickness (81%), for personal leave (33%), and for maternity leave (30%). (SHRM, 2017)
  • 42% of Fractl respondents gave consideration to a lower paying offering paid maternity or paternity leave. (Human Interest, 2017)
  • Employees seek diverse benefit experiences that meets their needs (58%), adapts to new family structures (47%), and supports extended careers (43%). (MetLife, 2016)
  • In Glassdoor’s poll, 30% of respondents valued a work-from-home feature more than a pay raise. Many employers are catching up on this common request from employees. (Glassdoor, 2015)
  • 19% and 18% of respondents to the Glassdoor poll valued employee development programs and tuition reimbursement, respectively, more than a pay raise. (Glassdoor, 2015)
  • 54% and growing of the full-time workforce now has access to wellness programs of some sort, whether they be smoking cessation programs, weight loss training, or gym subsidies. (NCS, 2014)

Read expert knowledge on strategies to increase employee perks participation rate below.

employee perks benefits work flexibility

"The Expensive Gap" -- What employees want and what they receive

  • A preponderance of respondents to Glassdoor’s survey indicated that they valued vacation or paid time off over a salary rise. (Snacknation, 2018)
  • Even though it ranks as the sixth most important perk, paid maternity and paternity leave is another big miss for companies. (Snacknation, 2018)
  • Employees are asking for more personalized, agile, and holistic rewards, including a focus on fair and open pay. Only 8% report that their rewards program is 'very effective' at creating a personalized, flexible solution. (Deloitte, 2018)
  • 52% of hiring managers cited talent shortages as the key driver to adopting a more flexible workforce. (Upwork, 2018)
  • 57% of organizations lack remote work policies. (Upwork, 2018)
  • 66% of employees said paid parental leave is important, where only 13% of employers actually offer paid parental leave. (JustWorks, 2017)
  • Only 65% of employees are satisfied with their company’s ways to deliver compensation. (SHRM, 2016) (Click to tweet)
  • According to a study from Barclays, 6 out of 10 employees state that a comprehensive benefits package is essential when considering a job offer. Yet 85% felt their benefits package failed to provide the support and flexibility required to meet current and future financial obligations. (Glassdoor, 2016)
  • 27% of employees who seek award merchandise or gift cards incentives receive such recognition. (Incentive Magazine, 2013)
employee compensation dissatisfaction perks statistics

How Employers Are Adapting to Employees Needs

  • 77% of companies agree that new rewards programs are ‘very important’ or ‘important’ as a human capital trend, only 37% report being ‘very ready’ or ‘ready’ to meet expectations. (Deloitte, 2018)
  • 84% of companies agree that well-being initiatives are "very important" or important" as a human capital trend, however, only 49% of companies report being "ready" or "very ready" to meet expectations. (Deloitte, 2018)
  • 86% of employees value "flexible scheduling" and rate it "highly valuable" or "valuable," 50% of organizations offer flexible scheduling programs. (Deloitte, 2018)
  • 70% of employees value "telecommuting" and rate it "highly valuable" or "valuable," however, only 27% of organizations offer flexible scheduling programs. (Deloitte, 2018)
  • 67% of employees value "reimbursements for well-being expenses" and rate it "highly valuable" or "valuable," however, only 26% of organizations offer flexible scheduling programs. (Deloitte, 2018)
  • 53% of employees value "back-up daycare" and rate it "highly valuable" or "valuable," however, only 8% of organizations offer flexible scheduling programs. (Deloitte, 2018)
  • 70% of Forbes Global 2000 companies will use benefits to boost engagement, retention and revenues. (Forbes, 2018) (Click to tweet)

employee perks flexible schedules statistics

Examples of Innovative Employee Perks

  • Outdoor adventure company REI offers their staff $300 grants to put towards an outdoor pursuit of their dreams. (REI, 2018)
  • Social media platform Ideapod offers each of its employees access to a Shaman (Shamanism is a healing practice that aims to connect people to nature and their inner truth). (Ideapod, 2018)
  • Reebok encourages employees to reach their personal fitness goals by providing the employee perk of an on-site gym with Crossfit classes. (Glassdoor, 2017)
  • American Express parental leave policy offers up to five months of fully-paid leave for both mothers and fathers. Birthing mothers generally receive an additional 6 to 8 weeks under salary continuation for medical leave. Parents are also given access to a 24-hour lactation consultant, and mothers traveling for business can ship their breast milk home for free. (Glassdoor, 2017)
  • Amazon offers two programs for new parents: Leave Share, which allows employees to share paid leave with their partner if the partner’s company does not offer paid leave, and Ramp Back, which gives new moms more control over easing back into work. All perks are available for corporate, customer service and fulfillment center employees. (CNBC, 2017)
  • Goldman Sachs supports its employees by offering coverage for gender reassignment surgery, a benefit the company has offered since 2008. (Glassdoor, 2017) (Click to tweet)
  • Facebook provides healthcare coverage and free housing for interns. (Glassdoor, 2017)
  • Starbucks provides full tuition reimbursement for its employees, covering an online bachelor’s degree program through Arizona State University. (Glassdoor, 2017)
  • Eventbrite helps keep employees healthy by offering a monthly $60 wellness stipend, which can be used on everything from gym dues to juice cleanses.
  • Whole Foods Market offers a 20% store discount to all employees, including full-time and part-time employees. (Glassdoor, 2017)
  • In-N-Out employees can treat themselves to a free Double-Double burger and fries during each shift. (Glassdoor, 2017)
  • Deloitte offers two sabbatical programs: an unpaid one-month sabbatical that can be taken for any reason, and a three- to six-month sabbatical that can be taken to pursue personal or professional growth opportunities with 40% pay. (Glassdoor, 2017)
  • Gap Inc. (and all of its brands) provides free access to the San Francisco Museum of Modern Art to corporate employees. (Glassdoor, 2017)
  • Microsoft offers an annual $800 “StayFit” reimbursement program to help cover the cost of gym memberships and fitness programs. (Glassdoor, 2017)
  • Insurance company Swiss Re’s “Own the Way You Work” program encourages employees to embrace flexibility with their schedules and work remotely. (Glassdoor, 2017)
  • Airbnb achieved #1 Best Places to Work, overtaking Google, by fostering mission-driven culture and giving its employees great perks and benefits, including a $2,000 travel stipend per year. (Fast Company, 2015)
  • USAA offers a strong 401k program with an 8 percent matching policy. According to SHRM, the average company in the U.S. matches 6 percent. (Glassdoor, 2017)
  • Southwest offers all employees and their dependents access to Clear Skies, an employee assistance program that provides confidential counseling, work/life services, and legal consultations. (Glassdoor, 2017)
  • Genentech offers unique on-site amenities, including car washes, haircuts, child care center, mobile spa and dentist. (Glassdoor, 2017)
  • Timberland employees can take up to 40 hours of paid time off per year to volunteer. (Glassdoor, 2017)
  • Netflix announced that it added unlimited employee maternity and paternity leave for the first year after a child’s birth or adoption. (Glassdoor, 2017)
  • Perks are an integral part of Zappo’s everyday culture. They include access to free lunches and vending machines, and reduced prices on gourmet coffee, as well as reimbursement for endurance events and a membership to Weight Watchers. (Incentive Magazine, 2013)

Read to uncover the 7 steps to create your ideal perk program.

Want more research on employee perks?

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