Employee Perks Statistics: The Ultimate List

[Last updated 9/21/2020]

Employee Perks Are Changing

We're living in the largest shift in "how we work" in our generation. Perks that worked before COVID are now a thing of the past. Employers and employees are searching for more support from their organizations to help them shift their families, communities, and lives to the new normal.

Statistics, data & trends on perks & benefits

COVID-Related Statistics

Statistics on How Perks Attract and Retain Employees

  • 69% of employees say having a wider array of benefits would increase loyalty to their employer (Metlife Employee Benefit Trends Study, 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)
  • In a study conducted by Unum, 41% of workers said they’re likely to look for a new job with better benefits. This number is even higher among Millennials (57%) and Gen Zers (65%). (Unum, 2019)
  • According to Glassdoor’s Employment Confidence Survey, about 60% of people report that benefits and perks are a major factor in considering whether to accept a job offer. The survey also found that 80% of employees would choose additional benefits over a pay raise. (Glassdoor, 2018)
  • When asked which factors were most important when choosing a new job, nearly half of U.S. workers and job seekers (48%) cited attractive benefits and perks (e.g., gym memberships, paid time off, etc.). Other factors included easy commute (47%), salaries (46%), good work-life balance (43%) and the flexibility to work from home (41%), while company culture (35%), the company’s financial performance (26%) and familiarity with the brand (23%) came in slightly lower. (Glassdoor, 2018)
  • In a study conducted by Randstad, almost all employees surveyed (94%) want their employers to ensure the benefits offered have a meaningful impact on their quality of life, like paying off student loan debt and offering more flexible work arrangements. (Randstad, 2018)
  • A survey conducted by daVinci payments found that 70% of the respondents would stay at their job for another year if given rewards amounting to only $150 over one year. Sixty percent of respondents would choose a $750 prepaid card over a four-day all-inclusive vacation, and 75% prefer prepaid amounts that can be spent anywhere rather than rewards for retail or online merchants or reward catalog choices. (daVinci Payments, 2019)
  • 70% of respondents said they would stay at their job for another year if given extra rewards or perks amounting to only $150 over one year. (WorldatWork and Maritz Motivation, 2019)
  • 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)

Employee Satisfaction and Engagement Statistics

  • 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)
  • 61% of employees say having access to emerging benefits would reduce their stress, 53% said it would improve their financial wellness, 52% said it would make them more loyal to their employer, 49% it would make them more interested in working for a company, and 49% said it would help them be more successful in both work and life  (Metlife Employee Benefit Trends Study, 2020)
  • 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)
  • A survey conducted by Gallup found that businesses with a highly engaged workforce saw 17% increase in employee productivity and a 41% decrease in absenteeism. (Gallup, 2019)

Increasing Company Investment in Perks

  • 73% of employers have mental wellness offerings of some sort, such as stress management (Robert Half, 2019)
  • 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)
  • 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)
  • In an employee wellbeing study conducted by Gallup, only 24% of workers participate in wellness programs at their companies -- and just 12% say they help wellbeing -- which would be improved by holding people accountable for their own self-defined wellbeing. (Gallup, 2020)

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.  

Benefit Offerings to Retain Talent Graph

Top Trend: Personalizing Perks

Learn How to Personalize Your 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)
  • In a recent survey conducted by Buck, employers saw direct savings from voluntary benefits and perks through attraction/retention (62%), behavior change (45%), increased participation in cost-favorable plans (30%), reduced premiums on employer-paid benefits (20%), and reduced health and welfare consulting (15%), administration (12%) or communications costs (10%). (Buck, 2020)
  • 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)
  • 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)

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)

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

  • 4 in 10 employees say their employer is not currently offering benefits or programs that help (Metlife Employee Benefit Trends Study, 2020)
  • An April 2020 survey found that 70 percent of gig workers were not satisfied with the support they received from their employers during the pandemic (Deloitte Returning to Work in the Future of Work, 2020)
  • 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)
  • Highly rated perks that workers want to see more of in the workplace are: early Friday releases (33%); flexibility and remote working (26%); onsite lifestyle amenities, like gyms and dry cleaning (23%); unlimited vacation time (22%); in-office meal options, like communal snacks or food courts (18%); and onsite childcare (15%). (Randstad, 2018)
  • A survey conducted by Gallup found that only 24% of workers participate in wellness programs at their companies -- and just 12% say they help wellbeing -- but it could be improved by holding people accountable for their own self-defined wellbeing. (Gallup, 2020)

In a survey conducted by Zoro, paid time off, insurances, and retirement programs were the most common benefits employees were offered, while a variety of both voluntary and fringe benefits had the highest percentages for benefits employees don't have, but want. 

Job Benefits Employees Want Graphic

Employee Perks That Engage Top Talent

  • 70% of US employees say they're at least somewhat likely to leave their current company and accept an offer with a new company that's known for investing in employee learning and development. (Harris Poll, 2019)
  • 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)
  • A study conducted by FlexJobs found 80% of respondents would be more loyal to their employers if they had flexible work options (up from 75% in 2018). (FlexJobs, 2019)
  • 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)

[Read strategies to increase employee perks participations.]

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Confusion around perks & benefits

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