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Think about that one time at work when you were actually surprised in a good way. Maybe the company gave out pizza on a rough Friday, or maybe they dropped a random stipend to help with your art hobby. Those moments aren’t just feel-good—they leave a mark. And that’s exactly what good perks are supposed to do.
They’re not just small bonuses or little corporate gestures. Real perks show your company actually sees you, not just the role you play.
What are perks?
Perks ain’t the same as benefits. Benefits are like your standard healthcare or retirement stuff, perks go beyond. They’re more like, “Hey, we get it. Life is bigger than work.” These can look like mental health stipends, pet insurance, remote office kits, or coworking credits. They help people feel like actual people, not just payroll numbers.
It’s kinda like the difference between a required 401k match and your boss remembering you have a dog and giving you “paternity leave.” Both matter, but only one actually hits you in the feels.
How do perks work in the workplace?
Perks sit in this chill space between must-have benefits and company culture vibes. Usually it’s HR who organizes this, offering programs like half-day Fridays, book budgets, or flexible hours through internal portals or monthly stipends.
When done right, perks are rolled out evenly so everyone feels included, not just senior staff or loud voices. They also help avoid stuff like quiet quitting or even prevent some early attrition.
Why do perks even exist?
Perks show care. Like actual, “we want you to be happy here” type of care. A flexible schedule says, “we trust you.” A wellness credit says, “your mental health matters too.”
And those signals go a long way—especially now, when people want jobs that support their full lives, not just their timecards. With so many burnt-out employees lately, perks can act as small fixes that prevent major burnout.
Who can use perks?
Everyone. From full-time leads to freelancers. A good perk program doesn’t just help employees at the top. Startups may offer flexible hours or coworking credits, while big companies might roll out full paternity leave programs or wellness retreats.
Even contractors can be looped in if the policies are made to include them. The idea is to scale with kindness, not exclusion.
Benefits vs. perks: What’s the difference?
The benefits are essentials: health insurance, salary, Federal Unemployment Tax Act (FUTA) taxes, etc. Perks are the thoughtful extras: therapy credits, half-day Fridays. Think of benefits as what you legally owe employees.
Perks are how you show appreciation and build loyalty. Even if perks might be taxable (depending on what it is), people still appreciate them more than a technical 1099 form they never asked for.
Why are perks important?
When done right, perks aren’t just little side gifts, they create measurable change in how people feel and work. That’s why smart companies don’t cheap out. Here’s what perks can do for your organization:
- Recruit better: A unique perk makes your offer pop in interviews
- Hype people up: Little stuff like coffee cards or therapy apps boost morale
- Keep good talent: Most people don’t quit jobs—they leave toxic vibes. Perks help build the opposite.
- Save money long-term: A $50 perk might have more impact than a 1% raise
How to choose the right perks?
Don’t just copy whatever’s trending on LinkedIn. The right perks reflect your real team’s needs and what your company stands for. The best orgs usually do this:
- Ask first: Use surveys or one-on-ones to find what people actually want
- Align with culture: Remote teams might need travel perks, not free snacks
- Make it last: Don’t roll out something big you can’t keep up
- Peek around: See what others are doing, but don’t feel pressured to match everything
What role does HR play in managing perks?
Perks sound simple, but they’re still part of business structure. Your HR team needs to make sure it’s fair, legal, and actually useful. That means:
- Clear rules and fairness across departments
- Communication, people need to know perks even exist
- Follow-up feedback and updates
- Keeping everything aligned with long-term company goals
New perks that land well, let’s be honest, some perks just hit different now. These ideas are being used by leading U.S. companies to make employees feel more human and supported:
- Mind-care funds: Therapy apps, meditation, or life coaching
- Four-Day Weeks: To avoid overwork and protect mental space
- Pet Perks: Yes, insurance for your dog AND pawternity leave
- Remote Kits: Support home offices or travel when needed
- Family Care: Backup childcare or eldercare funds
Also, to prove that they’re worth it, you can’t just throw money at perks and hope they stick. Good leaders check if their programs work. Here’s how:
- Ask employees what they’re using
- Measure engagement—did a mental health stipend lower burnout?
- Compare costs with retention rates—did fewer folks leave after perks started?
- Check inclusion—are folks on Social Security Disability Insurance (SSDI) or on flexible Paid Time Off (PTO) also benefiting?
At the end of the day, perks aren’t about being flashy. They’re about saying, “You matter.” And when that message lands, everything else—from loyalty to engagement—gets better.
Frequently Asked Questions
Do perks count as part of remuneration or extras?
They’re technically extras, but they still boost your remuneration package. A perk like hobby stipends or pet care doesn’t show up on your base pay—but it adds value. It shows your employer cares beyond just your paycheck.
Can perks be part of a performance improvement plan?
Absolutely. If someone’s on a performance improvement plan, development perks can help them level up. Stuff like extra training time, coaching sessions, or course stipends show the company wants them to succeed.
How do perks tie into salary?
Your salary is your base income. But perks make the workweek better. Even if your pay doesn’t change, a half-day Friday or wellness fund can feel like a real upgrade.
Do perks add to your annual income value?
Kind of. While perks aren’t technically part of your annual income, they save you money. If your company covers therapy, coworking space, or pet insurance, you’re spending less of your own cash—which makes your job offer more valuable overall.
Do perks apply to freelancers or 1099 workers?
Yes, and it’s becoming more common. Even 1099 form contractors are getting things like coworking credits or wellness stipends. It just depends on how inclusive your company policies are.
