{"id":1087848,"date":"2025-12-15T10:36:35","date_gmt":"2025-12-15T16:36:35","guid":{"rendered":"https:\/\/runahr.com\/?p=1087848"},"modified":"2026-02-24T10:13:22","modified_gmt":"2026-02-24T16:13:22","slug":"perks","status":"publish","type":"post","link":"https:\/\/runahr.com\/en\/recursos\/human-resources\/perks\/","title":{"rendered":"Perks: How to choose them? What makes them different?"},"content":{"rendered":"

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\u2019t just feel-good\u2014they leave a mark. And that\u2019s exactly what good perks are supposed to do.\u00a0<\/span><\/p>\n

They\u2019re not just small bonuses or little corporate gestures. Real perks show your company actually sees you, not just the role you play.<\/span><\/p>\n

What are perks?<\/b><\/h2>\n

Perks ain\u2019t the same as benefits. Benefits are like your standard healthcare or retirement stuff, perks go beyond. They\u2019re more like, \u201cHey, we get it. Life is bigger than work.\u201d These can look like mental health stipends, pet insurance, remote office kits, or coworking credits. They help people feel like actual people, not just <\/span>payroll<\/span><\/a> numbers.<\/span><\/p>\n

It\u2019s kinda like the difference between a required<\/span> 401k<\/span><\/a> match and your boss remembering you have a dog and giving you \u201c<\/span>paternity leave<\/span><\/a>.\u201d Both matter, but only one actually hits you in the feels.<\/span><\/p>\n

How do perks work in the workplace?<\/b><\/h2>\n

Perks sit in this chill space between must-have benefits and company culture vibes. Usually it\u2019s<\/span> HR<\/span><\/a> who organizes this, offering programs like half-day Fridays, book budgets, or flexible hours through internal portals or monthly stipends.\u00a0<\/span><\/p>\n

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<\/span> attrition<\/span><\/a>.<\/span><\/p>\n

Why do perks even exist?<\/b><\/h2>\n

Perks show care. Like actual, \u201cwe want you to be happy here\u201d type of care. A flexible schedule says, \u201cwe trust you.\u201d A wellness credit says, \u201cyour mental health matters too.\u201d\u00a0<\/span><\/p>\n

And those signals go a long way\u2014especially 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<\/span> burnout<\/span><\/a>.<\/span><\/p>\n

Who can use perks?<\/b><\/h2>\n

Everyone. From full-time leads to freelancers. A good perk program doesn\u2019t 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.\u00a0<\/span><\/p>\n

Even contractors can be looped in if the policies are made to include them. The idea is to scale with kindness, not exclusion.<\/span><\/p>\n

Benefits vs. perks: What\u2019s the difference?<\/b><\/h2>\n

The benefits are essentials: health insurance,<\/span> salary<\/span><\/a>, <\/span>Federal Unemployment Tax Act (FUTA)<\/span><\/a> taxes, etc. Perks are the thoughtful extras: therapy credits, half-day Fridays. Think of benefits as what you legally owe employees.\u00a0<\/span><\/p>\n

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<\/span> 1099 form<\/span><\/a> they never asked for.<\/span><\/p>\n

Why are perks important?<\/b><\/h2>\n

When done right, perks aren\u2019t just little side gifts, they create measurable change in how people feel and work. That\u2019s why smart companies don\u2019t cheap out. Here\u2019s what perks can do for your organization:<\/span><\/p>\n