How Can Non-Traditional Employee Benefits Help My Company?

Depending on your unique company policies, a variety of benefits might be available to offer to your team. Traditionally, benefits have included access to healthcare coverage, other forms of insurance, 401(k) plans, transportation reimbursements, and more. But many companies are exploring non-traditional approaches, ones that are considered outside-the-box employee benefits.

These can include education benefits that offer access to learning and development opportunities. Research has shown that learning can benefit employees by giving them more fulfillment from their job. According to LinkedIn’s 2024 Workplace Learning Report, 8 in 10 people say learning adds purpose to their work.

Meanwhile, education benefits, particularly in the form of tuition assistance, can be an effective way for a company to contribute to its own success: a survey by Strategic Education, Inc. found that 90% of business leaders agree that their organization views tuition assistance benefits as an investment in its people.

Having access to benefits means that an employee is receiving more than just a salary from their job. Benefits can take the form of financial and wellness support. They can also address an employee’s career goals while providing pathways to achieving them. And, no matter how trends in employee benefits change, several types of benefits remain consistently in demand.

This is because employees have a lot to consider when they choose to apply for and accept a job offer as well as later if they decide to remain at their company. Many employees are interested in not just the work itself but what kinds of benefits are offered alongside it.

Benefits act as a kind of signal that a company cares about one’s well-being and development. Benefits are also an added perk of a job, and because different companies offer different benefits packages, employees can ask themselves “what else am I getting out of this career?” as they weigh their options. As the job market evolves, it’s important for employees to remain competitive as they apply to various companies.

"But it's also important for employers to remain competitive among those who are applying for jobs—to position themselves as places that support the development of their people"

In the past few years, interest in education benefits in particular has grown to the point at which many employees expect to receive access to them. According to a 2024 consumer survey, 91% of U.S.-based full-time employees believe employers should invest in employees’ continued education. The expectation that employers should be investing in employees’ continued education has grown 8 percentage points in the last 2 years, up from 83% in 2022 and 87% in 2023.

“Employee benefits” is a blanket term that includes many kinds of programs offered by a company. Whether it’s traditional or non-traditional benefits, employers have a lot of decisions to make in terms of what they offer their workers. Each type of benefit should be considered as a company puts together its package of offerings—making sure that what they offer is in line with what’s offered by similar companies, assists with their employees’ goals, and meets their employees’ expectations.

In the current job market, several types of benefits can be offered. Here are some of the most popular:

Health insurance coverage. Depending on the policy, health insurance can help employees and their families afford medical costs accrued during times of illness or unexpected injury. Policies can also cover dental, vision, and other types of care. Because health insurance is one of the most helpful and popular benefits, many employees expect to receive some kind of coverage through their employer.

Health insurance can also provide preventive care in the form of check-ups, screenings and wellness programs—all of which can help keep employees healthy and make informed lifestyle choices.

Life insurance policies. Access to life insurance can be helpful for employees as they think about their long-term goals and financial legacy. Often, a life insurance policy covers a years’ worth of salary. Employees can also opt for a larger amount of coverage/a bigger sum, but these selections can include more cost to the employee. As with most benefits, it’s important for employees to consult with their families, consider their options, and make as informed a choice as possible.

Retirement savings accounts. Access to 401(k) accounts and other means of saving for the future are popular benefits. They help employees plan for their retirement. They can also give peace of mind that the work an employee is engaged in now will support their ongoing needs into the future. 401(k) plans offer some tax advantages, as contributions to a traditional 401(k) are made with pre-tax dollars, reducing taxable income in the year of the contribution.

Typically, 401(k) plans include employer matching contributions, which can boost an employee’s overall savings within the plan. Matching contributions are, generally speaking, for a percentage of what the employee is contributing, but they can nonetheless boost the amount of money being saved overall. Between contributions and the potential for compound growth, it’s not surprising that 401(k) plans are often a standard benefit that employees expect to receive.

Paid time off and paid sick time. Paid time off, or PTO, can cover vacation time, mental health days, times when the employee or family members are sick, and other essential needs. When an employee uses PTO, they are technically not working but are paid nonetheless. This benefit can be very helpful as it means the employee has financial support at times when they need to focus on things outside of work.

PTO can also help employees find a better work-life balance, as it allows them to take time off to recharge. Doing so can help stave off burnout and improve overall well-being. This aspect of PTO makes it a useful benefit for the organization as well as its employees as a well-rested and focused team can be a more productive one.

Career development opportunities. Companies can also offer their team training and development programs. These can include workshops, courses, and online learning platforms designed to help employees advance their capabilities. Employers can also create mentorship programs, which can pair employees with others at the company to pass on institutional knowledge and advice and act as a support network for the employee at different stages of their career.

Employers can also offer career pathing services. Career pathing is a formal approach to an employee’s growth within the company. It can include regular check ins with one’s manager, creating maps that plan for incremental and specific growth areas, and identifying what learning opportunities the employee can take advantage of in order to be ready for their next role within the company. Career pathing focuses on cause and effect, letting the employee know what the expectations are for their current (and potential future) roles.

A non-traditional benefit is one that goes beyond standard benefits such as health insurance, 401K or other savings accounts, and paid time off. These benefits are a way for companies to show their support for other aspects of their employees’ lives. For example, when a company provides tuition assistance or other education benefits, it’s showing its commitment to its team’s development goals.

Other non-traditional benefits can cover childcare, commuting expenses, or other costs that are associated with an employee’s life outside of the office.

As companies weigh what offerings can be most effective in supporting their employees, it’s important to look at unique job benefits. Some of these may include:

Parental leave. This gives employees the ability to take time off to care for newly born or adopted children.

Remote workdays. Having the flexibility to work from home can give employees more agency over their workday, which for some can translate to greater productivity.

Employee assistance programs. These programs can provide access to mental health counselors, legal advice, or other professional services.

Pet insurance. When an employee has insurance for their pet, they’re able to decrease medical bills that may pop up in the future.

Employee recognition. Recognizing employees and their successes can be a great way to build a culture of achievement.

Summer Fridays. Giving employees a full or half day off during the summer can be a great way to bolster enthusiasm.

Financial literacy programs. These programs can help employees by giving them the skills to build and maintain wealth over the course of their career. 

Fitness classes. Access to fitness options can help employees enjoy a healthier lifestyle.

Given the variety of options available, it’s important for organizations to figure out what package of benefits will best help their employees. From traditional to non-traditional, there are many to choose from. And each organization has specific needs and a specific group of employees, so a benefits package that’s useful for one company may not be as useful for another. Because of this, companies will need to offer their own unique benefits package.

Unique benefits meaning: benefits that a company offers that are different than what other companies offer. When a company asks “how can we better support our employees’ needs and ambitions?” they begin the process of reimagining what form their benefits package might take. It can be a complicated process but generally leads to positive outcomes within the organization.

The number and types of benefits offered have only grown over the past few years. They go beyond traditional offerings like health insurance and access to 401(k) accounts. Today, employers are taking a creative approach, often offering unique benefits that resonate with employees. They include but are not limited to:

Stipends for home office setups. This can be especially helpful for remote workers who need a desk and other supplies for their home office environment. With stipends, workers don’t have to spend their own money on computers, monitors, chairs, printers, etc. as they customize their workspace for maximum comfort and efficiency.

Pet-friendly policies. This can be a great way to create a positive work environment where employees are encouraged to bring their dog, cat, or other pets into the office. Having pets onsite can decrease stress and foster an easygoing culture within the company.

Travel perks. Some companies offer discounts on personal travel—including flights and lodging—or offer support for remote work in other cities and countries. Like other benefits, travel perks can give employees a sense that their company understands the value of relaxation.

Career development benefits. According to the Society for Human Resources Management (SHRM), 65% of employers thought that professional career development benefits were important now compared to 37% in 2020/2021 and 51% prior to the pandemic.* Since interest in career development benefits is growing, it’s important that companies consider what their options are and look for ways to include them in their benefits package.

When a company strategizes about what benefits to offer employees, it’s important to gauge interest in specific options. Because there are so many benefits to choose from, making this a two-way dialogue is particularly important. Leaders should reach out to their team members and ask what they’re most interested in and how benefits can help them achieve their professional and personal goals.

By making this effort a conversation, companies can ensure that they’re pairing valued benefits with employees who want—and often expect—the most. 

Employer-covered healthcare. 67% of employees and 68% of employers believe this to be the most important benefit.

Life insurance. 45% of employees and 43% of employers named this a top benefit.

Pension and retirement plans. 34% of employees and 34% of employers agree that planning for the future is vital.

Given these results, it’s clear that employees value the support made available through healthcare plans, life insurance policies, and pension and retirement plans. Each are designed in some way to lessen the financial burden a worker may have to face at various points in their life, including during times of sickness or as they prepare for retirement.

When an employer offers these benefits, they can present themselves as a company who also cares about their teams’ financial well-being. Beyond this list, alternative employee benefits can be offered to round out the overall package. As employers seek out new ways to support their employees, offering education benefits should be at the top of the list of options.

Education benefits can be one of the most impactful non-traditional benefits for employees. They stand out among other unique employee benefits examples because they offer support for employees’ current and future goals. And their popularity is growing: SHRM reports that the number of employers who felt professional development benefits were important to offer grew to 65% in 2022.*
_{*SHRM 2022 Employee Benefits Survey}

No longer considered to be unconventional benefits that only a handful of companies offer their people, education benefits, and the learning and development opportunities they provide, are now offered by companies across industries. According to LinkedIn’s 2024 Workplace Learning Report, 9 out of 10 global executives plan to either increase or keep steady their investment in L&D this year, including upskilling and reskilling.

When it’s not possible to offer employees a raise, there are still a lot of benefits you can provide for your team. All of them can help with the goal of making employees feel supported and that their needs are taken into consideration. In general, this can be achieved by creating a more welcoming work environment. More specifically, this can include employers providing the following for their teams:

Professional development opportunities. These can grow employees’ skills, making them ready to take on more responsibilities in their current roles as well as their next role within the company. Opportunities can be offered as part of an education benefits package that includes access to workshops, courses, or certifications to help employees grow their skills. It can also include tuition reimbursement for academic degrees, courses, skill-building programs, and other educational opportunities.

Tuition reimbursement can be particularly helpful: a 2022 Amazon and Workplace Intelligence survey revealed a disconnect between what employees value and what employers provide. While a little over half of employees have access to benefits like tuition assistance (51%), cross-training programs (55%), and networking opportunities (55%), the vast majority (over 80%) consider these benefits to be crucial.

Wellness programs. These programs go beyond healthcare insurance and can offer gym memberships, wellness apps, onsite fitness classes (for workers who are not remote), and more. The goal is to provide support for employees in as many ways as possible. This can also include providing access to counseling services or offering mental health days—both can support workers’ emotional well-being and increase their resilience, especially if their work is highly stressful. Wellness can also take the form of offering healthy snacks in the breakroom or other common areas or designating a conference room as a “meditation” space for those who would benefit from a little downtime during the workday.

Workplace perks. Employers looking to support their employees beyond additional salary or pay can take steps to make the office a more inviting place to work. Employers can consider a more casual dress code, letting workers feel more comfortable while working. Also, the office environment itself can be improved by offering better furniture, refreshed décor, expanded food and beverages, or other options.

Employers can also organize social events, whether it’s company outings, team-building activities, or regular social events. These can help foster a sense of community, particularly for workers who are readjusting to in-person work after a period of working remotely.

Childcare assistance. Employees who have children often need help with childcare. Because daycare can be expensive, many find it difficult to find daycare that fits their budget and schedule. Some employers have a solution for this: onsite daycare options. With onsite daycare, parents don’t need to worry about their kids while they work. As with other benefits, providing childcare is a way for companies to show that they support the overall well-being of their employees.

Non-traditional employee benefits can assist with your organization’s goals while supporting the needs, interests, and ambitions of your workers. For many companies, this can involve offering education benefits to help with learning and development goals.

To streamline the process, organizations can partner with companies such as Workforce Edge. Workforce Edge can help you manage your education benefits, maximize spend, and raise awareness of what’s available within your teams. Workforce Edge also provides a comprehensive benefits management platform for employees—helping them connect with the programs and savings that best meet their interests.