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Gone are the days when a ping-pong table and free kombucha could win over top talent. Today’s workforce demands more, and smart employers are responding.

These days, organizations are exploring innovative ways to remain competitive in the race for talent. To attract and retain in-demand candidates, companies are going beyond the basics, reimagining employee benefits to prioritize well-being, career growth, and financial stability.

A thoughtfully curated benefits package can be a game changer, helping your organization stand out and making your job offers hard to refuse. Beyond boosting morale, strategic perks can reduce turnover and reinforce a positive workplace culture.

Here are some of the most buzzworthy benefits that could set your organization apart. Consider incorporating them in time for the next open enrollment period to give your workforce a meaningful boost — and to put your retention worries at ease.

1. Paid caregiver leave

For many employees, caregiving responsibilities — whether for children, aging parents, or sometimes both — can feel like an additional full-time job. 

According to AARP, 67% of family caregivers report struggling to balance their professional duties with caregiving demands, and 27% have had to reduce their work hours or shift to part-time employment to manage these responsibilities. The financial strain is also significant: A recent survey from Voya Financial found that 49% of caregivers say their responsibilities have greatly impacted their ability to prepare for retirement.

To ease this burden and keep employees engaged in the workforce, more companies are offering paid caregiver leave. A study by the advisory firm WTW found that 25% of the 517 employers surveyed already provide this benefit, with another 22% planning to introduce it within the next two years. 

Citigroup, for instance, recently announced that its U.S.-based employees can take up to two weeks of paid leave each year to care for immediate family members. AT&T offers a similar benefit to managers, providing 15 days of paid leave to care for loved ones without having to use PTO or sick days. These types of benefits not only help employees manage caregiving responsibilities but also enhance employer brand and reduce attrition — a win-win for the workforce and the organization.

2. Postpartum care

In recent years, the number of employers offering fertility and adoption benefits has surged, as more companies strive to provide comprehensive and innovative family-building support to attract and retain critical talent. According to a report from the International Foundation of Employee Benefit Plans, 42% of U.S. employers now offer fertility coverage, up from 30% in 2020.

So, what’s next in the world of family-focused benefits? Postpartum care.

Forward-thinking employers are recognizing the need to support new parents during the crucial return-to-work phase, especially since 42% of new moms have contemplated leaving their job once they had children, according to a recent survey by Moms First. 

Companies like Amazon, Microsoft, and L’Oréal have partnered with Maven, a reproductive and family-health benefits platform, to provide new parents with resources including lactation consultants, infant sleep coaches, mental health services, and even complimentary breast milk shipping. Carrot Fertility, another benefits platform, also offers extensive postpartum services, including access to postpartum doulas, who can provide invaluable support as parents adjust to life with a newborn.

3. Pet PTO

Nearly one in five U.S. households (a whopping 23 million!) adopted a pet during the pandemic, according to the ASPCA. As pet ownership surged, companies have stepped up to address the growing demand for pet-related benefits. In fact, 36% of large employers (those with more than 500 workers) now offer pet insurance, up from 22% in 2017, as reported by Mercer.

Pet care benefits have evolved into strategic tools for improving employee retention and engagement, as many pet owners view their pets as beloved family members. According to research from Wag!, 49% of Baby Boomers consider their pets as their “fur babies” (while 34% of Gen Zers describe their pets as their “best friends,” which is so Gen Z). 

Since nearly 64% of pet owners report that paid time off for pet emergencies would significantly influence their choice of employer, some companies are going beyond the basics. They now offer “pawternity” leave — paid time off to bond with or care for a new pet — alongside other benefits like pet bereavement leave and pet-friendly offices. By offering these thoughtful perks, companies demonstrate an understanding of the significant role pets play in employees’ lives and speak (or bark or meow) volumes about the company’s culture.

4. Divorce assistance

Divorce is one of the most stressful events in a person’s life, with ripple effects that disrupt nearly every aspect of daily life — including work. Recognizing this impact, a growing number of companies are stepping up to support employees navigating the upheaval of divorce.

Recent statistics underscore just how common and disruptive divorce can be: According to the CDC, around 1.5 million people in the U.S. go through a divorce each year, and approximately 35% of working-age adults will experience a divorce at some point. Research shows that employees dealing with divorce face diminished focus and productivity at work, which can affect both individual and organizational performance.

To help alleviate some of the stress, employers are introducing divorce-assistance benefits like paid time off or flexible work schedules, allowing employees to attend meetings or court proceedings. Additionally, some companies are offering mental health and emotional support resources, such as access to therapists or specialized support groups, as well as subsidized legal services and practical resources like divorce coaching and coparenting services.

Providing these benefits demonstrates a company’s commitment to holistic employee well-being, and it’s a strategic move that can lead to improved morale, higher engagement, and loyalty among staff, as well as reduced absenteeism and attrition.

5. Menopause care

The statistics are staggering: Menopause costs U.S. companies an estimated $1.8 billion in lost working time annually, according to research from the Mayo Clinic. So why is “menopause” still a NSFW word?

Nearly 50 million U.S. women over the age of 35  — many at the peak of their careers — experience menopause symptoms, which can persist for a decade or longer. In the Mayo Clinic study, 15% of women reported missing work or reducing their hours because of menopause-related challenges. Additionally, a U.K. survey found that 14% of women were planning to quit their job due to the impact of menopause, and nearly a quarter were considering leaving their positions altogether.

Despite how prevalent menopause is in the workplace, many women feel unsupported. Elektra Health’s Menopause in the Workplace report reveals that 40% of women feel their menopausal health and wellness is overlooked by their employer. 

Women are essential to the workforce, and forward-thinking companies like WeightWatchers and Genentech are leading the way by prioritizing women’s health at every stage of life. Offering menopause-specific benefits — such as flexible work arrangements, expanded sick leave policies, menopause education for managers, and access to specialized healthcare providers — not only supports employee well-being but can also boost retention and positively impact the company’s bottom line.

Final thoughts: There’s a benefit to change

As the workplace evolves, so do the benefits that matter most to employees. The trends outlined here are more than just perks — they are strategic investments in the well-being, engagement, and retention of your employees. By carefully integrating these benefits into your workplace, you’re not only fostering a supportive culture but also positioning your organization as a leader in attracting top talent.

Now is the time to evaluate your benefits package and consider how you can meet the diverse needs of your employees. Whether you’re introducing paid caregiver leave, pet PTO, or menopause-specific benefits, offering new employee-centric benefits can create a lasting impact on your organization’s success.

Ready to lead the way? Start exploring these benefits options and transform your workplace into one that champions employee well-being at every stage of life.

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