Building Better Benefits: 3 Benefits Employers Should Consider Offering
Outside of a basic, barebones benefits package, there are plenty of specialized benefits that employees not only appreciate, but have come to expect. Whether you’re considering updating your employees’ benefits package because of COVID — or simply because an update is overdue — there are plenty of great options to choose from.
Below are three benefits we particularly encourage, and the reasons we think they are so important, especially in the current climate.
As the shelter-in-place saga continues, parents who work remotely are struggling more than ever to balance their work life, their parental duties, and their children’s education. Whether their kids are too young for school, telecommuting, or dealing with the stress of navigating school in-person, parents need more support than ever, and that’s where their employers can throw them a bone.
Many big companies have realized this: that’s why companies like Amazon and Netflix have added child care as a benefit during COVID-19. While services like Care.com are popular, however, we strongly encourage a more flexible approach — after all, childcare, like any other benefit, is rarely one size fits all. Instead, offering a diversity of benefits — for example, providing a stipend for online classes, or childcare support — will no doubt be appreciated by your staff.
2. Home Office Allowance
As we’ve discussed in previous posts, there’s a good chance your employees weren’t set up to work from home full-time prior to these past six months. With that in mind, it’s not a bad idea to reimburse them for some basic home office costs, or to offer them a stipend to spend on their work-from-home space.
Not only is it a nice gesture — after all, they probably miss the carefully-curated comforts of your office — it’s also a productivity booster, and sets them up well to telecommute in the long-term, if that’s part of your company vision. With industry giants like Facebook and Twitter making it easier than ever for their employees to work from home indefinitely, it’s certainly worth a thought.
3. Digital Wellness
Last (but far from least) on our list is digital wellness services. There’s no denying that the last six months have been hard on all of us, from fear around the pandemic to the abrupt transition to remote work. Plenty of companies have upped their digital wellness offerings since the start of the pandemic, but it’s important to remember — like with childcare, there is no one size fits all solution.
While resources like Headspace can be genuinely helpful, they may not work for every employee, especially those contending with more serious mental health issues. Additionally, if you offer an FSA to your employees, make sure they know which mental health resources are FSA eligible, even if you don’t offer them specifically.
Want to learn more about how you can give your employees access to better, easier to understand benefits? Reach out to us at firstname.lastname@example.org.