Speaker, Author, Professor, HR & Leadership Thought Partner
The careful process of benefits administration and selection has become increasingly complex over the years.
As employers compete to attract top talent, the stakes and creativity necessary, have reached new heights.
Traditional benefits such as health coverage and retirement plans remain core elements, but progressive organizations are adding bold perks to address modern needs: four-day workweeks with no pay cuts, AI-driven mental health tools, and family-support benefits like on-site childcare.
So, who’s leading the charge?
We analyzed workforce demands, emerging trends, and employer innovations to spotlight the companies with the best benefits in 2025.
Conventional wisdom in the corporate world suggests that workers will always prioritize higher pay. Despite what many might think, employees don’t always chase bigger salaries.
In fact, a Forbes survey found that the second most common reason employees leave is dissatisfaction with their benefits. As many as 26% of the employees surveyed listed better benefits as their reason for quitting.
Hence, the important question for leaders and HR teams is: which benefits matter most to employees in 2025?
Instead of flashy benefits like ping pong tables or nap rooms, employees consistently prioritize essential benefits, especially healthcare.
Health insurance remains the most in-demand benefit, with 67% of employees and 68% of employers ranking it as the top priority.
Similarly, another survey shows that health insurance is most often mentioned (72%) as a top benefit when deciding whether to stay at a current job or leave.
However, as healthcare costs continue to rise in 2025, employees want more from their health plans. Affordability, convenience, and easy access are key, and many employers include options like telehealth, diverse provider networks, and mental health support.
Today, work-life balance in the workplace isn’t just about having a set number of vacation days or remote work opportunities.
Instead, work-life balance is a broad category that includes policies, initiatives, or flexible benefits that help prevent worker stress and burnout.
Some examples of these benefits include:
Companies with the best benefits recognize that work-life balance isn’t one-size-fits-all. Therefore, they usually offer a mix of flexible options for different employee needs, whether it’s remote work, mental health support, or family-friendly policies.
Overall, when companies prioritize these initiatives, they can retain their employees and, at the same time, create a healthier, more engaged workforce.
Bank of America‘s “2024 Workplace Benefits Report” affirms this notion, with 66% of employees citing a healthy work-life balance as the top reason for staying with their employer.
With the rising cost of living, it should come as no surprise that financial security is a top priority on the mind for most workers.
The latest figures show that around 30% of American households are living paycheck-to-paycheck, and over 61% are worried they will not have enough money for retirement.
Even more concerning is the fact that over the past six to twelve months, most employees have made no changes to their retirement or healthcare savings.
During these inflationary times, there is evidently a growing and urgent need for employers to prioritize financial benefits in their compensation packages. Even beyond this, companies must support employees in a holistic way that addresses all their concerns, from the immediate financial crisis all the way to retirement.
Aside from the traditional 401(k) match, companies with the best benefits are introducing employer-sponsored emergency savings funds, student loan assistance, debt management, and budgeting programs.
Some even assist with work-related expenses by giving stipends for work equipment, helping with transportation costs by providing commuter benefits, or even subsidizing meals at work.
In recent years, forward-thinking companies have introduced various family-centered benefits to support workers at different life stages and signal that care for employees extends beyond the office.
Childcare support, on-site daycare, and emergency backup care are just some of the ways employers attempt to ease the financial and logistical burdens on working parents.
With some companies offering six months or more, extended paid parental leave is now a key differentiator in attracting talent. Newer perks like fertility benefits, lactation pods, and adolescent mental health resources have also gained traction.
According to Ovia Health’s “Future of Family-Friendly Benefits” survey, 77% of employees say having a family-friendly workplace is extremely important.
However, only 58% feel their company is a good place to work during pregnancy or as a new parent, and just 53% feel genuinely supported by their employer.
As workplace expectations evolve, many employers recognize that family-focused benefits are more than just perks, but a business necessity.
Research suggests that companies that prioritize employee and family support have greater innovation and revenue growth rates 5.5 times higher than their competitors.
Companies of all sizes and industries are taking different approaches to shaping their benefits packages, but one thing is clear—staying ahead means offering perks that genuinely matter to employees.
When it comes to employee benefits, tech giants like Google, Netflix, and Microsoft have rightfully earned the title of “companies with the best benefits.”
Alongside their generous salaries, these companies often set the benchmark with modern perks like expansive parental leave policies, mental health resources, and even sabbaticals for long-term employees.
For example, Google has a “death benefit” that provides 50% of a deceased employee’s salary to their spouse or partner for a decade, alongside full tuition coverage for children.
In addition, Google provides up to 18 weeks of paid parental leave and covers fertility treatments. Netflix takes it a step further with its policy of unlimited parental leave during the first year of a child’s life.
In a similar move, Microsoft ditched its 3-weeks-a-year vacation policy and replaced it with a new “Discretionary Time Off” (DTO) policy, which gives employees unlimited time off.
Silicon Valley’s tech leaders don’t just set the bar; they raise it and shape workplace expectations across industries.
Mid-sized businesses occupy a unique space in the corporate world.
They’re bigger than regular, family-run shops but don’t have the deep pockets of multinational corporations. With more resources than a small business yet fewer than a tech giant, they must strike a balance when shaping their employee benefits.
For recruiters, this usually means there’s enough budget to go beyond the basics but not consistently enough to compete with the extravagant perks offered by tech titans.
As a result, mid-sized companies must be strategic and focus on benefits that matter most to employees. One popular approach is offering flexible and voluntary benefits, giving employees the freedom to select benefits that best fit their needs.
For example, in the healthcare sector, Maven Clinic supports employees with adoption assistance, generous parental leave, and perks like flexible spending accounts, as well as continuing education stipends.
Even industries steeped in tradition are evolving to meet today’s workforce demands.
Starbucks made headlines by extending healthcare and tuition coverage to part-time workers, while Johnson & Johnson offers backup childcare and money coaching.
Similarly, Bank of America now provides $5,250 annually for education costs and twenty-six weeks of parental leave.
These companies blend tradition and stability with forward-thinking perks, proving that modern benefits, like financial wellness programs or hybrid work models, can bridge generational gaps and keep employees engaged.
Here are some of the notable companies with the best benefits for employees:
As we look ahead to the future, the evolution of workplace benefits isn’t just about having an extensive catalog of perks. Instead, it’s about acknowledging people’s potential, strengthening their capabilities, and supporting them through all stages of their lives.
Whether through innovative health programs, financial wellness solutions, or childcare support, the most impactful benefits will be those that align with organizational purpose and employee needs.
As HR thought leader and expert Dave Ulrich puts it:
There is a reason why the companies with the best benefits consistently attract and retain top talent—because they recognize that benefits are not just perks but strategic investments in human potential.
Senior Content Writer at Shortlister
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