Employee benefits affect our personal lives, so it comes as no surprise that they weigh heavily on the minds of job seekers. In fact, our Benefits and Perks in the Workplace study revealed that benefits not only have the power to drive employees away, but can help attract new talent, too. However, employee preferences are evolving, so it’s a good idea to to review your benefits package and ensure it’s aligned with the latest workplace trends. https://randstad.us/2szeUSV

1. the 2018 benefits and perks in the
workplace study
how employee benefits
packages impact your
business.

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of the more than 700 workers
surveyed, less than half (39%)
said they were satisfied with
the employee benefits
their companies offer.

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as a result, employees are leaving.
42% of employees said they are
considering leaving their jobs because
of inadequate benefits packages.
55% said they have left jobs in the
past because they received better
benefits elsewhere.

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in such a tight labor market,
can you afford to lose
employees due to an
inadequate benefits offering?
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what about the role
of benefits
in attracting
new talent?

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employee benefits are a top consideration for job seekers.
willing to accept a lower salary
if a company had a great
benefits package
a strong benefits and perks
package is the most significant
factor in determining whether
to accept a job offer
66%
61%
0% 20% 40% 60% 80% 100%
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what benefits do employees really want?
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33%
26%
23%
22%
18%
15%
#1: onsite amenities to maximize time-in-office.
What are some of the most
highly rated perks that
employees would like to
see in the workplace?
early Friday
releases
flexibility
and remote
working
options
onsite
amenities
such as gyms
and dry
cleaning
unlimited
vacation
time
stocked food
pantries or
in-office food
courts
onsite
childcare

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#2: investment in their future.
employees who said
they wished their
organizations offered
401(k) plans,
retirement plans
and/or pension plans
employees who said
their organizations
don’t provide paid
maternity/
paternity leave
34%
19%
18%
employees who said
their organizations
don’t offer life
insurance

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94%
31%
35%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
#3: packages that enhance quality of life.
said they would like to see
their employers update their
benefits packages in ways
that meaningfully impact
their quality of life
said that their companies’
benefits and perks have
enhanced their overall physical
and mental well-being
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
responded that their
companies’ benefits packages
did not support their personal
obligations (e.g., around family
life, paying off student loans,
work flexibility, etc.)
94%

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#4: benefits tailored to different life stages.
41% of employees aged 18 to 24 said their
organizations don’t offer employee benefits to help
them pay off student loans.
35% of the same group also said they wished their
employers offered tuition assistance (i.e., programs in
which employers partially or fully subsidize degree
programs).
employees over 50 years of age cited
health insurance as the top benefit they wished their
employers offered.

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#5: greater communication and education.
40% of employees said their employers help them
understand all the benefits that are available through their
health insurance programs.
48% said they know about or take advantage of all the
corporate perks offered by their employers.
32% said their employers communicated to them the
monetary value of their employee benefits packages when
they were hired.

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“With the rise of the agile workforce and
flexible work arrangements, the lines
between ‘home’ and ‘work’ are increasingly
blurred. But what’s telling is that, although
employees clearly express a desire for
more freedom over where and how they
work, when they are in the office, they
take that time very seriously. That’s why
onsite amenities that make the workplace
as comfortable and convenient as possible
are still so attractive.”
Jim Link, Chief Human Resources Officer,
Randstad North America
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key takeaways.
Customize benefits based on
employees’ generational preferences
and personal needs.
Listen carefully to what employees
say about your company’s benefits
and perks during performance
reviews and exit interviews and
make adjustments when possible.
Provide greater education about the
advantages of your company’s
benefits and perks packages.
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survey methodology.
Research findings are based on a survey
conducted by Research Now on behalf of
Randstad US between April 9 - 13. It
included 756 respondents over the age of 18
and a nationally representative sample
balanced by age, gender and region.
Visit Randstad’s workforce360
for additional tips, or contact a local
Randstad consultant.
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