Glossary Terms

Glossary of Human Resources Management and Employee Benefit Terms

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Employee Perks

Employee perks are non-wage benefits offered to staff beyond their regular salaries. These can range from health and wellness benefits to exclusive discounts and experiences. Well-structured employee perks programs help businesses attract talent, boost morale, and improve retention—especially in competitive sectors.

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What are employee perks?

Employee perks are additional benefits provided by employers that go beyond standard salary and benefits packages. They are designed to enhance the overall work experience and show appreciation for employees as individuals. Unlike traditional benefits, which often include health insurance, retirement plans, and paid time off, perks are typically non-wage offerings that aim to improve employee satisfaction and engagement.

What are the types of employee perks?

Employee perks can be categorized into various types, each designed to enhance the work experience and promote employee well-being. Here are some common types of employee perks:

Health and wellness perks: These include gym memberships, wellness programs, mental health days, and access to fitness classes. Such perks aim to promote physical and mental well-being among employees.

Work-life balance perks: Flexible working hours, remote work options, and unlimited vacation days fall under this category. These perks help employees manage their personal and professional lives more effectively.

Professional development perks: Employers may offer tuition reimbursement, training programs, and opportunities for career advancement. These perks encourage continuous learning and skill development.

Lifestyle perks: This includes benefits like free snacks and drinks, company-sponsored events, and casual dress codes. Such perks create a more enjoyable and relaxed work environment.

Financial perks: These can include bonuses, stock options, and retirement planning assistance. Financial perks help employees feel more secure and valued within the company.

Recognition and rewards: Programs that recognize employee achievements, such as employee of the month awards or performance bonuses, can boost morale and motivation.

What are the best employee perks?

The best employee perks are those that align with employee needs and company culture. Customization and flexibility often make perks more valuable.

Health insurance and wellness programs
Flexible work schedules or remote work options
Mental health resources and therapy support
Learning and development stipends
Childcare support or parental leave
Free meals or transportation allowances
Pet-friendly workplace policies

What is an employee perks program?

An employee perks program is a structured plan through which a company provides various non-monetary benefits to employees. These programs enhance the employee experience and promote a supportive work environment.

Can be managed in-house or through third-party platforms
Offers curated perks to meet diverse employee needs
Often comes with eligibility criteria and opt-in options
Typically reviewed annually to stay relevant

Why are employee perks important?

Employee perks help create a more engaged, loyal, and productive workforce. They’re not just “nice-to-haves”—they can make or break retention efforts.

Improve job satisfaction and loyalty
Reduce stress and burnout among employees
Attract top talent in competitive markets
Boost overall workplace morale

What is the difference between traditional and non-traditional employee perks?

Traditional employee perks: Traditional employee perks typically include standard benefits that have been long-established in the workplace. These often encompass: Health Insurance, Retirement Plans, Life and Disability Insurance, Paid Time Off. These benefits are generally expected by employees and are often mandated by law or industry standards. They focus primarily on providing financial security and health coverage, which are crucial for employee well-being.

Non-traditional employee perks: In contrast, non-traditional employee perks are more innovative and tailored to meet the evolving needs and preferences of the workforce. These perks can include: flexible work arrangements, wellness programs, professional development, and lifestyle benefits.

Why do companies offer employee perks?

Companies offer employee perks to support both organizational goals and employee satisfaction. Key reasons include:

Attracting talent: Competitive perks help draw top candidates. A strong benefits package shows the company values its employees.
Retaining employees: Perks boost loyalty. Around 78% of employees are more likely to stay because of a good benefits program.
Boosting morale: Perks like flexible hours and wellness programs improve morale, leading to happier and more motivated teams.
Enhancing productivity: When employees feel supported, they perform better. Happy workers are up to 20% more productive.
Promoting work-life balance: Benefits such as remote work and vacation time reduce burnout and keep employees engaged.
Building positive culture: Meaningful perks create a supportive culture, improve engagement, and strengthen workplace community.

Employee pulse surveys:

These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).

One-on-one meetings:

Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.

eNPS:

eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.

Based on the responses, employees can be placed in three different categories:

Promoters
Employees who have responded positively or agreed.
Detractors
Employees who have reacted negatively or disagreed.
Passives
Employees who have stayed neutral with their responses.

Where can enterprise employee perks be managed effectively?

Enterprise perks are best managed through centralized platforms that offer variety and ease of access. These tools also help HR track engagement.

Use HR tech platforms designed for perks distribution
Partner with vendors offering pre-negotiated corporate discounts
Integrate perks portals with employee intranet
Ensure mobile access for remote teams

Who benefits the most from employee perks schemes?

While all employees enjoy perks, their impact is especially strong on newer employees, working parents, and remote teams.

New hires feel valued early on
Parents benefit from childcare or flexible schedules
Remote workers appreciate virtual wellness and tech allowances
Senior employees may prefer learning or financial planning perks

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When should companies review employee perks programs?

Reviewing perks annually ensures they stay relevant and useful. Changes in workforce demographics or company direction may require earlier updates.

Annually during benefits planning cycles
After mergers, expansions, or policy changes
Post-feedback from employee perks surveys
Following major shifts like remote or hybrid transitions

How can Empuls help in managing employee perks?

Empuls makes it easier to manage perks while improving employee experience. Here’s how:

Centralized management: Offers a single platform to handle wellness programs, meal plans, and other perks.
Customized perks: Tailor perks to suit employee demographics and preferences for better relevance and impact.
Automation: Ensures consistent allocation and reminders, reducing manual effort and errors.
Self-service portal: Lets employees explore, redeem, and track their perks, giving them more control.
Insights and feedback: Provides analytics and feedback tools to track effectiveness and refine offerings.
Cost-efficiency: Optimizes spending by focusing on high-impact perks based on real usage patterns.

Empuls helps align perks with company culture and employee needs, making it easier to attract, motivate, and retain talent.

How to run an employee perks program?

To build a successful perks program, follow these key steps:

Understand employee needs: Use surveys or discussions to learn what perks matter most based on roles and demographics.
Set clear goals: Define what you want to achieve—better retention, higher satisfaction, or talent attraction.
Choose the right perks: Mix traditional and modern benefits like health plans, remote work, and learning opportunities.
Plan your budget: Account for direct and admin costs to prioritize perks within your budget.
Communicate clearly: Use emails, meetings, or newsletters to explain the perks and how to use them.
Launch and monitor: Roll out the program and track its usage. Collect feedback to fine-tune regularly.
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Review and improve: Assess success using engagement scores and retention metrics. Adapt the program to meet changing needs.

How do employers offer perks to employees?

Employers can offer perks directly or through enterprise-wide perks platforms. The process depends on budget, team size, and HR capabilities.

Direct provision (e.g., gym memberships, meal coupons)
Enterprise employee perks platforms like Empuls or Perkbox
Corporate tie-ups for discounts or memberships
Internal HR tools or intranet-based perk catalogs

Explore how Empuls can help your organization