The Most Unusual Benefits

Pam Morton • February 14, 2025

The Most Unusual Benefits

So, your company wants to differentiate itself from the pack. That’s smart, but how do you craft a benefits package that establishes your business as a destination place of employment?

It all comes down to showing that you are supportive of your employees. You can’t put a price tag on that, and it will appeal to those in search of somewhere to work.


Ultimately, a one-size-fits-all approach to benefits is no longer sustainable. It may have worked in years prior, but nowadays it’s important to recognize that you are hiring people from all types of backgrounds, from a wide array of cultures and from a range of age groups.



As a result, your benefits package should be as adaptable and diverse as your staff members.


What benefits are at the forefront of employees’ minds?

From pharmacy benefits to personal time for nonwork-related responsibilities, many employees are eager for accessible and affordable benefits that make them feel like you see them as people.


Before the pandemic, perks such as free lunches, fitness centers and Ping-Pong tables were appealing in their own way. However, today’s distributed workforce demands benefits that actually improve their lives on a grander scale. It’s become normal to expect more innovation when it comes to the benefits that are offered, and this change in the tides will influence how much people believe your company cares about its employees.


Your company can do something about the frustration that many workers experience as a result of sub-par benefits. In turn, you will draw more attention from candidates in search of a company that understands how to support its workforce.


Benefit ideas that your employees will actually appreciate

Here are a handful of ways you can effectively express your appreciation for your employees in the modern workplace:


Financial planning and advice

Financial planning goes beyond just offering a 401(k). It can also help employees manage debt, budget for everyday expenses and save for larger purchases. This type of program can have a significantly beneficial impact on your employees, especially because financial stress is known to affect people immensely.


Financial stressors not only negatively impact work performance but also hurt the physical health, mental well-being and interpersonal relationships of your employees. When you offer finance-related advice and educational opportunities on topics such as home buying and identity theft protection, you can empower your employees to make informed decisions.


Additionally, student debt is a growing concern for many. However, with a financial planning program, you can assist your employees by helping them manage their own debt or preventing them from falling into more debt while trying to get out of their current situation.


Professional development budgets

A professional development budget, such as an education stipend, is another way to show that you are committed to your employees’ growth. This type of stipend has the power to pay for an array of educational opportunities, such as online courses, in-house training, mentorship programs or attending industry events. You can also support employees who want to obtain English as a Second Language certification, earn their high school diploma or pursue an advanced degree.


Mental health perks

Mental health perks are a great way to support your workforce. Examples include offering extra vacation days, extending the weekend to three days and providing time off for birthdays and half-days throughout the summer.


Consider adding therapy sessions, mindfulness apps and meditation classes to the mix. You can also extend your employee assistance program to include counseling for anxiety, grief, trauma or substance abuse, among other difficulties that your employees may face.


Healthy meal deliveries and fitness app subscriptions

An amazing way to encourage your employees to maintain peak physical health is by equipping them with subscriptions for healthy meal delivery services, coupons for local fitness classes, or reimbursements for physical activity and wellness programs.


Providing personal training at gyms or supporting family-planning options, such as fertility treatments and adoption assistance, are other ways to show that you care about the holistic well-being of those who work for you.


Solid opportunities for families

As a way of supporting those employees who are also parents, why not offer a childcare allowance? Flexible work arrangements and on-site childcare options can also make a big difference for parents who work for your company.


Access to help for remote and hybrid employees

For remote and hybrid employees, lack of socialization is a common issue. Creating interactive spaces, such as Slack channels, virtual game nights or annual trips for team bonding purposes, can help bridge that gap. Telehealth and on-demand apps for stress management are also valuable resources.


Voluntary benefits

Voluntary benefits, such as pet insurance, long-term care insurance and discounts, can give your employees the flexibility they need to choose what matters most to them while opting out of benefits that may not apply to their lives.


Addressing gaps that have existed in previous benefits packages, such as fertility support, student debt assistance and paternity leave, can make your company’s benefits appear more well-rounded. Attention to these opportunities for improvement can also serve as a way of showcasing your support for your employees as people, not just workers.


From self-improvement and career mobilization to tuition reimbursement and certifications, there are many ways to demonstrate that you believe in advancing and developing the careers of your employees. Just remember: The more you can contribute to your employees’ sense of fulfillment, the better.


By Pam Morton April 1, 2026
When people sign up for a new health insurance plan—whether it’s an employer-sponsored plan or one purchased through the Affordable Care Act (ACA) exchange—they are often confused about when coverage starts, what services are covered, and how much they will need to share in the cost of care. The Kaiser Family Foundation recently compiled a list of seven takeaways from stories about people who ended up paying large out-of-pocket expenses for medical care. Reviewing these tips can help health plan enrollees better understand their coverage and avoid unexpected financial surprises. 1. Most insurance coverage doesn’t start immediately Many new plans include waiting periods, so it’s important to maintain continuous coverage until your new plan takes effect. Usually, health insurance starts on the first of the month and ends on the last day of the month. There are special circumstances when someone loses job-based health coverage. In that case, they may elect COBRA or purchase a plan through the ACA marketplace. With COBRA, once payment is made, coverage applies retroactively—even for care received while someone was temporarily uninsured. Losing employer coverage qualifies someone for an ACA Special Enrollment Period , which generally allows them to enroll in a Marketplace plan up to 60 days before or 60 days after their employer coverage ends. If someone enrolls before their job-based coverage ends, their new plan can usually begin right away and help prevent a gap in coverage. If someone enrolls after their job-based coverage ends, Marketplace coverage usually begins on the first day of the month after enrollment, so they could experience a short coverage gap before the new plan starts. 2. Check coverage before checking in Some health plans include restrictions that may not be obvious at first. These restrictions can affect coverage for services such as contraception, immunizations, and cancer screenings. Before receiving care, enrollees should contact their insurance company (or for job-based insurance, their human resources or retiree benefits office) to confirm coverage. Ask whether there are exclusions for the care you need, whether there are limits per day or per policy period, and what out-of-pocket costs you should expect. 3. “Covered” doesn’t always mean insurance will pay right away It’s important to read the fine print about network gap exceptions, prior authorizations, and other insurance approvals. These requirements may apply only to certain doctors, services, or dates. In addition, even if a service is covered, the insurance company may not pay for it until you have met your deductible or other cost-sharing requirements. 4. Get estimates for non-emergency procedures Before scheduling a non-emergency procedure, patients may be able to compare prices among different providers. Request written estimates whenever possible. If the cost seems too high, it may be possible to negotiate the price before receiving care, or find an alternate provider. 5. Location matters The cost of care can vary significantly depending on where services are performed. For example, if blood work is required, ask your doctor to send the order to an in-network lab. Sometimes a doctor’s office affiliated with a hospital system will automatically send samples to a hospital lab, which may result in higher charges if the lab is out of network. 6. When hospitalized, contact the billing office early If you or a loved one is admitted to the hospital, speaking with a billing representative early in the process can help prevent confusion later. Consider asking questions such as: Has the patient been fully admitted, or are they under observation status? Has the care been classified as “medically necessary”? If a transfer to another facility is recommended, is the ambulance service in-network—or can one be selected? 7. Ask for a discount Medical charges are often higher than the rates insurers typically pay, and providers frequently expect some level of negotiation. Patients may also be able to negotiate their own bills. In addition, uninsured or underinsured patients may qualify for self-pay discounts or financial assistance programs such as charity care. If you need assistance with your health insurance in California, contact Benefits By Design Insurance Services in San Diego. www.benefitsbydesignca.com or email admin@benefitsbydesignca.com.
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