Two-speed benefits programs: What benefits some employees get and others miss
- Benefits with the highest usage, according to Australian hiring managers: Working from home/hybrid options (43%), flexible work arrangements (34%), and mental health resources/employee assistance (24%)
- Benefits with the lowest usage: Mental health resources/employee assistance (28%), (un)paid sabbaticals/leave of absence (26%), and flexible work arrangements (26%)
- Benefits that are not offered by employers: Childcare allowances (94%), in-house/onsite childcare (93%), and remote working option (beyond working from home) (76%)
Sydney, 18 March 2026 – Australian workplaces are operating in a two-speed benefits economy, where the same benefits can be both widely used and widely unused across companies.
The newly released 2026 Robert Half Salary Guide shows flexible work arrangements and mental health resources sit on both the highest-usage and lowest-usage lists, signalling a growing divide between employees who can fully access these benefits and those who have them on paper but do not use them in practice.
At the same time, many employers have limited offerings of ‘non-traditional’ yet increasingly valued benefits, such as childcare support, life insurance, and extended parental leave.
The perks employees actually use
When it comes to the perks and benefits employees use, there's a strong preference for flexibility, wellbeing support, and professional development, reflecting shifting workplace priorities shaped by post-pandemic expectations and evolving employee needs.
Top 8 benefits used the most by staff include:
Working from home/hybrid options (43%)
Flexible work arrangements (34%)
Mental health resources/employee assistance (24%)
(Paid) internal or external training (22%)
Travel allowance (20%)
Conferences/seminars/workshops (20%)
In-office physical activities (19%)
Mentorship (17%)
The well-intended but rarely used perks
Hybrid working and flexible arrangements may be the most utilised benefits among Australian workers; however, around a quarter (26% and 24% respectively) of employees still aren’t accessing these options. The same goes for mental health resources, which is on the highest usage list (24%) and the lowest (28%).
The perks and benefits that are used the least by staff include:
Mental health resources/employee assistance (28%)
(Un)paid sabbaticals/leave of absence (26%)
Flexible work arrangements (26%)
Travel allowance (25%)
Working from home/hybrid options (24%)
Home office equipment allowance (22%)
In-office physical activities (22%)
Fundraising days (21%)
“Employees are prioritising benefits that give them greater control over their time, wellbeing and long-term career growth,” said Nicole Gorton, Director at Robert Half. “The most used perks and benefits are practical supports that promote long-term work-life balance and foster skills development, signalling a shift in what employees now view as essential rather than flashy extras.”
“While many organisations are investing in a wide range of lifestyle benefits, the relatively low utilisation rates suggest some benefits may be falling short of their intended impact. This raises important questions about accessibility, eligibility, and whether policies are being clearly communicated and applied. As businesses reassess their total rewards strategies, ensuring employees use their benefits is just as critical as offering them in the first place.”
The benefits still missing from most workplaces
Despite growing expectations for more holistic support in the workplace, many employers offer a relatively narrow range of “non-traditional” benefits, particularly those that support families.
Here are the perks and benefits not offered by employers:
Childcare allowances (94%)
In-house/onsite childcare (93%)
Remote working option (beyond working from home) (76%)
Life insurance (separate from superannuation) (62%)
Tuition assistance or reimbursement (61%)
Secondment (59%)
Extended parental leave (55%)
Home office equipment allowance (35%)
“While childcare support is not yet widespread, employers that offer family-focused benefits have a clear opportunity to stand out, strengthen their employer brand, and build a more inclusive workplace for working parents. As employee expectations continue to evolve, offering a well-rounded package that includes family-friendly and lifestyle benefits is becoming a key consideration for attracting and retaining diverse talent,” concludes Gorton.
RobertHalf_perksandbens_Mar2026.pdf
Notes to editors
About the research
The study is developed by Robert Half and was conducted online in October 2025 by an independent research company of 500 finance, accounting, IT and technology, and HR hiring managers. Respondents are drawn from a sample of SMEs as well as large private, publicly-listed, and public sector organisations across Australia. This survey is part of the international workplace survey, a questionnaire about job trends, talent management, and trends in the workplace.
About Robert Half
Robert Half is the global, specialised talent solutions provider that helps employers find their next great hire and jobseekers uncover their next opportunity. Robert Half offers both contract and permanent placement services, and is the parent company of Protiviti, a global consulting firm. Robert Half Australia has offices in Brisbane, Melbourne, Melbourne South-East, Perth, and Sydney. More information on roberthalf.com/au.
For more information
Courtney Fletcher
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