By Katie Merritt, Senior Research and Data Manager, Robert HalfA 6-figure offer can get someone’s attention—but in 2026, it’s the perks and benefits that close the deal. Professionals are choosing employers whose offerings align with their values, lifestyles and long-term goals. Whether it’s hybrid work options, comprehensive family-care programs or robust retirement plans, the best packages speak to the person, not just the position.For employers, this means rethinking incentives as a core part of your talent strategy—not an afterthought. Top workplaces are blending financial security with lifestyle-friendly offerings. These investments send a clear message: We value our people, and we’re committed to helping them thrive inside and outside of work.In this guide, we explore the perks and benefits redefining the workplace in 2026, the gaps employers need to close, and the offerings most likely to sway career decisions. Whether you’re designing a total compensation package or weighing a job offer, these insights will help you zero in on what truly matters.
Not all incentives carry the same weight. The 2026 Salary Guide From Robert Half shows that certain perks and benefits are so enticing that some employees would be willing to switch jobs for them—even without an increase in base pay. Here’s what tops the list.Financial incentives (bonuses, stock options)Work-life balance and remote work options (paid time off, hybrid work, nontraditional work hours)Retirement planning (401(k), employer-matched plans)Health and wellness offerings (extended health coverage)Family and caregiving benefits (childcare assistance, paternity leave, in vitro fertilization (IVF))On-site perks (fitness center, commuter benefits, meals)Why this matters to employers: These are the premiere perks and benefits employees want, based on data from the guide. Prioritizing these incentives can attract and retain top talent, reduce turnover, and increase employee engagement. Why this matters to job seekers: Understanding perks and benefits is important when evaluating job offers. A comprehensive compensation package offers a competitive salary and additional financial and non-financial rewards.
Beyond the basics: Surprising perks and benefits that stand out in 2026
The most valued incentives go far beyond free snacks and discount programs. The following trends, based on survey data collected from more than 2,000 workers and over 500 HR managers for the 2026 Salary Guide, highlight the perks and benefits employees prioritize most and the strategies employers are adopting to stay competitive.Family and Caregiving Benefits
Family-focused benefits like in vitro fertilization (IVF) coverage, surrogacy, adoption assistance, eldercare and paid paternity leave are increasingly valued by employees but still under-offered by employers. Companies expanding these incentives can stand out, showing a commitment to inclusivity and long-term employee support.Work-Life Balance: Remote and Hybrid Policies
Flexibility remains a top priority for job seekers—and a key retention tool for employers. Our research shows 88% of companies offer hybrid work. Yet, among those, only 25% make it available to all employees.Since flexibility can vary by role, applying it fairly and consistently helps build trust, improve morale and contribute to an employer reputation that attracts and retains talent. With more organizations rolling out return-to-office policies, knowing exactly how a company defines “hybrid” (2, 3 or 4 days a week) and who qualifies can determine whether top talent stays, leaves or accepts an offer in the first place.On-Site Perks: Nice-to-Have, Not Deciders
Catered lunches, on-site gyms, upgraded ergonomic workstations—these perks can make those days in the office more pleasant, but they rarely sway a candidate’s decision. While our data shows that 50% of companies offer free or subsidized meals and many offer fitness centers to employees who work in the office, only 20% of professionals would change jobs for on-site perks.These perks work best as complements to a flexible work model—not replacements for it. If you’re asking employees to return on site, pair these perks with a clear reason for being there—like team collaboration or hands-on training. This will help ensure the in-office experience feels worth the commute.
Retirement Planning: Now An Expected Benefit
Competitive retirement plans—401(k), Roth options and clear employer match programs—are now standard expectations. Companies should highlight match formulas, vesting schedules, auto-enrollment and, if available, profit sharing, to attract and keep skilled talent. Job seekers should compare match percentages, vesting timelines and access to financial planning resources when weighing offers, since these can significantly shape long-term financial security.
How company size shapes benefits strategy
Understanding patterns can help employers refine their total compensation packages to compete for top talent and help job seekers identify organizations that align with their priorities.
Small Companies (10-99 employees)
Small businesses often operate with more limited budgets but can stand out with flexible work policies and employee-friendly perks. They also may be more likely to offer free or subsidized meals and more hybrid and remote options. However, they’re often less likely to provide dental insurance, commuter benefits or referral bonuses. Why it matters for employers: Offering flexibility can be a cost-effective way to compete for talent. Small businesses with limited compensation budgets typically have fewer levers to pull when attracting and negotiating with skilled candidates. With a quarter of new jobs offering some amount of remote work and the rising acceptance of employees working nontraditional hours, small companies can attract and win over top candidates by offering these perks. Why it matters for job seekers: If flexibility is a top priority, small businesses may be a good option. But be sure to review health and financial benefits carefully, as some may be less comprehensive than those at larger firms.
Midsize Companies (100-999 employees)
Midsize companies tend to pair competitive benefits with selective flexibility. They’re more likely than average to offer commuter benefits and host in-person professional development trainings. While perks and benefits at midsize organizations often align with overall market averages, the way flexibility is managed tends to vary.Instead of relying on standardized, company-wide policies, hybrid work and scheduling decisions are frequently handled on a case-by-case basis. This can create uncertainty and perceptions of inequity if departments within the same company implement remote work differently. By establishing transparent, organization-wide guidelines for flexible work, employers can clarify what flexibility looks like for different roles, why those distinctions exist and how policies are applied consistently. Clear communication helps employees feel that expectations are fair, even when flexibility varies. Why it matters for employers: There is opportunity here to mature and formalize flexible work programs. Consistency builds trust, aligns flexibility with job responsibilities and helps position your organization as an employer of choice. Selective policies may work now but standardizing them could attract and retain a wider talent pool.Why it matters for job seekers: Midsize companies can offer a balance of perks, benefits and growth opportunities, but offerings may vary by department or role. Ask how flexibility and other perks are applied across the organization to avoid surprises after you’re hired.
Large Companies (1000+ employees)
Large employers lead in health and family benefits. They’re more likely to offer on-site childcare, pretax health programs and paid paternity leave. Yet, they are the least likely to offer nontraditional work hours.Why it matters for employers: Comprehensive incentives can be a powerful draw. But rigid schedules may drive away talent seeking work-life balance. Evaluating how to incorporate more flexible options could improve retention.Why it matters for job seekers: Large companies often deliver the most comprehensive health and family perks and benefits, which can be valuable for long-term security. However, flexibility may be limited, so consider whether the benefits outweigh potential scheduling constraints.
Variations by industry
Our data also shows the type of perks and benefits vary significantly across industries, shaping how organizations compete for talent and how workers evaluate opportunities. Understanding these trends can help employers target incentives that resonate most and help job seekers identify sectors that align with their needs.Business and Professional Services
Employees here are highly interested in financial incentives and work-life balance perks, yet they’re also the least swayed to switch employers because of specific incentives. These offerings may contribute to greater loyalty among employees but could also signal that they may expect higher compensation or more personalized perks in exchange for their commitment and performance. Employers that pair competitive compensation with personalized incentives can strengthen retention.
Financial Services
Employees in this sector places the strongest emphasis on financial benefits, with employers leading in commuter benefits, signing bonuses and hybrid work options for staff. The focus on financial security makes this industry a top choice for candidates prioritizing stability and long-term planning.
Healthcare
Healthcare employers are less likely to offer flexible work arrangements, as many roles in the field require employees to be on-site. Instead, they distinguish themselves with stronger benefit packages, particularly in dental and vision coverage, which support overall employee health and well-being.Public Administration/Government
Workers in this sector closely mirror those in the business and professional services industry, prioritizing financial benefits and the ability to work remotely. Employers in this sector stand out for providing hybrid work to all employees and robust eldercare and childcare support. Overall, these offerings align with the stability and community focus many candidates seek in public sector roles.
Technology
Workers in tech place the highest value on work-life balance compared to other industries, and employers respond with generous leave policies, enhanced family benefits, and well-equipped offices featuring fitness centers and ergonomic workstations. These perks and benefits reinforce flexibility and lifestyle appeal.
Why employee perks and benefits matter in 2026
In 2026, incentives aren’t just nice extras—they’re strategic advantages in a competitive hiring market. Employers that invest in caregiving support, workplace flexibility and retirement programs stand out and keep their best people longer. For job seekers, the smartest moves happen when you look beyond base salary and focus on incentives that reflect your values, lifestyle and long-term goals. And when perks and benefits speak to the person—not just the position—employers staff roles faster, retain top talent and create workplaces where people want to join, stay and thrive. That’s something all employers and job seekers want. Follow Katie Merritt on LinkedIn.
