The Top Employee Benefits and Perks in Canada – and Why Your Hiring and Retention Plan Should Include Them

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What are employee benefits and perks?
What benefits do Canadian workers want the most?
What benefits do Canadian companies most frequently offer?
What perks do Canadian workers want the most?
What perks do Canadian companies most frequently offer?
Why should companies take employee benefits and perks in Canada seriously?

Even in an employer-friendly job market, the right fit for an open position can be hard to find – and, with their expertise in high demand, easy to lose. It’s little wonder that, according to our research, 92 per cent of Canadian hiring managers recognize 2025 will be a competitive hiring environment, noting that finding skilled talent is already a challenge. A separate survey of 1,800 Canadian hiring managers found that 86 per cent cite retaining top talent as a leading concern.

Fortunately, one of the key incentives cited by professionals looking for a new job is also a key hiring and retention tool for employers – benefits and perks.

What are employee benefits and perks?

The terms “benefits” and “perks” are sometimes used interchangeably, but for our purposes, benefits for employees are generally a form of non-cash compensation that cover basic needs. If not offered by the employer, employees would likely have to fund them on their own.

Perks, meanwhile, are nice-to-have additions to an employee’s salary and benefits package. At Robert Half, we define perks as above-and-beyond offerings that may sway a worker to value one employer over another. Think of them as icing on the cake.

Though salary remains important to Canadian job seekers, motivating 41 per cent to look for a new position, better perks and benefits is a close second, at 31 per cent. When strategically implemented, both can significantly boost a company’s hiring and retention efforts.

For existing staff, providing the perks and benefits they want most helps workers stay happy, and a happy team tends to be more productive and creative — and less likely to send their resumes to your competition. Meanwhile, the right combination of extras can make the difference between a top candidate joining your company’s ranks or passing on your job offer.

Research for the 2025 Canada Salary Guide From Robert Half reveals which employee benefits and perks in Canada are most popular with workers and most frequently offered by employers. Some are tried-and-true, while others have only recently gained mainstream popularity. If you’re hunting for your next opportunity, these lists can act as a guide for what to expect, and what you might have to negotiate for.

Canadian employers, meanwhile, should consider them in a different light. If there are any perks and benefits in either list that you don’t provide, adding them can help attract new candidates while giving your existing workforce a morale boost — and easing your retention worries.

What benefits do Canadian workers want the most?

The top benefits requested by Canadian workers, according to the 2025 Canada Salary Guide From Robert Half, include:

Paid time off: Whether it’s for vacation, illness or bereavement, paid time off (PTO) is highly valued by employees and a great way to combat employee burnout. Two weeks is standard for new hires, but three or more weeks of PTO can be hard for many candidates to pass up.

Retirement savings plans: A retirement savings plan can be an excellent way to attract candidates. Offering to match contributions up to a certain amount is a big plus for workers and can encourage them to stick with your firm.

Extended Health insurance: After salary, this staple benefit is of the utmost importance to many job candidates and their families.

Dental insurance: What’s most important isn’t always the most exciting, as evidenced by dental insurance.

Life insurance and AD&D insurance: Life insurance is important to employees looking to feel some reassurance about protecting themselves and their families in the case of an unexpected illness or accident.

Vision insurance: Glasses, contacts and eye exams can be a costly expense to those who need them, so it’s no surprise that vision insurance lands among the most wanted benefits in our research.

Mental health: With burnout increasingly a source of concern for both Canadian workers and their managers, mental health benefits outside of extended health insurance are an excellent way for Canadian employers to illustrate their commitment to helping staff achieve greater work-life balance.

What benefits do Canadian companies most frequently offer?

The good news is that employee benefits and perks in Canada are usually aligned with the expectations of Canadian workers. According to research for the 2025 Salary Guide by Robert Half, when choosing what benefits and perks to offer most Canadian companies provide a long list of options:

Paid time off: Offered by 95 per cent of Canadian employers

Retirement savings plan: Offered by 94 per cent

Disability insurance: 94 per cent

Employee assistance program: 93 per cent

Leave of absence and sabbaticals: 93 per cent

Life and AD&D insurance: 92 per cent

Extended health insurance: 91 per cent

Mental health benefits: 91 per cent

Pre-tax programs: 89 per cent

Dental insurance: 88 per cent

Vision insurance: 88 per cent

Tuition assistance or reimbursement: 85 per cent

For a detailed breakdown of employee benefits & perks in Canada by company size, check out this page.

Worth noting is that there are occasional gaps based on company size – only 86 per cent of Canadian small businesses offer dental insurance, for example, versus 92 per cent of large. If you’re a small business owner, offering candidates dental insurance can be an enticing proposition that helps you stand out from the crowd.

What perks do Canadian workers want the most?

The top perks requested by Canadian workers, according to the 2025 Canada Salary Guide From Robert Half, include:

Flexible work schedules: Many Canadian workers value being able to choose their own schedule (within reason). This typically means a compressed workweek (e.g., four 10-hour days) or flextime, where employees can choose to work, say, 10 a.m. to 7 p.m. rather than an 9-to-5 schedule. Post-pandemic, with many teams still working remotely, companies are also promoting windowed work where employees break down their workday into non-consecutive chunks of time — 8 a.m. to noon and 4 p.m. to 8 p.m., for example.

Remote work options: Since the COVID-19 pandemic made remote work the norm for many professionals, it remains a valued perk, with many Canadian workers more likely to join or stay with an employer that provides the option.

Wellness perks: Outside of work, many Canadian professionals want to engage in activities that allow them to enjoy long, active healthy lives. It isn’t hard to see why they would value perks that help them maximize that, such as gym memberships or access to financial advice.

Employee discounts: On a similar note, many Canadian workers cite company-exclusive discounts on big-ticket purchases like cars, homes and smartphones among their most-wanted perks.

Remote work business allowance: Canadian employers that offer to reimburse travel costs for work performed in a new location, or even a different country, or similar expense options such as home office equipment, earn goodwill from many Canadian workers.

Paid time off for volunteering — Also known as VTO (volunteer time off), this perk gives employees the opportunity to help others without dipping into their PTO. Offering this perk resonates with many Canadian employees and job seekers, especially those who want to work for a socially responsible company.

Company-subsidized meals or snacks — Organizations that help employees refuel during the workday get a thumbs-up from a sizeable number of Canadian workers. Offering remote workers occasional meal deliveries or stipends for special occasions could be a great way to differentiate yourself from your competitors.

What perks do Canadian companies most frequently offer?

The good news is that employee benefits and perks in Canada are usually aligned with the expectations of Canadian workers. According to the 2025 Canada Salary Guide From Robert Half, when choosing what benefits and perks to offer most Canadian companies provide a long list of options:

Flexible work schedules: Offered by 93 per cent of Canadian employers

Remote work options: Offered by 91 per cent

Wellness perks: 88 per cent

Subsidized meals and snacks: 88 per cent

Remote work business allowances: 87 per cent

Employee discounts: 87 per cent

Unpaid sabbaticals: 87 per cent

Matching gifts program: 85 per cent

Paid time off for volunteering: 84 per cent

For a detailed breakdown of employee benefits & perks in Canada by company size, check out this page.

More so than benefits, there can be substantial gaps between the perks offered based on company size – only 82 per cent of Canadian small businesses offer wellness perks, for example, versus 91 per cent of large. They can also be used to help your company stand out from the competition, as illustrated by more small Canadian businesses offering flexible work schedules than medium or large ones.

With 38 per cent of Canadian professionals considering looking for a new role within the first half of this year, and an additional 39 per cent open to a new role if the right opportunity comes up, there are clear opportunities and incentives for employers to align their hiring and retention strategies with the top employee benefits and perks in Canada – or their workers will find a new employer who does.

Why should Canadian companies take benefits and perks seriously?

In today’s competitive job market, Canadian companies must take benefits and perks seriously to attract and retain top talent. Offering flexible work arrangements not only empowers employees but fosters a culture of trust and productivity. Comprehensive insurance plans and mental health support ensures workers feels valued and secure. Generous paid time off and remote work options allow them to recharge and maintain a healthy work-life balance, ultimately leading to increased job satisfaction. Wellness perks such as gym memberships or mindfulness programs further demonstrate a commitment to employee health and happiness.

Canadian companies shouldn’t consider investments in employee well-being a nice to have, but a strategic imperative. By prioritizing the benefits and perks their workers are looking for, Canadian employers can build the type of environment that not only attracts skilled talent but helps them thrive – ultimately leading to greater organizational success.

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