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, 71 per cent of Canadian hiring managers worry about keeping up with compensation expectations through 2026. Salary is not the only factor candidates weigh when evaluating job offers, and the total compensation package can be a true differentiator. Our research shows, 46 per cent of hiring managers predict adding new benefits and perks will be most effective for recruiting skilled candidates in 2026.
Top Employee Perks and Benefits in Canada & Why You Need Them:
Access the Canada Salary GuideThe 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, the right perks and benefits can be the tipping point when deciding between job offers. 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 2026 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, whether a small business or large corporation, 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 perks or benefits do Canadian workers want the most?
The top benefits, perks or incentives requested by Canadian workers, according to the 2026 Canada Salary Guide From Robert Half, include:Work-life balance (e.g., hybrid work): Providing employees with flexible work arrangements, such as hybrid or remote work options and flexible scheduling. This benefit is essential for modern job seekers, significantly boosting job satisfaction and retention.Financial benefits (e.g., bonuses): Monetary incentives beyond base salary, which can include annual, performance, or sign-on bonuses, as well as profit-sharing or stock options. These benefits directly reward employee dedication and success, serving as a powerful tool for recruiting top talent and driving high performance.Retirement benefits: Company-sponsored programs designed to help employees save for the future, most commonly through matching contributions to a Registered Retirement Savings Plan (RRSP) or a Defined Contribution Plan. Offering to match contributions up to a certain amount is a big plus for workers and can encourage them to stick with your firm.Health and wellness programs: Initiatives focused on promoting the physical and mental well-being of the workforce. This can range from comprehensive extended health, dental, and vision insurance to gym membership subsidies, mental health resources, and wellness challenges. These programs are highly valued, reducing health-related costs and improving overall employee productivity and morale.
What perks or benefits do Canadian companies most frequently offer?
According to research for the 2026 Canada Salary Guide From Robert Half, these incentives are widely offered by many employers and represent the baseline expectations candidates have when evaluating job opportunities:BenefitsPaid time off, including vacation, sick and mental health daysPaid leave of absence or sabbaticalsLife insurance and AD&D insuranceMental health coveragePerksFlexible work schedules (e.g., varied start and end times)Hybrid work optionsBereavement leave
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 advantage. 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.Businesses of all sizes plan to expand their teams in the months ahead, according to our data on job market trends. In response, companies may need to adjust their hiring strategies. For small business sizes, 64 per cent of leaders are looking to expanding their teams compared to midsize and large companies. Small businesses are poised to take advantage of benefits and perks to attract skilled talent, if salary budgets are tight. For mid-size and large business, 37 per cent of leaders are looking to maintain their teams which means they need to review the current benefits and perks they offer employees and evaluate whether they’re meeting expectations.
