Perks and Benefits

2023 Salary Guide

Perks and benefits can be just as important as salary to employees. Many companies are enhancing their benefits and perks to gain an edge in hiring. Most are providing what workers want in terms of standard offerings, but some employers fall short on flexible work options.

Benefits: supply vs. demand

Workers rank benefits they want most

  1. Health insurance

  2. Paid time off

  3. Retirement savings plan

  4. Dental insurance

  5. Leave of absence

Benefits employers offer most often

  1. Health insurance

  2. Paid time off

  3. Life insurance and AD&D

  4. Retirement savings plan

  5. Dental insurance

Perks: most popular vs. most common

Perks workers want most:

  • Flexible work schedules59%

  • Remote work options48%

  • Stipends for home offices41%

  • Employee discounts27%

  • Paid parental leave19%

Perks employers offer most:

  • Flexible work schedules45%

  • Remote work options43%

  • Stipends for home offices33%

  • Employee discounts37%

  • Paid parental leave36%

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Remote work preference

3 days

Average number of days per week employees want to work remotely

What workers want more of in their professional lives

Flexibility on where and when they work

Work-life balance

Professional development

Well-being support from employer

Perks companies are adding

of HR managers said their company has added new perks in response to the hiring market.

Remote work opportunities

Mental health resources

Wellness programs


Stipend for home office

Sources and methodology:

The salaries listed in the salary tables represent starting compensation only, meaning pay for someone new to a company in the position listed. Our estimates do not include bonuses, benefits or perks. Since professionals joining a company may enter at a variety of experience levels, we report salaries in ranges.

How do we determine our salary figures? See our methodology.

Other data referenced in this Salary Guide is based on online surveys developed by Robert Half and conducted by independent research firms. Respondents included executives, hiring managers and employees from small (20-249 employees), midsize (250-499 employees) and large (500-plus employees) private, publicly listed and public sector organizations across the United States.

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