Total rewards: Bonuses, benefits and perks

Name: Rewards that prompt career moves
Creator: Robert Half

2027 Salary Guide

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Job seekers: Explore opportunities and grow your career.

Competitive pay is essential for attracting and retaining talent, but it’s only one part of what candidates consider. A clear compensation philosophy helps employers balance base pay, bonuses, benefits, well-being programs, flexibility and career development while communicating the full value of their total rewards package.

When salary budgets tighten and healthcare and benefits costs rise, employers must be more deliberate about where they invest. A strong total rewards strategy can help organizations compete for skilled talent, reward top performers and improve retention.

Hiring managers: Meet with us to get customized salary insights and guidance so you can build offers candidates say yes to.

Priorities in focus

of employed professionals cite better benefits and perks as the top reason they intend to look for a new role.

of employers plan to expand their benefits offerings, while others remain cautious because of rising health and wellness costs.

plan to reduce total rewards budgets to increase investments in AI and other technology.

What’s included in competitive offers

Our data highlights several offerings commonly included in employers’ total rewards packages.

Flexible work hours for all employees

Dental and vision insurance coverage options

Performance-based bonuses

At least 1 day of remote work per week

Bonus allocation trends

Bonuses are one way businesses put their pay philosophy into action. Some use them to retain top performers, while others spread them more broadly around the workforce. Across company sizes, bonus determinations often balance business performance and individual contributions.

Small Midsize Large Small Midsize Large

Think beyond salary

When base pay is similar, benefits, perks and incentives can make an opportunity stand out. Professionals ranked work-life balance and flexibility as the top factor that could motivate them to change employers. That can take many forms, including adjustable hours and remote work options.

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What workers value most

These benefits and perks are not offered by all employers and rank high on professionals' lists when evaluating potential employers. Gaps create an opportunity to strengthen total rewards strategies and improve talent attraction and retention.

Flexible work hours

Dental insurance

Commuter benefits

Vision insurance

Free or subsidized meals

Hybrid work

401(k) match

Annual raises

Remote work reimbursements

HSA contribution or match

Redefining competitive offerings

The widest gaps between what employers offer and what workers value often point to unmet demand—and to the greatest opportunities for targeted improvements.

What employers offer vs. what workers value Graphic title: What employers offer vs. what workers value Flexible work hours: 50% of employers offer them; 67% of workers value them. Commuter benefits: 42% of employers offer them; 55% of workers value them. Dental insurance: 49% of employers offer it; 61% of workers value it. 401(k) match: 38% of employers offer it; 50% of workers value it. Remote work reimbursements: 32% of employers offer them; 42% of workers value them. Annual raises: 33% of employers offer them; 42% of workers value them. Vision insurance: 46% of employers offer it; 54% of workers value it. Free and subsidized meals: 44% of employers offer them; 51% of workers value them. HSA contribution or match: 28% of employers offer it; 34% of workers value it. Hybrid work: 46% of employers offer it; 51% of workers value it.

Emerging offerings to watch

Many of these offerings remain relatively uncommon, with fewer than half of employers providing them. As a result, they can help organizations stand out while supporting well-being, addressing rising healthcare costs and meeting evolving family needs.

Stress management or coaching programs

Therapy or on-demand counseling

GLP-1 medications

Sleep health programs

Lactation support

Adoption assistance

In vitro fertilization (IVF)

Surrogacy assistance

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More to explore

Beyond the paycheck: The new total rewards equation Discover the most valued employee benefits packages and perks for 2027. Robert Half research reveals what top companies offer and what professionals want most.

Demand for Skilled Talent Check out our Demand for Skilled Talent report to learn about employers’ hiring plans and needs.

Pay and Compensation Highlights Dive deeper into salary and total rewards trends across a range of professional roles and industries.

What's inside the Salary Guide Learn how our salary benchmarks reflect accurate marketplace data through a rigorous, multistep verification process.

The salary benchmarks in the Salary Guide From Robert Half are the result of a rigorous, multistep process designed to reflect projected market trends for 2027. They are based on actual compensation for professionals Robert Half has matched with employers across the country and third-party job posting data from Textkernel that we use to independently validate the salary levels. Learn more about our methodology.

Non-salary data is based on online surveys developed by Robert Half and conducted by an independent research firm. Respondents include hiring managers and workers at small (10-99 employees), midsize (100-999 employees) and large (1,000-plus employees) private, publicly listed and public sector organizations across the United States.