Main Benefits Every Employee Wants

Unexpected medical issues happen everyday, all the time. Medical care is crucial to protecting your employees and their families. If one of your people gets hurt or sick and doesn't have medical coverage, it will be financially catastrophic to them and their family. 

We offer an unlimited dental plan that has the same coverage wether your dentist is in network or not. It's affordable for both you and your employees. The vision coverage allows for exams every year and has a very healthy frame allowance. 

We always hope to get out alive. The reality is some people do not. Getting life insurance is the most critical benefit because it protects our families when we're gone. The life insurance we offer is the absolute best in the country. Very few brokers even have access to this coverage. 

Nobody plans to get hurt. Injuries  happen on or off the job and may seriously affect your employee's ability to return to work. If an injury does happen at work, your worker's comp rates will skyrocket. Adding this coverage protects your business while protecting your employees at the same time. 

Cancer used to be a genetic disease. Not anymore. It's no longer a question of "if" but rather "when is it my turn"? Your employees want this benefit because it protects them and their families from a likely inevitability. This one is typically voluntary, although it is often employer paid because it's so reasonably priced. 

One of your employees is now on disability because they got hurt or sick and cannot work. How long will they be out? Will you have to replace them or fill in yourself? Either option takes you away from running your company. What if it's you that's on disability? How will you run your business disabled? 

Mental health care can be expensive, especially for conditions that require long-term treatment, such as depression, anxiety, bipolar disorder, schizophrenia, PTSD, and others. When mental health is treated as a standard part of overall health, it reduces the stigma often associated with seeking help. People with mental health conditions experience better outcomes when they have access to quality, consistent treatment.

Employee Assistance Programs (EAPs) are programs designed to provide employees with confidential support for personal and work-related issues that affect their well-being or job performance. These programs typically offer a range of services, including legal and financial advice, stress management resources, and referrals to specialized services for mental health, addiction, legal, and family issues to name a few.

Health and wellness coaching programs are structured, supportive services that help individuals improve their overall well-being through guided lifestyle changes. These programs are typically led by certified health and wellness coaches who collaborate with clients to set personalized goals related to physical health, mental well-being, nutrition, fitness, stress management, and other areas of life balance.

Patients can connect with healthcare providers via video calls, phone, or secure messaging for routine check-ups, follow-ups, preventative screenings, acute care, or other health issues. It's easy, convenient, reduces travel time, and  gives increased access to specialists. Most medical plans now offer telehealth. It's surprising how many employers do not have this in place. 

Build financial security. Achieve personal goals. Get out of debt. Prepare for retirement. Handle big changes in life knowing you'll be financially ok. Finally have peace of mind. Everyone wants this. Everyone should have this. Very few employers offer this as a benefit to their employees. Why? Because most business owners aren't even aware this exists. 

Dermatology benefits provide employees with access to professional skin care services that go beyond basic health coverage. This offering helps support overall health, confidence, and early detection of serious conditions like skin cancer. Including dermatology as a benefit demonstrates a commitment to whole-person care and preventive health.

This gives employees convenient, 24/7 access to trusted healthcare providers from the comfort of home or on the go. It offers a flexible way to manage everyday health needs while reducing time away from work, and improving overall wellness. Employers like virtual primary care because it supports a healthier, more productive workforce. It also enhances your benefits package with a high-demand, modern healthcare option.

One of your people got sick and now they need fast, convenient access to doctors. Having this in place allows your employees to receive prompt care, diagnosis, and treatment without the time, stress, or cost of in-person urgent care or ER visits. Emergency health issues no longer have to derail families financially. This is a very inexpensive way to reduce absenteeism, improve productivity and morale with your people, and help reduce your costs. 

Virtual psychology is a win-win. It demonstrates to your employees that you foster a positive workplace culture that focuses on a person's well being and it's incredibly cost effective for both you and your people. This makes mental health care more discreet and personalized as employees feel better about opening up from the comfort of their own home. Evening and weekend appointments make it easier to get help without missing work.

Psychiatrists can diagnose mental health conditions like depression, anxiety, panic attacks, social anxiety disorder, autism spectrum disorder, FOMO, learning disabilities, various levels of bipolar, ADHD, PTSD, and much much more. 

They can prescribe and manage medications, monitor side effects, and adjust treatment plans through virtual follow-ups.

 Virtual psychiatry bridges the gap between mental health need and professional care, especially when in-person services are limited or hard to access. It helps normalize and streamline psychiatric support, offering timely help that can change, and even save lives.
 

Digital wellness refers to the state of well-being a person achieves by having a balanced and healthy relationship with technology. 

It boosts focus and productivity, supports mental health, prevents physical strain, encourages work-life balance and fosters a healthier digital culture. 

Imagine your employees sleeping better at night and having more downtime away from screens by creating a more mindful and respectful digital communication environment. This empowers employees to manage their relationship with technology in a healthier, more intentional way - leading to happier, more focused, and more engaged teams. 

Next to life insurance, this is one of the most sought after employee benefits. Why? Pets are family. Pet parents will go to the end of the Earth for their animals because they view them as children. 

Pets build emotional connections and loyalty by acknowledging a person's whole life, not just their work life. They enhance our well being and reduce stress which leads to more improved focus and morale at work. 

Millennials and Gen Z's, are the most pet-owning generations, and often prioritize benefits that support their lifestyle. What a great, affordable  benefit that supports retention. Typically a voluntary benefit with a big impact on employee satisfaction.

Companies known for family friendly policies are viewed more positively by current employees, job seekers, and the public. Maternity is an important benefit because it provides essential time, resources, and support for employees to care for themselves and their new child. 

Access to maternity leave, medical care, and postpartum support improves health outcomes for both mother and baby. This reduces the risk of complications, stress, and burnout. Employees are more likely to return and stay loyal to companies that support them during this critical life stage. 

Every employer wants to reduce turnover and the high cost of recruiting and training replacements. When paired with paternity or parental leave, it promotes shared caregiving and a more balanced workplace culture.

Commuter benefits, fringe, workplace mobility benefits or transit and parking benefits are essentially all the same thing. They typically cover ridesharing such as vanopools, Uber/Lyft for commuting, shuttle services on busses, trains, ferry's subways, etc and even biking reimbursements. Let's face it. Sitting in traffic stinks and takes lots of time. 

Why not offer your employees an easier way to get to work and a faster way to get home to their families at the end of the day? It's an environmentally friendly, cost effective way to provide a great benefit that barely costs anything. 

Legal issues come in all shapes and sizes, and even the smallest ones can dominate an employee's time on or off the clock. Bringing in legal assistance as an employee benefit is ideal because it gets your people's  legal issues resolved and them back to work quickly.  

Some of the biggest legal problems that employees deal with include everything from landlord/tenant issues, buying, selling, or refinancing a home, divorce, child custody disputes, prenups, domestic violence, identity theft to tax problems, credit reporting errors, needing help negotiating or understanding loans, creating wills, trusts and estate plans, insurance claims, handling car accidents with injuries or damages to being sued, involved in civil litigation, facing criminal charges, appealing government or administrative decisions, to needing a restraining order or pet custody agreements. 

An FSA (Flexible Spending Account) is a great benefit because it's a win - win. It provides financial and tax advantages for employees while helping them save money on everyday health expenses. At the same time, the employer pays lower payroll taxes. Both sides get something they want with an FSA. 

An FSA covers real life expenses which pay for out of pocket medical, dental & vision costs for employees. They get a tax savings, along with upfront access to their entire funds – which encourages smarter spending. 

It makes a benefit's package more attractive and competitive with no cost to the business.

Offering air ambulance coverage as an employee benefit is a incredibly smart and strategic move for employers. Here’s why:

A single air ambulance flight can cost $50,000 to $150,000 or more! Regular health insurance doesn't fully cover it, leaving employees stuck with enormous bills after an emergency.

In the event of a serious accident, your employee's biggest fear shouldn’t be a $50,000+ flight bill. Air ambulance programs are typically the least expensive benefit you as an employer can provide.

It shows the company cares not just about basic healthcare, but about extreme, unpredictable events that could devastate an employee or family financially.

This is an extremely smart part of an employer's overall benefits strategy. Imagine the financial hit your business would take if you lost your top producer, salesperson, executive, technical expert or leader. 

Key person insurance provides a cash payout to the business to help cover lost income, recruit replacements, or stabilize operations.

Offering key person insurance makes high value employees feel recognized and protected. It’s a powerful retention tool because it says, “You’re vital to our success — and we’re investing to protect your legacy.

This inexpensive coverage helps you and your business significantly stand out with your people. 

You need an employee to go to Dubai, São Paulo, Zurich, London, Tel Aviv, Tokyo,  Mexico City, Singapore or any where else on the planet in a week. What if they get hit by a bus or become drastically ill while there? We protect them no matter where they are*. Don't worry! We have you and them covered with Global Medical Insurance. 

*There are "hot spots" around the world where no insurance carrier will cover your employees. Think of areas in war, such as Ukraine, Soviet Union, Yemen, Syria, etc and dangerous places such as North Korea, Afghanistan, Iran and others. 

What can we say. Employees that love the gym want this benefit all day long. 

Endorphins are “feel-good hormones” because they reduce pain (like a natural painkiller), improve mood, lower stress, and boost focus and energy.
 

That’s why people feel clearer, more upbeat, and more resilient after a good workout, it’s brain chemistry working in their favor.

It's easy to offer with very high ROI. It’s a low-cost, high impact benefit that employees genuinely appreciate.
 

Support for substance abuse is a critical employee benefit, it's also a smart business move that saves costs, protects productivity, and quite literally changes lives.

Ensure your benefits package includes detox programs, inpatient and outpatient treatment, and counseling. Here's some supportive workplace policies: 

Replace stigma with support: focus on recovery, not discipline, offer flexible time off options for treatment and train managers to recognize and respond compassionately.

When you support work life balance, you’re not losing hours, you’re gaining better energy, stronger loyalty, and more focused performance. People work harder when they feel seen, supported, and in control of their time. 

This is not necessarily an employee benefit per se, it's more of success strategy for your business. 

Think things like 1. Flexible work hours, such as letting employees start or end their day earlier/ later. 

2. Encourage (and respect) time off by promoting PTO & not rewarding "never taking vacations" and 

3. Set boundaries around emails and messages after hours or on weekends. 

Two great, easy things a lot of employers do are acknowledge employees as whole people, with families, goals, and lives and host inclusive wellness programs, volunteer days, or passion projects. 

This is completely free to employers! Dependent Care FSA's are paid for by the employee. Your business can save on payroll taxes due to reduced taxable income (FICA savings). 

Dependent Care FSAs support working families with real savings - and it costs the company nothing. It’s a smart, family friendly benefit that helps employees stay present, loyal, and engaged.

Dependent Care FSAs let employees set aside pre-tax dollars to pay for eligible family care expenses such as: daycare, preschool, after-school care, summer day camps, babysitters or nannies, along with elder care for aging parents (in or outside the home).
 

Employees can contribute up to $5,000 per year (or $2,500 if married filing separately). This eases tress for working parents and caregivers as well as making it easier for employees to stay focused, reliable, and productive at work

One of your employees is now on disability because they got hurt or sick and cannot work. How long will they be out? Will you have to replace them or fill in yourself? Either option takes you away from running your company. What if it's you that's on disability? How will you run your business disabled?