The top 10 employee benefits for 2026 include health and wellness, financial wellbeing and everyday savings, employee perks and discount programs, learning and education, recognition and rewards, lifestyle and leisure, insurance and protection perks, family and household benefits, travel and vacation benefits, and shopping and retail employee discounts. Employee perks also extend to hotel and travel savings, theme parks and attractions, live concerts, sporting events, and other experiences. A comprehensive benefits strategy combines essential coverage with savings, rewards, and choices that support different employee needs.
Employee benefits in 2026 extend well beyond traditional health insurance, retirement plans, and paid leave. Rising costs, distributed teams, and changing family needs are pushing employers to treat financial wellbeing, employee perks and discounts, recognition, development, and lifestyle benefits as parts of one strategy.
The challenge is deciding which benefits add relevant value and how foundational coverage, employee perks, and practical savings can work together.
This guide explains ten major benefit and perk categories, what each contributes to the employee experience, and how a comprehensive employee perks platform can connect several categories within one program.
Key Takeaways
Core benefits such as health coverage, retirement plans, and paid leave remain the foundation. Perks and discount programs complement them; they do not replace them.
Cost pressure is real on both sides. Average family health premiums reached $26,993 in 2025, and 91% of U.S. adults cite prices as a financial concern.
Employee perks platforms differ most in four areas: local and global coverage, the final price after fees, who handles the purchase, and the support employees receive.
Extensive offer networks expand employee choice. Evaluate coverage alongside participation, relevant savings, competitive pricing, and purchasing accountability.
What Is Changing in Employee Benefits in 2026?
What Is Changing in Employee Benefits in 2026?
Recent research points to four forces shaping benefits decisions: rising benefit costs, household price pressure, expanding family support, and more geographically distributed workforces.
Healthcare remains a major employer expense. According to KFF's 2025 Employer Health Benefits Survey, average annual family premiums for employer-sponsored coverage reached $26,993, up 6% from the previous year. Workers contributed an average of $6,850 toward those premiums.
Prices remain top of mind for employees. The Federal Reserve's report on the Economic Well-Being of U.S. Households in 2025, published in May 2026, found that 91% of adults cited prices as a concern and 53% described price increases as a major concern. That pressure helps explain why employers are pairing long-term financial benefits with programs that deliver immediate savings.
Family benefits are expanding. SHRM's 2026 Employee Benefits Survey found that 46% of surveyed employers now offer paid parental leave, up 7 percentage points from 2025.
Workforces are more distributed. Teams now span countries, time zones, employment types, and life stages. Benefits must feel consistent across locations while still meeting local needs.
Flexible and hybrid work arrangements also remain highly valued. Because flexibility is usually a workplace policy rather than a funded program, this guide focuses on benefits employers can offer, fund, and measure.
These benefits serve different purposes. Health insurance provides financial protection, retirement plans support long-term security, and employee discount programs reduce everyday expenses. They are complementary, not interchangeable.
Employee Benefits vs. Employee Perks vs. Voluntary Benefits
These terms are often used together, but they describe different parts of an employer's benefits package.
| Category | Definition | Common Examples | Primary Purpose |
|---|---|---|---|
| Traditional employee benefits | Employer-sponsored programs providing foundational health, financial, and workplace support | Health insurance, retirement plans, paid leave | Long-term security and protection |
| Voluntary benefits | Additional benefits employees can elect, often at their own expense or through shared contributions | Supplemental insurance, pet insurance, legal services | Added protection and employee choice |
| Employee perks | Programs, privileges, and services that enhance the employee experience | Employee discounts, wellness offers, entertainment savings, recognition | Everyday value, convenience, and engagement |
| Employee discount programs | Platforms that give employees access to discounted products, services, and experiences | Shopping, travel, hotels, local offers, theme parks, attractions | Greater employee purchasing power |
These categories can overlap. A comprehensive employee perks platform may also offer voluntary benefits, while recognition programs may include discounts, rewards, and gift cards.
Understanding these distinctions helps employers see whether a new program fills a real gap or duplicates something they already offer.
How We Selected These 10 Employee Benefit Categories
These categories were selected using four practical considerations: relevance to employee needs, contribution to the broader benefits package, applicability across different workforce populations, and usefulness throughout the year.
The categories are not ranked by importance. A benefit that is essential for one workforce may be less relevant for another. Each category below includes what employers should evaluate and one key consideration.
Top 10 Employee Benefits to Consider in 2026
1. Health and Wellness Benefits
Health and wellness benefits support employees’ physical, mental, and preventive healthcare needs. Core health benefits typically include medical, dental, and vision insurance. According to the Bureau of Labor Statistics, 71% of U.S. private industry workers had access to employer-provided medical care in March 2026, 44% to dental care, and 29% to vision care.
Wellness perks complement this coverage by making fitness, nutrition, and wellness services more accessible and affordable. They do not replace it.
Common health and wellness perks include:
- Gym and fitness membership discounts
- Online therapy and mental health tools
- Meal kits, nutrition programs, and healthy food savings
- Sleep aids, recovery tools, and everyday health essentials
- Wellness services
What Employers Should Evaluate
Employers should first consider whether core coverage is accessible and affordable, including out-of-pocket costs and provider availability. For wellness perks, the question is whether they offer relevant, affordable options for employees across different locations and lifestyles.
Key factors to evaluate include:
- Coverage access: Affordable medical, dental, and vision options employees can realistically use
- Affordability: Meaningful savings on fitness, nutrition, and wellness services
- Variety: Options that support different wellness interests and preferences
- Ease of use: Convenient access and straightforward redemption
Great Work Perks provides wellness savings through a broad network of gyms and fitness locations, alongside access to fitness, nutrition, and other health-related offers. These perks complement traditional medical, dental, and vision benefits.
Key consideration: Prioritize accessible, affordable healthcare coverage while using supplemental wellness perks to expand employees' options for maintaining their well-being.
2. Financial Wellbeing and Everyday Savings
Financial wellbeing and everyday savings benefits help employees manage expenses and access meaningful savings on purchases they already make. Employee discount programs complement traditional financial benefits by providing practical savings opportunities throughout the year.
Key ways employee discount programs support everyday savings include:
- Access to exclusive employee pricing
- Savings on recurring and occasional purchases
- Local, national, and global discount opportunities
- Convenient access to offers through one platform
What Employers Should Evaluate
Employers should examine the breadth of available discounts alongside relevant offers, competitive final prices, and employee participation.
Key factors to evaluate include:
- Actual savings: Competitive final prices compared with equivalent public offers
- Relevance: Discounts employees can realistically use
- Accessibility: Savings opportunities across employee locations
- Participation: Employee engagement and repeat usage
Great Work Perks supports everyday employee savings through extensive local, national, and global coverage, direct supplier relationships, and exclusive employee pricing. Its Lowest Price Guarantee adds price confidence for covered theme park tickets, attractions, tours, activities, and entertainment products.
Transportation and Mobility Savings
Transportation benefits can include employer-sponsored commuting assistance, public transit and parking support, while employee perks programs can extend value through automotive services, vehicle maintenance, rental cars, and roadside assistance. Different locations create different transportation needs: transit savings may matter most to some employees, while others rely primarily on personal vehicles.
Key consideration: The strongest everyday savings programs combine extensive offer choice, relevant local discounts, competitive employee prices, and measurable value.
3. Employee Perks and Discount Programs
Employee perks and discount programs are one of the broadest categories in a benefits package. A comprehensive employee perks platform can bring together hotels and travel, theme parks and attractions, concerts, live events, and sporting events alongside everyday shopping, dining, groceries, gift cards, wellness, and voluntary benefits in one employee experience.
Because they touch daily spending, these programs often support several other categories at once, including financial wellbeing, family support, lifestyle benefits, and recognition.
How Employee Discount Programs Work
Employee discount programs generally operate through three commercial models. Two programs advertising similar discounts can deliver very different purchasing experiences depending on the model behind them.
| Model | How it works | Who typically handles payment, fulfillment, and refunds | What it means for employees |
|---|---|---|---|
| Affiliate or marketplace model | Links employees to participating merchants; the purchase is completed on an external website | The external merchant | Support and refunds depend on each merchant's policies |
| Negotiated discount program | Offers special pricing through employer, benefits provider, or closed-audience arrangements | Varies: the merchant or an intermediary | Experience varies by offer |
| Direct-commerce (Merchant of Record) model | Employees complete the purchase inside the perks platform | The perks platform, as Merchant of Record | One accountable partner from checkout to refund |
These models are not mutually exclusive. Many platforms use different models for different categories, so employers should ask which model applies to the categories their employees use most.
What Makes an Employee Perks Program Comprehensive?
An extensive catalog creates more opportunities for employee savings. The quality of a comprehensive program also depends on six connected dimensions:
| Evaluation Dimension | What Employers Should Examine |
|---|---|
| Geographic coverage | Meaningful local, national, and international savings where employees live and work |
| Breadth of categories | Everyday spending, travel, hotels, attractions, entertainment, wellness, family needs, and voluntary benefits |
| Real pricing advantage | Employee prices after taxes, fees, and restrictions compared with public offers, and whether a price guarantee protects them |
| Purchasing accountability | Where the purchase is completed, and who handles fulfillment, cancellations, refunds, and support |
| Access and adoption | Single sign-on (SSO), HRIS integration, mobile access, simple eligibility verification, and employee communications |
| Employer cost and effort | Subscription or per-employee fees, implementation time, and ongoing HR administration |
Together, these dimensions explain why extensive coverage, competitive pricing, direct supplier relationships, purchasing accountability, and accessible benefits are more valuable when combined within one program.
Why Local, National, and Global Coverage Matter
National-brand offers provide consistent savings across locations, while local discounts add relevance near employees’ homes and workplaces. A provider concentrated in one region may be less useful to a geographically distributed workforce.
For employers with employees in multiple locations, coverage should be evaluated at three levels:
- Local coverage determines whether employees can find relevant offers in their own communities.
- National coverage provides consistent access to major brands, travel, entertainment, and services across a country.
- Global coverage extends perks to international teams, although availability, pricing, and participating merchants vary by market.
A comprehensive program should deliver meaningful value at all three levels, so employers do not have to choose between local relevance and broad geographic reach.
How Employers Can Evaluate Employee Discount Programs
A comprehensive employee discount program combines broad offer availability with easy access and competitive final prices. Employers can evaluate the purchasing experience by comparing equivalent offers, including mandatory fees and booking conditions.
Consider a hypothetical hotel booking:
- A public booking costs $200, including all mandatory charges.
- An employee discount platform advertises the same hotel for $180 but adds $25 in mandatory fees.
- The employee’s final cost is $205, compared with the $200 public price. The headline rate alone does not establish an employee saving.
Meaningful price comparisons use equivalent products, dates, booking conditions, taxes, mandatory fees, and cancellation policies. Price guarantees that compare the final, all-in price help close the gap between advertised and actual savings.
Employers can also track program performance with measures such as:
- Employee activation and participation rates
- Repeat usage across benefit categories
- Verified savings on comparable purchases
- Geographic relevance of available offers
- Successful transaction and fulfillment rates
- Customer support and refund resolution
The size of an offer network establishes purchasing opportunities; employee pricing, participation, transaction accountability, and support outcomes show how those opportunities can translate into value.
From Benefit Categories to Platform Selection
The section below shows how Great Work Perks connects multiple benefit categories through one program. For a detailed vendor selection framework and weighted criteria, see How to Choose the Best Employee Benefits and Perks Platform in 2026.
Key consideration: The strongest employee perks programs combine extensive category coverage, relevant local savings, competitive employee pricing, and direct purchasing accountability.
4. Learning and Education Benefits
Learning and education benefits include employer-sponsored tuition assistance, professional development, leadership training, and opportunities to acquire new skills. Employee perks programs complement these investments by making courses, certifications, tutoring, and educational resources more affordable.
Education-related benefits may include:
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- Discounts on online courses
- Savings on professional certifications
- Access to discounted learning platforms
- Language learning and tutoring discounts
- Savings on educational resources
What Employers Should Evaluate
Employers should consider whether education-related benefits are affordable, accessible, and relevant to employees across different roles, locations, and learning needs.
Key factors to evaluate include:
- Accessibility: Availability of learning discounts across employee locations
- Affordability: Actual savings on eligible courses and educational resources
- Relevance: Learning opportunities that align with employee interests and development needs
- Ease of use: Simple access to offers and straightforward redemption
Platforms such as Great Work Perks support employee learning and development by providing access to education-related discounts, including online courses, professional learning platforms, language learning, and tutoring resources.
Key consideration: Prioritize accessible, relevant, and affordable education-related benefits that help employees pursue learning opportunities while complementing existing development programs.
5. Recognition, Rewards, and Gift Cards
Employee recognition and rewards programs help employers acknowledge employee achievements, celebrate milestones, and recognize individual or team contributions.
Common recognition and reward options include:
- Employee recognition and performance-based rewards
- Milestone and appreciation rewards
- Digital gift cards
- Entertainment and experience-based rewards
- Personalized digital gift cards and recognition messages
Why Employee Choice Matters
Employees have different interests, preferences, and lifestyles. Offering a variety of reward options allows employers to make recognition more relevant to individual employees.
Employers should evaluate:
- Reward flexibility: Options that reflect different employee preferences
- Accessibility: Easy access to rewards across locations
- Ease of redemption: Simple delivery and redemption processes
- Employee participation: How employees engage with and use available rewards
Great Work Perks supports employee recognition with rewards and recognition capabilities, digital gift cards, and access to entertainment and experience-based rewards. UCI Health’s 2026 Co-Worker Appreciation Week demonstrates how employers can connect employee recognition with relevant discounts, experiences, and employee choice. Read the UCI Health employee appreciation case study.
Key consideration: Prioritize meaningful employee choice, accessible rewards, and straightforward redemption when evaluating recognition programs.
6. Lifestyle and Leisure Benefits
Lifestyle and leisure benefits include experiences employees enjoy outside work, such as theme parks, attractions, live music, sporting events, and local entertainment. Employee perks programs can make these activities more affordable through exclusive discounts and special offers.
Common lifestyle and leisure benefits include:
- Tickets and discounts for theme parks and attractions
- Movies, theater, and other live entertainment
- Concerts and music events featuring artists from around the world
- Sports games and matches across different leagues, teams, and competitions
- Family entertainment and local experiences
- Fitness memberships and wellness discounts
What Employers Should Evaluate
Lifestyle benefits should reflect employees' different interests, locations, and preferences. Employers should consider whether available offers provide meaningful choices and savings across their workforce.
Key factors to evaluate include:
- Variety: Entertainment, attractions, and leisure options for different interests
- Local accessibility: Relevant offers across employee locations
- Affordability: Actual savings on eligible activities and experiences
- Ease of use: Straightforward access, booking, and redemption
Great Work Perks provides discounts on theme parks and attractions, including Disney, Universal, and LEGOLAND destinations. Its leisure offerings also include live events, concerts featuring artists from around the world, sporting events across different leagues and competitions, movies, theater, and other experiences.
Key consideration: Prioritize lifestyle benefits that offer relevant choices, accessible locations, and meaningful savings across different employee interests.
7. Insurance and Protection Perks
Insurance and protection perks give employees access to additional coverage and personal protection services alongside foundational benefits. Comprehensive employee perks platforms can bring these options together with everyday savings, recognition, and lifestyle benefits.
Common insurance and protection perks include:
- Pet insurance discounts
- Renters insurance options
- Vehicle protection plans
- Home warranty discounts
- Roadside assistance memberships
- Personal protection programs
Insurance coverage and claims remain subject to the participating provider’s terms, eligibility rules, and responsibilities.
What Employers Should Evaluate
Protection perks should fill real gaps in employees’ coverage without duplicating protection they already have. Employers should consider whether available offers are relevant, clearly explained, and accessible across their workforce.
Key factors to evaluate include:
- Coverage gaps: Protection that adds to, rather than duplicates, existing benefits
- Transparency: Clear coverage limits, exclusions, and eligibility requirements
- Affordability: Competitive premiums or savings on eligible products and services
- Provider responsibility: Clarity on which insurer or provider delivers the coverage and handles claims
Great Work Perks offers access to selected insurance and protection offers, including pet insurance, renters insurance, vehicle protection plans, home warranties, and roadside assistance memberships.
Key consideration: Choose protection perks with clear terms, relevant coverage, and meaningful savings that complement, rather than replace, existing employee benefits.
8. Family and Household Benefits
Family and household benefits can include parental leave, childcare, dependent care, eldercare, and support for everyday household expenses. Employer policies and family-oriented employee perks serve complementary needs: one can support caregiving responsibilities while the other creates savings on groceries, family attractions, and household essentials.
Common family and household perks include:
- Grocery and everyday essentials discounts
- Savings on household products
- Theme park tickets and family attractions
- Children’s educational resources and tutoring discounts
- Home and pet-related offers, such as pet insurance and home warranties
What Employers Should Evaluate
Family needs change across life stages. A new parent may value parental leave and childcare support, while another employee may benefit more from recurring household savings or affordable family outings. Employers should consider whether their mix of family policies and perks reflects these different needs.
Key factors to evaluate include:
- Life-stage fit: Support for new parents, growing families, and caregivers
- Everyday value: Meaningful savings on recurring household purchases
- Family experiences: Affordable attractions and activities families can enjoy together
- Local relevance: Offers available where employees and their families live\
Platforms such as Great Work Perks provide access to employee discounts on everyday essentials, family attractions, educational resources, and selected household-related products and services.
Key consideration: Prioritize practical savings opportunities that remain relevant to employees across different household needs and life stages.
9. Travel and Experience Benefits
Travel and experience benefits help employees save on hotel stays, accommodations, vacations, transportation, and destination experiences. Employee perks platforms can make personal travel more affordable through special pricing on hotels, travel bookings, and vacation packages.
Common travel benefits include:
- Hotel stays and accommodation discounts across destinations
- Rental car offers
- Cruise and vacation package discounts
- Airport parking and travel-related services
- Vacation and destination travel offers
What Employers Should Evaluate
Travel benefits should provide employees with relevant options, competitive pricing, and clear booking information across different destinations and budgets.
Key factors to evaluate include:
- Travel savings: Final booking prices, including taxes and mandatory fees
- Destination availability: Accommodation and travel options across relevant locations
- Booking transparency: Clear reservation details, cancellation policies, and refund conditions
- Customer support: Accessible human assistance with travel bookings and purchase-related questions
Great Work Perks brings together 2M+ travel options, including hotels and other travel experiences, alongside savings on rental cars, cruises, vacation packages, and travel services. Its direct supplier relationships, Merchant of Record infrastructure, and specialized human support strengthen the purchasing experience for transactions handled through its direct-commerce model.
Key consideration: Prioritize travel benefits that combine meaningful savings, destination choice, transparent booking conditions, and reliable customer support.
10. Shopping and Retail Employee Discounts
Shopping and retail benefits help employees save on everyday purchases, personal essentials, and lifestyle products. Employee discount programs provide access to special pricing and exclusive offers from participating retailers, complementing traditional employee benefits with practical savings opportunities.
Common shopping and retail perks include:
- Electronics and technology discounts
- Clothing, footwear, and accessories
- Home essentials and household products
- Lifestyle and personal shopping offers
- Special employee pricing from participating retail brands
What Employers Should Evaluate
Employers should consider whether retail discount programs provide relevant products, competitive pricing, and convenient shopping experiences across different employee locations.
Key factors to evaluate include:
- Product variety: Retail offers that reflect different employee needs and interests
- Actual savings: Final prices compared with equivalent publicly available offers
- Accessibility: Relevant discounts across employee locations
- Ease of redemption: Clear purchasing instructions, eligibility requirements, and offer conditions
Platforms such as Great Work Perks provide access to employee discounts across electronics, apparel, home essentials, and lifestyle products through participating retailers. These offers complement the platform's travel, entertainment, and everyday savings categories, giving employees access to a broader range of shopping opportunities.
Key consideration: Prioritize retail benefits that provide relevant product choices, competitive final prices, and convenient access to meaningful employee savings.
How Employers Should Evaluate Their Employee Benefits Strategy
A comprehensive benefits strategy does not require offering every possible benefit. Instead, employers should evaluate how each program contributes to the overall employee experience. The following framework can help HR and Total Rewards teams set priorities.
| Evaluation Question | Why It Matters |
|---|---|
| Does the benefit address a meaningful employee need? | Prevents investment in programs with limited relevance |
| Does it complement existing benefits? | Builds on existing coverage and expands employee choice |
| Is it accessible across the workforce? | Improves inclusion across locations and employee groups |
| Can employees understand and use it easily? | Supports adoption and ongoing participation |
| Does it deliver measurable value? | Helps employers assess effectiveness |
| Does it stay relevant throughout the year? | Supports ongoing use rather than one-time engagement |
Employers should evaluate benefit availability alongside employee participation, satisfaction, and realized value. Extensive availability creates opportunities for employees to save, while engagement, feedback, and verified savings help show how those opportunities are used.
How to Improve Benefits Participation and Retention
Accessible, relevant benefits can contribute to a positive employee experience and provide context for evaluating longer-term engagement and retention outcomes. Useful programs often share four traits:
- High relevance to everyday life
- Simple access and straightforward eligibility verification
- A consistent experience across locations
- Clear, ongoing communication
Single Sign-On can simplify access through existing employer systems and make employee perks easier to discover and use.
How Great Work Perks Fits Into a Comprehensive Employee Benefits Strategy
Great Work Perks is the world's largest and most comprehensive employee perks and discounts platform, bringing employee discounts, perks, and benefits together in one solution. It combines local, national, and global savings with voluntary benefits, rewards and recognition, wellbeing, and employee engagement.
With more than 20 years of operating history, Great Work Perks serves 20,000+ organizations and 10M+ employees, with 99% annual client retention. Great Work Perks ranked No. 226 on the 2026 Inc. 5000 and was recognized as a 2025 Inc. Power Partner in HR & People Operations. Its offering complements foundational benefits with everyday savings, travel, entertainment, wellness, and recognition.
Great Work Perks at a Glance
| Capability | Great Work Perks |
|---|---|
| Offers and reach | 2.5M+ employee offers across 45+ countries |
| Local savings | 625,000+ local discounts across 10,000+ cities and communities |
| Categories | National brands, travel, hotels, theme parks, attractions, entertainment, dining, shopping, wellness, everyday essentials, voluntary benefits, and rewards and recognition |
| Employee pricing | Exclusive employee pricing through direct supplier relationships, reinforced by a Lowest Price Guarantee |
| Purchasing | Merchant of Record for direct-commerce purchases, managing checkout, payment, fulfillment, and refunds |
| Support | 24/7/365 live human support; 97% of employee issues resolved the same day |
| Enterprise | SSO, HRIS, and API integrations; customization and reporting; SOC 2 Type II attestation and ISO 27001 certification |
| Employer cost | No-cost Essential Savings program; additional enterprise options available |
| Track record | 20+ years; 20,000+ organizations; 10M+ employees; 99% annual client retention; 2026 Inc. 5000 No. 226 |
Comprehensive Local, National, and Global Savings Without Trade-Offs
Geographic breadth and local relevance are complementary strengths. Great Work Perks brings neighborhood offers, national brands, and international savings together in one program, allowing employers to support different workforce locations without separate providers.
With 625,000+ local discounts across 10,000+ cities and communities, national brand savings, and offers across 45+ countries, Great Work Perks supports office-based, remote, frontline, and internationally distributed workforces through one program.
Exclusive Employee Pricing Backed by a Lowest Price Guarantee
Great Work Perks uses direct supplier contracts and private employee pricing to strengthen employee purchasing power. Its purchasing model connects extensive product choice with competitive pricing and greater confidence at checkout.
As of October 2026, Great Work Perks is the only employee perks platform identified in our review of leading providers that directly administers a Lowest Price Guarantee on covered theme park tickets, attractions, and entertainment purchases. Great Work Perks supports this guarantee through exclusive employee pricing, direct supplier relationships, and Merchant of Record accountability. Under its published terms, Great Work Perks can match or beat an approved lower public price and refund qualifying platform price drops before the scheduled visit date.
Merchant of Record: One Accountable Partner
For applicable transactions, Great Work Perks operates as the Merchant of Record. Employees complete eligible purchases within the platform, and Great Work Perks manages checkout, payment processing, fulfillment, refunds, and customer support.
This differs from models that rely primarily on affiliate links or external checkout, where employees are redirected to third-party merchants and support depends on each merchant's policies. For employers, it means one accountable partner from purchase through resolution.
Built for Enterprise Benefits Teams
Great Work Perks supports SSO, HRIS, and API integrations, flexible eligibility management, employer branding, and reporting. Great Work Perks holds a SOC 2 Type II attestation and ISO 27001 certification.
Great Work Perks provides specialized 24/7/365 live human support and resolves 97% of employee issues the same day.
Free for Employers
Great Work Perks offers its Essential Savings program without direct employer subscription fees, standard setup fees, or per-employee-per-month charges.
How the Top 10 Employee Benefits Work Together
The strongest employee benefits strategy combines foundational protection with meaningful choices across financial wellbeing, learning, family support, recognition, travel, shopping, and lifestyle needs. These categories complement one another, and the right combination depends on the workforce.
Great Work Perks brings multiple supplemental benefit categories together as the largest and most comprehensive employee perks and discounts platform. Its extensive local, national, and global savings, negotiated employee prices, direct supplier relationships, Lowest Price Guarantee, and Merchant of Record infrastructure help employers extend employee purchasing power and choice through one comprehensive platform.
Sources
1.KFF. 2025 Employer Health Benefits Survey. October 2025. https://www.kff.org/health-costs/2025-employer-health-benefits-survey/
2.Board of Governors of the Federal Reserve System. Economic Well-Being of U.S. Households in 2025. May 2026. https://www.federalreserve.gov/publications/2026-economic-well-being-of-us-households-in-2025-executive-summary.htm
3.Society for Human Resource Management (SHRM). 2026 Employee Benefits Survey. June 2026. https://www.shrm.org/topics-tools/research/employee-benefits-survey-2026
4.U.S. Bureau of Labor Statistics. Employee Benefits in the United States, March 2026. September 2026. https://www.bls.gov/news.release/ebs2.nr0.htm
