These 9 company perks keep employees around longer

From mental health days to profit sharing, these standout company benefits help retain top talent and build long-term loyalty

Retention is a growing challenge in a job market where skilled workers have options and expectations. A Gallup report found that nearly half of U.S. workers are actively job searching or watching for new opportunities. In this climate, perks are everything and serve as a strong indicator of a company’s values, culture, and long-term vision.

Companies that align benefits with employee well-being and growth see more than good press — they see loyalty, engagement, and resilience. These standout strategies demonstrate how leading employers retain their best talent, not with ping-pong tables and ice cream Fridays, but by meeting fundamental human needs.

Preventing burnout is essential and far more than just a wellness trend or component of employee well-being. Mental health days and open PTO policies provide employees with the space to recover, reset, and return stronger. These policies recognize that time off isn’t always about vacation but also sustainability and long-term productivity.

Example: Software company Asana offers “no strings” paid time off, including dedicated mental health days throughout the year. Such flexibility contributed to its consistently high rankings in employee satisfaction and notably strong retention.

Sabbaticals reward tenure and provide a meaningful break that helps refresh long-serving employees. They also send a clear message that long-term commitment is recognized, valued, and supported.

Example: After five years of service, Patagonia employees can take a two-month, fully paid sabbatical to work on environmental projects or recharge. This policy has helped Patagonia maintain strong employee engagement and long tenure across departments. It boosts loyalty and contributes to sustained productivity.

When employees grow, businesses grow with them. Educational support shows a company is invested in more than the work being done today, but in long-term development. Whether through degree programs, certifications, or micro-learning stipends, learning benefits have been linked to increased retention and promotion rates.

Example: Starbucks’ College Achievement Plan covers full tuition for eligible employees completing bachelor’s degrees online through Arizona State University. Over 20,000 employees have enrolled, supporting both retention and upward mobility. Investing in continuous learning helps companies build a skilled, loyal workforce ready to take on future challenges.

Clear career development pathways turn high performers into long-term leaders. Mentorship, internal promotion tracks, and career coaching provide employees with a reason to stay and a clear direction for growth. When employees see a future with their current company, they’re less likely to look elsewhere. 

Example: AT&T’s internal mobility program helps employees map their career paths and upskill through digital training platforms. The initiative has supported thousands of internal moves and promotions annually, reinforcing internal talent pipelines. Investing in internal mobility benefits both employees and the organization by encouraging loyalty and leadership development. 

Supporting caregivers in the workplace has become a necessity rather than a luxury. From extended parental leave to childcare stipends or on-site options, supporting working parents helps retain valuable professionals. These benefits reduce attrition and improve inclusivity, especially for women in the workforce.

Example: Cisco offers “LifeConnections” — an on-campus center with childcare, health services, and wellness programs. Paired with generous leave policies, this has contributed to the company’s strong reputation for supporting families and retaining mid-career employees. Family benefits play a key role in building loyal and diverse teams. 

Flexibility is one of the most powerful modern retention strategies. Remote and hybrid policies offer autonomy and a better work-life balance, allowing employees to tailor their work schedules to their needs. Hybrid options also expand the talent pool without sacrificing connection.

Example: HubSpot’s “work from anywhere” policy allows employees to choose remote, in-office, or hybrid setups. Since implementing this model, the company has reported lower turnover rates and higher engagement scores. Flexible work arrangements are essential tools for attracting and keeping top talent. 

Equity and ownership plans help employees feel invested, increasing their likelihood of staying. Ownership benefits, such as stock options or profit sharing, increase commitment by aligning employee success with company success. These benefits are especially effective in retaining experienced, high-impact employees.

Example: Publix Super Markets is employee-owned through an Employee Stock Ownership Plan (ESOP). This structure has contributed to high retention rates, with many staff members staying for decades. Employee ownership builds loyalty and emphasizes a shared commitment to company success.

Well-being benefits are shifting from general perks to personalized support. Companies are moving beyond gym discounts to offering stipends that support mental, physical, and even financial health. These lifestyle and wellness perks reflect the diverse ways employees recharge and reduce stress.

Example: LinkedIn provides employees with a “Perk Up” budget that can be used for fitness classes, mindfulness apps, or even house cleaning services. The company ties these perks directly to wellness outcomes and productivity. Personalized wellness benefits help employees feel valued and supported, increasing retention and engagement. 

Mission matters, especially to today’s young workers. Paid volunteer days, donation-matching programs, and purpose-driven initiatives help employees align their personal values with a company’s broader mission. This sense of shared purpose fosters deeper engagement.

Example: Salesforce gives employees seven paid volunteer days each year and offers a $10,000 donation match. Over 80% of employees participate in volunteering, creating a culture of giving that strengthens commitment and supports long-term retention.