Unconventional Perks That Actually Boost Retention

In today’s tight labor market, traditional perks like free snacks or standard health insurance packages aren’t enough to keep top performers from walking out the door.

In the post-COVID years, we have seen a seismic shift in what employees value most: autonomy, personalization, psychological safety, and meaningful support for their lives. With this in mind, employers need to begin looking at the more ‘unconventional’ perks that can be offering that will actually keep those top hitters coming back every day.

1. Paid “Life Design” Days

Some companies have now started to offer paid days specifically for personal growth, creativity, or wellbeing. These are not vacation days or sick leave, they are purposefully designed for people to take time for themselves without feeling like they are eating away at their holiday entitlement. This kind of benefit can dramatically shift employee mindset around work and life balance, resulting in retention increases as high as 40% in a single year.

‘Life design’ days allow employees to pursue anything from classes and creative projects to volunteering or self-care. What they communicate to your team is powerful: we trust you to manage your time because your personal fulfilment matters to us.

2. Personalized Wellness Allowance

A one-size-fits-all benefit rarely meets individual needs. Personalized wellness stipends, which let employees spend on what matters most to them (such as therapy, fitness, nutrition…the list goes on) have been seen to improve retention by 28% in organizations that have gone the extra mile to tailor benefits to individual wellbeing.

This way, wellness benefits are being used in a more helpful and strategic way, whilst also demonstrating that employers recognize the importance that wellbeing has in the lives of their employers. Subsequently, employees who feel seen and supported are more likely to stay.

3. Four-Day Workweeks & Flexible Models

Flexibility has become an expectation in the modern working world. With studies reporting that employees value option to work remotely for the long term, and flexible arrangements boosting satisfaction significantly, employers embracing reduced workweeks or flexible schedules see not only happier teams but measurable retention benefits.

When employers give people real autonomy over their schedules and trust them to manage their time, they start to build real trust with their employees that holds immeasurable value.

4. Pet-Inclusive Policies

For many, pets are family. Policies that allow pets at work or offer pet-care days may seem unconventional, but they really do work. Companies report that such support reduces stress, builds loyalty, and fosters a culture where employees feel truly valued as whole people instead of just workers.

5. Removing Financial Barriers to Remote Success

Remote and hybrid work has been known to be an extremely cost-effective tool for both employers and employers, but if employers want their teams to get the most out of working from home, they must be providing them with the tools to thrive.

Remote work stipends for home office setup have been linked with increased job satisfaction and better retention outcomes. Employees who feel supported in their work environment are significantly more likely to stay long-term.

The bottom line?Unconventional perks work when they align with what employees actually need. And so as an employer, this requires you to be in touch with the needs of your people in order to accurately pinpoint what retention strategies will work best for them.

If you would like to discuss how we can help turn unlikely perks into thought-out retention strategies, please do get in touch with us today.