This post, COVID nation, is a job seeker's dream. The Great Resignation is in full swing, and companies are desperately seeking help. Not just a warm body to fill an empty seat, either. They want to make project management better, diversify the workforce and explore new territory to be bigger and better than they were pre-COVID.

But, hiring the right people to accomplish those tasks will be challenging because potential employees will be looking for a company that aligns with their vision, is diversified, supportive, and has good benefits and company perks.

Talented job seekers can be deliberate and picky about the job offer they accept. You can entice the right talent with benefits important to them.

What things about your company make them show up to work for you every day? It's much easier to attract top talent by offering benefits that will keep them healthy and make them happy, so they hang with you and stay far from your competition.

The Benefits the Fed's Say You "Must-Have"

Employee benefits can either be offered voluntarily by the employer or mandated by law or both.

The U.S Bureau of Labor Statistics states that "legally required benefits provide workers and their families with a retirement income and medical care, mitigate economic hardship resulting from the loss of work and disability, and cover liabilities resulting from workplace injuries and illnesses."

The Federal government mandates employers to give the following employee benefits:

• Social Security and Medicare
• Unemployment insurance
• Workers' compensation insurance
• Family and Medical Leave Act (FMLA) protections

Many states also have local laws that enact higher state standards than the federal labor statutes. Check your state's benefit requirements before deciding what benefits to offer.

New Hire toolkit

Benefits Your Employees Say They

As mentioned earlier, job seekers get to scope out who's hiring and what's being offered before deciding where to work. Offering them a substantial benefits package makes you difficult to ignore.

And don't be a stickler for office only employees.

Remote work.

Is the rising trend that companies are beginning to offer as an incentive to join the team. Learning to adjust to remote working takes a bit of time, but once you master it, you will find you have a much more productive workforce.

Remote workers need and want benefits that bring solutions to some of their challenges when working from home.

Such as:

• Insurance Plans – Companies usually get discounted insurance plans for their employees, providing them with a one-stop-shop for their insurance needs

• Home Office Workstation Support – Workers are most productive when they are comfortable. Ergonomic equipment can prevent long-term problems related to bad posture. Providing fast computers and paying a portion of the internet bill are a few ways you can support your remote employees.

• Educational and Development Opportunities – Most job seekers aren't interested in being hired for a position and then staying there the rest of their life. They are curious about opportunities and advancement, and they want to learn other roles in the company.

Offering continuing education units from the local college, providing training, and attending online courses can make a huge difference in the type of potential employees who apply for the job.

• Health and Total Well-being – Back in the day, employee health and wellness were not an important part of the job. Companies were interested in production and numbers and preferred employees to leave their personal issues at home where they could remain personal.

It's only been within the last 15 years that companies have realized that a mentally strong, happy employee is one of their best assets. Now more than ever, employee wellness is a must. Offering mental health days, therapy support (employee assistant program) and anti-stress training are great ways to support your employees.

• Childcare Assistance – Helping a work-from-home parent with childcare will likely become the number one benefit request for parents with young children. Have you ever tried to work when it's just you and your 5-year-old? They are perpetually thirsty. They ask for a snack every 5 minutes. The second you aren't paying attention, they find the hidden playdough and every musical, noise-making toy in the house is brought before you in true concert fashion. You act blissfully delighted and pray the phone doesn't ring.

It's not about the money.

Many companies think that offering a high salary will get the attention of prospective workers. But the coming-of-age workforce isn't attracted by higher wages. They like getting a paycheck, but they find more value in the benefits the company is offering, the work environment and the diversity of the company's employees.

So rather than offer giant pay raises, put that money into a fantastic benefits package. There are many benefit options, and if you aren't sure what to offer, survey your workforce and find out what they like and want.

Promise Them the Moon ► Then Deliver it.

The following options are just the tip of the benefits iceberg, and they are the benefits most often offered to employees.

• Health Benefits
• Flextime/Remote Work
• Paid Time off (Including Family Leave)
• Employee Assistance Program
• Work Environment

Benefits are not a one size fits all solution. Companies and their employees have unique situations that require a personalized plan of assistance.

You want your employees to know you care about them, their physical health and their well-being. If you boast about having a supportive company, several wellness options and excellent medical care, make sure that is precisely what you offer. Then throw in some perks for good measure.

Empowering your employees can be as simple as taking an interest in what they need to make their lives better and then offering a way to meet those needs.

Contact us

When you partner with Ulliance, our Life Advisor Consultants are always just a phone call away to teach ways to enhance your work/life balance and increase your happiness. The Ulliance Life Advisor Employee Assistance Program can help employees and employers come closer to a state of total well-being.

Investing in the right EAP or Wellness Program to support your employees will help them and help you.  Visit, or call 866-648-8326.

The Ulliance Employee Assistance Program can address the
following issues:

• Stress about work or job performance
• Crisis in the workplace
• Conflict resolution at work or in one’s personal life
• Marital or relationship problems
• Child or elder care concerns
• Financial worries
• Mental health problems
• Alcohol/substance abuse
• Grief
• Interpersonal conflicts


Must Employers Offer an Employee Benefits Program? (2017, October 10). Retrieved from,employee%20health%20benefits%20or%20pay%20a%20tax%20penalty.

Southern, M. (2022, March 1). The Top 5 Must-Have Employee Benefits. Retrieved from Resume Assasin:,highly%20sought-after%20forms%20of%20paid%20leave.%20More%20


Staff. (2021, October 29). Mandatory Benefits a Company Must Legally Provide Full-time Employees. Retrieved from Paychex Worx: