7 benefits employees can use outside of open enrollment

Employers should consider challenging the traditional view of open enrollment for things like health insurance and retirement plans as a unique or special part of compensation. While these are helpful as a baseline for employee benefits, many employers have them. 

They’re easy to take for granted and don’t help much with important things like employee loyalty. When open enrollment ends, benefits tend to fall by the wayside. If an employer wants to retain employees, they should think beyond these basics and consider perks that continue to have an impact throughout the year. 

Why it’s a good idea to invest in benefits that give value year-round

When an employer is willing to build a benefits package that includes everyday value, it shows their appreciation for their team. If they can show that they’re being intentional when they’re setting up a package, that’s even better. 

When an employee feels seen and valued through the specifics of their benefits, it sends the message that management and HR teams don’t just want to give them more random stuff. They want to give them something with a personalized sense of value that helps them juggle things like everyday expenses and wellness. 

Work-life balance is a particularly important trend right now, too. More and more research points to lost productivity from burnout, and things like health events can hurt employers and employees alike. 

In other words, if an employer is going to expand their benefits package, they need to do it with something that holds genuine value. If leaders want their employee benefits to boost retention and build loyalty from their staff, they need to make sure they’re being intentional at every step.

With that in mind, here are seven benefits companies can use, along with basics, like a solid health plan and good 401(k) match, to build a benefits package that draws people in and makes them never want to leave once they’re in the building.

1. Everyday savings and discount platforms

One of the most consistent employee benefits is corporate discount programs. These offer packages that include special offers, targeted discounts and everyday savings across a broad cross-section of life, including:

• Vacations and hotels
• Theme parks and similar attractions
• Electronics and appliances
• Fitness memberships
• Gift cards and groceries
• Apparel
• Cars
• Live events

Working Advantage, a leading Discount Corporate Program, points out that this doesn’t just offer savings. It can boost recruitment and retention by giving a company’s talent access to better branded experiences that might otherwise be too expensive. For instance, rather than going to a local theme park, it might lower the barrier to entry for a more popular option. 

Offering employees ways to save on local offers on a regular basis shows that their employer is looking out for them in a world where prices are always getting higher. This kind of perk also lets people use their work perks to patronize local organizations and stay close to home if that’s what they prefer.

2. Mental health support

Mental health is on everyone’s minds in 2026. Burnout is a big focus when it comes to work-related mental wellness, too. This affects employers as well as employees, with businesses around the world collectively paying around $322 billion to cover the cost of burnout.

One way employers can show ongoing support for their employees is through mental health support options. These can take a few different forms. For instance, offering free or subsidized therapy and counseling can give employees a lifeline that they might not otherwise be able to afford. 

Wellness has become part of many office retention strategies. While a program is helpful, though, make sure your off-the-clock benefits line up with the wellness initiatives you’re pursuing at work.

3. Flexible fitness memberships

Physical health is another major factor that contributes to ongoing health. A good workout regimen can maintain weight, preserve mental health and prevent complications over time.

The key is implementing a fitness option that works in a hybrid work world. A gym on location only helps in-person workers. Instead, look for gym networks that people can use no matter where they’re working from.

Virtual wellness programs are another option. Investing in trainers and coaches who are available through virtual meetings can help remote workers stay plugged in and in shape over time.

4. Childcare and caregiving support

Childcare is a significant financial burden for many families. The cost of childcare has become so high that, in many cases, when a second parent goes back to work, it wipes out most of a second paycheck. 

One national childcare organization found that the cost per child for care in 2024 was $13,128. To put that in perspective, the average annual price for child care for two children in the vast majority of states across America can be higher than paying the mortgage. Offering childcare and caregiving support gives workers a natural incentive to stay at a company. 

Childcare benefits could be as simple as offering flexible hours and remote work options to accommodate caregiving schedules. It can also be more direct, such as subsidizing childcare costs or reimbursing childcare-related out-of-pocket expenses. 

5. Financial wellness perks

Compensation, everyday discounts, and childcare subsidies — these all help employees keep more of their cash. But an employer can go further by helping them protect and manage their finances over time.

This can come through something like additional insurance offerings for high-value possessions or offering identity protection. Financial literacy is also important. Providing budgeting coaching and offering budgeting tools is another great way for an employer to show employees that they aren’t just invested in their compensation. They want them to build wealth and thrive.

6. Travel and entertainment discounts

The best ongoing benefits packages know how to balance the practical with the fun stuff. High-value experiences are hard to come by, and they often come with a big price tag attached.

Employers can help employees access experiences as part of a rolling benefits package. If someone likes to travel, their perks can include something like a corporate card where they can accumulate personal travel miles. 

An employer can also subsidize vacation packages, offer reduced prices for tickets for concerts or sports events, and even offer something simple, like a free pass to the movies. The key is to find options that have a high perceived value for employees (and their families, too). 

7. Voluntary benefits employees can personalize

Personalized benefits can provide a sense of individuality. They are also flexible options that you can often tailor to specific employee values, beliefs, or desires.

For instance, a voluntary benefit like this could be setting up a donation option that lets employees choose the specific organization they want to support. Providing paid time off to volunteer at places they support is another good option.

An employer can even offer funding for things like pet insurance, legal services and similar needs that come and go depending on individual needs, preferences, circumstances and stages of life.

What HR teams can learn from benefit usage trends

HR teams need to resist falling into a predictable pattern when it comes to benefits in 2026. As digital tools expand benefits options and increase personalization, HR leaders should work to build benefits packages that accomplish a few specific things:

• Balancing open enrollment with ongoing perks that continually signal care and value to employees.
• Offering practical savings that provide functional support as well as flashy perks for memorable, high-perceived-value experiences.
• Providing flexibility and personalization options whenever possible to tailor packages to precisely what employees want and need.

Along with finding the right perks and benefits, HR teams need to communicate the purpose of these packages and each individual perk to the individuals they are intended for. Visibility matters here. Payroll is straightforward. But a discount program or free budgeting app? That could require a push for awareness and education to demonstrate their value and push adoption. 

If HR leaders can spearhead the use of robust benefits packages backed up by strong awareness and adoption campaigns, they can signal to employees that their employer is invested not just in paying them, but in cultivating their overall wellbeing and that of their loved ones throughout the year.

This article is for informational purposes only and does not substitute for professional medical advice. If you are seeking medical advice, diagnosis or treatment, please consult a medical professional or healthcare provider.