As the workplace continues to evolve, leading companies are recognizing that traditional benefits packages alone aren’t enough to attract and retain top talent. Today’s employees expect comprehensive well-being support that addresses their physical, mental, financial, and social needs—both at work and beyond.
The most forward-thinking organizations are going beyond standard health insurance and PTO to create innovative programs that truly support work-life integration. From sabbatical programs and mental health resources to wellness challenges and flexible work arrangements, these companies are redefining what employee care looks like in the modern workplace.
Beyond standard benefits, what innovative programs or perks does your company offer to support employee wellness and work-life integration?
1. Concentrix is worldwide with 440,000+ staff in 70+ countries (about 30,000 in North America), and we prioritize our employee wellbeing through a unique multi-directional approach—encapsulated by three pillars of “Care,” “Protect,” and “Innovate” designed to address the complexities of the diverse cultures and communities where we operate. Our commitment is also embedded in our leadership’s performance metrics, ensuring 24/7 access to preventative and crisis support resources in offices and remotely.
2. We established the Center of Employee Excellence (COEX) as an analytics hub for staff wellbeing. COEX’s insights are pivotal in developing and refining wellbeing strategies that resonate across our workforce. A key initiative by COEX in 2023 was the launch of our Wellbeing Scorecard/ Index. This data-driven tool, built with “Privacy by Design” principles, provides real-time, aggregated insights into how our wellbeing resources are utilized at various levels. It empowers leaders with crucial data to make informed decisions, ensuring the efficacy of our wellbeing strategies.
3. Our “Care” pillar emphasizes psychoeducation for managers, enabling them to effectively support their teams. A testament to this is the training of nearly 26,000 staff in mental health awareness and 80% of leaders in identifying and aiding those with mental health challenges. We also conduct annual ‘’Your Voice Wellbeing Surveys” (ESAT), a critical instrument that captures actionable insights into various dimensions of our employees’ work lives.
4. The “Protect” pillar strengthens our staff support infrastructure. In 2024, we enhanced our team of 1,775 Mental Wellness Partners (internally trained peer support) with a subgroup certified in “crisis and suicidal support.” Confidential Employee Assistance Programs also bolster our commitment to our staff’ mental wellbeing.
How has your organization adapted its benefits and support systems in response to changing employee needs and expectations?
Innovation is the heart of our “Innovate” pillar. SafeSpace offers employees access to vital wellbeing resources that include a curated and verified list of local crisis helplines, access to our Employee Assistance Program (EAP), confidential conversations with Mental Wellness Partners, bite-sized mental health learning guides, and more. Access to this wellness tool is 24/7 from our company’s various internal communication platforms.
All of the above is complemented by virtual Wellness Fairs for all staff and KeepAppy, our new, proprietary wellbeing app that offers a comprehensive suite of mental wellness features that bring a practical and holistic approach to mental health and tailored recommendations based on the wellbeing profile of our staff.
This comprehensive, data-driven, culturally sensitive approach to staff wellness helps ensure that we effectively support their wellbeing, day in and day out.
Check out Concentrix’s careers page here!
Beyond standard benefits, what innovative programs or perks does your company offer to support employee wellness and work-life integration?
At Guidewire, we prioritize our employees’ overall wellbeing, physically, mentally, and financially. We go beyond standard benefits to offer exceptional health insurance, robust retirement plans, and generous time off, including 16 weeks of paid family leave for parents. Our comprehensive Employee Assistance Program (EAP) supports employees and family members in the household with counseling and assistance for areas such as legal, financial, bereavement, relationship, and work-related concerns. We provide a unique opportunity to work from another country for up to 5 months through our Global Work From Anywhere program.
Our Wellness Reimbursement program provides an annual allowance, offering employees the choice to use the benefit on what is important to them and their wellbeing. Our benefits exceed local requirements, ensuring employees thrive both at work and in life.
How has your organization adapted its benefits and support systems in response to changing employee needs and expectations?
Guidewire continuously review and assess our benefits and support systems to meet the changing needs and expectations of our employees. Recognizing the growing demand for flexibility, we have embraced a remote work-friendly approach, allowing employees to work from home regularly and/or full time. Our employee demographic has changed a lot over the past few years and our Global Work from Anywhere program has contributed to countless opportunities for warmer climates, exciting travel or spending valuable time with family for those working outside of their home country.
Check out the Guidewire careers page here!
Beyond standard benefits, what innovative programs or perks does your company offer to support employee wellness and work-life integration?
Northside has a wide variety of offerings when it comes to well-being for our staff, including an online coaching app called meQuilibrium, designed to offer personalized insights to manage stress levels, avoid burnout, and build resilience. Employees have access to our online portal that offers numerous wellness services, including discounted gym memberships, our Employee Assistance Program, and even an online tool designed to help employees achieve their financial goals. Employee well-being is at the forefront of our culture here at Northside.
How has your organization adapted its benefits and support systems in response to changing employee needs and expectations?
Northside is consistently adapting to the world around us when it comes to benefits and employee support systems. In recent years, we have implemented a Student Loan Repayment program to help our staff combat high interest loans, designed and implemented multiple resources geared toward addressing mental health concerns, and increased the offerings in our financial resources to ensure employees feel empowered in their financial goals. We also offer annual Benefits fairs so staff can talk to our Benefits team and ask any questions they may have, and provide feedback or recommendations for changes they would like to see in the future. Here at Northside, we want to ensure that our employees are heard as the market is changing at a rapid pace.
Check out the Northside Hospital careers page here!
Beyond standard benefits, what innovative programs or perks does your company offer to support employee wellness and work-life integration?
We launched the Squarespace Sabbatical Program as an opportunity to recognize and reward our tenured full-time employees who have at least 6 consecutive years of service at Squarespace with the opportunity to take a paid Sabbatical Leave. In an industry where the average tenure is just 3 years, Squarespace is lucky to have so many talented team members who have surpassed this milestone by 2x and beyond.
Sabbaticals provide employees the opportunity to disconnect from the office and their day-to-day responsibilities in order to refresh, recharge, and pursue their passions. Employees have leveraged this as a chance to visit family, extend honeymoons, and become culturally immersed in other countries.
How has your organization adapted its benefits and support systems in response to changing employee needs and expectations?
At Squarespace, we believe ideas can come from anyone or anywhere, but they are fragile and require space to develop and grow. This is why our teams operate in a cross-functional and collaborative nature on initiatives both big and small. With this comes a variety of skillsets, communication styles and expectations. To ensure our employees are equipped with the skills necessary to collaborate efficiently and effectively, our Learning & Development team offers virtual courses that cover a multitude of soft skills, such as: Build High Trust Relationships; Giving Feedback that Improves Your Performance; and How to Collaborate in a Dynamic Workplace. Equipping our employees with the skills necessary to partner with one another is imperative to our company’s success.
Check out Squarespace’s career page here!
Beyond standard benefits, what innovative programs or perks does your company offer to support employee wellness and work-life integration?
Beyond standard benefits, our company takes a holistic approach to employee wellness and work-life integration. One of our standout initiatives is our monthly benefits themes. Each month, we spotlight a different wellness topic and share related information, tools, and resources. These themes are paired with an engaging challenge or event, giving employees the chance to participate and win prizes. Past themes have included a hydration challenge, sugar-free week, and a healthy eating challenge, all designed to promote healthy habits in a fun, community-driven way. We also offer an Employee Stock Ownership Program (ESOP), empowering team members to take ownership in the company’s success. To further support a positive and motivating work culture, we have robust recognition programs such as Win of the Week, Spot Bonuses, and Shout-outs, ensuring that outstanding contributions are celebrated regularly. Together, these programs reflect our ongoing commitment to supporting employee well-being, engagement, and a strong sense of belonging.
How has your organization adapted its benefits and support systems in response to changing employee needs and expectations?
Our organization has adapted by listening closely to employee feedback and evolving our support systems accordingly. Our monthly benefits themes were a new approach to communicating our offerings through cohesive, focused messaging. These themes are designed to help employees better understand and engage with their benefits in a more meaningful way. We’ve also expanded our perks to reflect the lifestyles of our team. A great example is the addition of Vetster, a virtual veterinary care service, in recognition of how many of our employees are pet parents. These changes are part of our ongoing commitment to meeting employees where they are and supporting their whole selves, at work and beyond.
Check out the Golden Hippo’s careers page here!
Beyond standard benefits, what innovative programs or perks does your company offer to support employee wellness and work-life integration?
At Aura, we’ve built a robust and engaging wellness program anchored in our dedicated Wellness Slack channel, which serves as a central hub for connection, inspiration, and support. This space fosters a strong sense of community while encouraging proactive self-care and work-life balance.
Each month, we spotlight a different wellness theme such as mental health, getting outside, financial well-being, community, or gratitude and break it down into weekly focus areas. Employees are encouraged to participate in discussions, share personal experiences and tips, learn ways to maximize their benefits utilization, and take part in light-hearted challenges with raffle prizes to keep things fun and motivating.
Another popular example is our Nutrition Month, where employees have the opportunity to receive free one-on-one consultations with a registered nutritionist to help jump-start their personal wellness goals.
What makes this program truly special is that it’s opt-in, peer-driven, and designed to meet employees where they are … whether that’s taking a five-minute mindful break or exploring financial literacy tools.
This approach has driven strong engagement and helped reinforce that well-being is a shared, ongoing priority woven into the rhythm of our work, not treated as an afterthought.
How has your organization adapted its benefits and support systems in response to changing employee needs and expectations?
We’ve recognized that employee needs continue to evolve, particularly around flexibility, holistic well-being, and a desire for meaningful connection, and we’ve adjusted our approach accordingly. While we continue to offer a strong foundation of traditional benefits, we’ve expanded our wellness offerings to reflect the broader definition of health that employees now expect.
Our wellness monthly programming are prime examples of this shift. Rather than a one-size-fits-all approach, we take a flexible, theme-based structure that supports everything from mental health awareness to building community across distributed teams. We also regularly solicit employee feedback to shape future topics and ensure the program remains relevant and inclusive.
These enhancements reflect our commitment to evolving with our people, delivering support that feels personal, practical, and in tune with how our employees actually live and work today.
Check out Aura’s careers page here!
Beyond standard benefits, what innovative programs or perks does your company offer to support employee wellness and work-life integration?
At Builders FirstSource, we believe that when our people thrive, our company thrives. That’s why we go beyond the basics when it comes to benefits. We offer flexible, easy-to-access resources that support both health and everyday life for our team members and their families — things like virtual doctor visits, mental health support, digital physical therapy, and even weight loss tools and coverage. On top of that, our team members get access to exclusive discounts on shopping, travel, building supplies and more — because saving money on the things you love is a win-win for work-life balance.
How has your organization adapted its benefits and support systems in response to changing employee needs and expectations?
We listen — and we evolve. Each year, we gather feedback from our team members and use it to guide how we improve our team member experience and our benefits. We also work closely with our vendors to make sure we make good on our brand promise and that we have the right partners to offer high-quality care and real value. When we design our programs, we consider what matters most: staying competitive, offering choice and flexibility, and making it easy to access the support and care our team members need to stay healthy and well. The result is an overall benefits package and experience that fits our workforce.
Check out the Builders FirstSource careers page here!
Beyond standard benefits, what innovative programs or perks does your company offer to support employee wellness and work-life integration?
At the DriveTime Family of Brands, we’re committed to creating a supportive, people-first workplace where our team members feel valued, cared for, and empowered to thrive—personally and professionally. Our wellness program is a key part of that commitment.
Each year, we host a full calendar of onsite wellness offerings: including yoga, meditation, vision care, dental clinics, biometric screenings, and additional wellness visits with local partners. On a regular basis, we ensure our team members engage in mindful, healthy habits with our weekly stretch breaks, reaching both office-based and remote teams.
We also support our teams through flexible work options, including hybrid schedules for our corporate-based employees and a variety of schedule options across multiple roles—creating opportunities for students, working parents, and others to find the balance that works for them.
But more than that, we ensure that our workplace is one where wellbeing is continuously at the forefront. We offer convenient resources, like our incentive-based wellness platform, Personify Health, providing team members with the opportunity to engage in healthy habit challenges and growth-focused journeys whether it’s for their mental health, physical health, or social connection. We further support our team members’ individual wellness journeys by creating spaces for learning and connection – inviting guest speakers and hosting panel discussions on a variety of topics, including financial assistance, mental health resources, and overall conversations focused on inclusivity.
Together, these efforts do more than support our team members, it boosts employee morale, provides a space for connection, and reinforces our organization’s commitment to building a supportive and people-first workplace.
How has your organization adapted its benefits and support systems in response to changing employee needs and expectations?
At the DriveTime Brand Family, we understand that life isn’t always predictable. Whether it’s through hardship, honorable milestones, or major life changes, our wellness resources are available for all our team members to take advantage of. That includes access to LifeGuides, an employee benefit offering guided, private, and tailored mental health support to our team members when they need it, how they need it. We extend that support by partnering with LifeGuides to host panel discussions and lunch and learn opportunities on key topics, including recent conversations like navigating different working styles during Disability Pride Month and exploring allyship during Pride.
In addition to this dialogue, we also host monthly Social Connects, a virtual engagement opportunity for team members to connect on a personal level across the organization. These multifaceted conversations foster meaningful relationships, support well-being, and contribute to professional growth as team members learn from and engage with one another.
Throughout every season of life, we offer a multitude of resources to ensure that our team members remain in the driver’s seat of their wellness journeys.
Check out DriveTimes Family of Brands careers page here!
Beyond standard benefits, what innovative programs or perks does your company offer to support employee wellness and work-life integration?
Mental health care via Lyra Health
Salesforce provides up to 12 free in-person or virtual therapy sessions annually for employees and their families. This includes counseling, clinical care, and specialized needs (e.g., LGBTQ+ care or teen support).
Financial wellness powered by BrightPlan
BrightPlan offers a full suite of financial tools — from webinars and educational content to unlimited meetings with certified financial planners — helping employees manage financial stress and plan for the future, with availability across 35+ countries.
Onsite Health Services
At its Hyderabad office, Salesforce operates an onsite clinic where medical professionals provide free care, making it easier for employees to access healthcare without leaving work.
Camp B‑Well — a virtual wellbeing hub
Salesforce’s Camp B‑Well acts as a “wellbeing headquarters,” giving employees access to mindfulness programming, wellbeing breaks, and events featuring notable speakers (like Alice Waters and Bear Grylls). All optional and flexible — encouraging employees to engage at their own pace.
How has your organization adapted its benefits and support systems in response to changing employee needs and expectations?
The best example of adapting to changing employee needs can be found in Salesforce’s approach to employee upskilling and AI‑powered career development:In 2024, Salesforce introduced Career Connect and Career Agent, an AI-driven internal talent marketplace that matches employees’ skills and goals with opportunities for training and role. Since it’s launch, this platform has facilitated filling up to 50% of roles internally, with high engagement: 74% of pilot users participated actively, ~40% enrolled in recommended courses and we’re just getting started!