When companies hire new people, they offer benefits in addition to a salary for the employee. But do we pay enough attention to the perks on offer?
When negotiating a new job, always read through your employment letter thoroughly. It will detail the bouquet of benefits that makes up your “Cost To Company”.
Some companies call them benefits, some Work Perks or just perks. Some companies view them as a privilege or a kindness towards you. Regardless of the name, these extra offerings make up your full compensation package and you should reasonably expect benefits with the right job.
Glassdoor's 2015 Employee Confidence Survey revealed that nearly four in every five employees would prefer new or additional work perks over a pay increase.
In this article, we help you understand the various forms of employee benefits and highlights the ones which you have a right to in the workplace.
Employee benefits are any kind of extra incentives given to employees in addition to base wages or base salaries. They’re designed to help promote employee satisfaction and wellbeing, and could include anything from private health insurance, cell phone plans, stock options, to shopping vouchers.
Although some benefits are legally required (core benefits), others are offered as added perks that are used to attract and retain employees. Employee benefits are basically, any kind of non-wage gain attached to an employee’s position can be classified as an employee benefit, be it mandatory or voluntarily given by an employer.
While money is very important, it’s not the only reason you might want to join a company. In many cases, an attractive benefits package can seal the deal. Examples of these perks could include a company-provided mobile phone or perhaps a car allowance and, in some cases, schooling for your children.
When negotiating a remuneration package, you can ask for perks such as health insurance, paid work leave, flexible work hours, or a budget for home office furniture. If you take the time to prioritise and quantify your needs, you can approach the negotiation with offers such as “I am willing to give up the car allowance in exchange for five extra days of paid leave.
The term “Cost to Company” is a literal one, each perk on offer is a cost to the company and accounts for the total amount of money that the company is willing to spend to have you work for them. Since you receive the perks as non-salary benefits, you should think of the benefits in terms of how valuable they are to you, or “Value to Me”. Flexible working hours might seem priceless to you compared to a gym membership that you may or may not use.
Of course, some office campuses have a gym, tennis court, basketball court, and vast lawns where employees can train their body fitness. You may not be able to negotiate the value of these facilities but they may also be an extra reason to choose one company over another.
Compared with a bit more money, a generous benefits package may help you:
The challenge for Human Resources departments is to understand and offer the most attractive and competitive work perks packages. While this varies between industries and certainly across cultures, studies have canvased the most desirable employee benefits. The most popular provisions for any long-term engagement include…
Despite our efforts at Umwuga to fill you work calendar with high-paying and fulfilling work opportunities, the truth is that none of us are able to work without a few restful breaks. In most countries, you have the right to vacation or leave from work days and you should check your local regulations and be sure to demand them in accordance with your work.
Beyond the regular vacation or annual leave, other forms include compassionate leave for which you may need to care for family member, and sick leave which should not count against your vacation leave days.
You should be paid for this time off and should not let employers bully you into taking leave only when it suits them. 80% of working professionals say that the right job should not deny its workforce from taking leaves and going on a vacation.
Some companies allow their employees to take special paid or unpaid leave for a long time. These include sabbaticals or maternity leaves.
Job seekers who plan to study further while retaining their current jobs sometimes opt for sabbaticals. A quarter of women consider paid maternity leave as a dealbreaker requirement for any job they may take.
A responsible company looks after the health and wellness of its workforce. Health, dental, and optical insurance are common perks that are provided to employees.
Some companies are thoughtful towards not only their employees but also their families. Companies who offer this tend to lose fewer employees over time.
Employees can assure themselves of emergency loans and reimbursements. They are added to the Individual Life Insurance and Medical Insurance policies of the organisation.
Income protection shifts a percentage of your salary each month to an insurance policy for the benefit of all employees at the company. In the event that something unfortunate happens to you, this policy will then pay out to support you through your challenges. Joining an employers Group Income Protection scheme can often cost less that taking out equivalent protection for yourself.
The objective of these benefits is to ensure that you have enough money to life and, hopefully, maintain your lifestyle after retirement. As with any regular workplace insurance, your employer would direct a portion of your salary to a retirement plan account which would then be released to in a monthly form when you retire.
The basic principle behind this is to help you save for retirement and the incentive your Government gives is to allow you to ‘withdraw’ your ‘savings’ at a better tax rate after retirement than what they would charge you now.
Retirement benefits come in many shapes and sizes and are sometimes known as a Provident Fund, Gratuity, or Pension. The main reasons for taking this benefit out with your employer are 1) that employers can send your money to the insurer before tax is charged; and 2) that the employer will often contribute an additional amount to your retirement account.
While it may not be the most seductive of perks, Life (or Death in Service) Insurance can be highly valuable for the family you leave behind in the unfortunate event of tragedy. This benefit pays out a tax-free sum to your family to provide support for the people who depend on you financially.
If your employer is willing to provide you with this benefit, make sure it is structured in such a way that you can transfer or take it with you if you ever leave the company.
If most of the concepts above are new and exciting to you, you might be interested in learning about all the different benefits and perks you should be fighting for in your next job negotiation. We won’t go into the necessary detail on these but rather list them for you to search:
Not all employees in a company will be eligible for all the work perks. Some entitlements are kept for members of staff who have completed a certain number of years of service.
For their long-standing commitment, the company may open up some of the higher-value benefits such as long leaves, hiatus, or sabbaticals. Other benefits like student loan or tuition assistance may include conditions that, on your return to the company, you will need to ‘work back’ the assistance by staying with the company for 2-5 years. If you choose to leave the company while still ‘working back’ your perk, the company would typically ask you to pay back a portion of the assistance they extended to you.
Long term service benefits can also include monetary bonuses, jubilee awards like a gold watch, and vacation awards.
When you're considering the right job, a basic salary is no longer enough. You deserve and should fight for an attractive package of benefits to accompany your pay.
Consider these work perks to be part of your salary calculation and do the work to understand the value of each perk before you have your negotiation with the employer.