It’s time to rethink your expectations around job benefits. Health insurance, 401(k)s, and Paid Time Off (PTO) used to be standard. Now, they’re negotiable. Rising costs, shifting priorities, and new work models are changing what companies can offer. What employee benefits can you ask for? Can you design a plan both you and your employer are happy with?
Why Employers Offer Fewer Benefits
Healthcare: Premiums continue to rise and companies are struggling to keep up. Offering comprehensive plans can cost thousands of dollars per employee, per year. Government rules around healthcare, insurance, and employment affect what companies are required to offer.
Profit: Small and midsize businesses may want to provide great benefits but they can’t afford to. Profit margins are tight. Even big companies are watching the bottom line. Short-term and freelance contractors and at-will hiring mean different obligations for employers.
Flexibility: Some employers are moving away from standard plans to offer personalized options: more cash, stipends, or the ability to customize your benefits. A one-size-fits-all approach doesn’t work. Companies are starting to tailor benefits to age, life stage, or role.
How to Rethink Your Expectations
You don’t have to settle for less. But you do need to adjust your expectations based on where you are in life and what matters to you right now.
Evaluate: Ask yourself: Do my benefits expectations match my role, experience, and life stage? For example, moving into leadership might mean shifting from PTO priorities to executive coaching or equity. A new parent might prioritize healthcare over travel perks.
Refocus: Your needs change. What mattered to you when you were 25 years old probably doesn’t matter at 50. Don’t cling to outdated goals. Shift your focus based on what’s useful to you today.
Traditional Benefits Missing? Ask for These
Education or Upskilling: Ask if they’ll fund certifications, courses, or conference attendance. It helps you grow, and you will use what you learn to help them.
PTO for Mental Health Days: Even if PTO is limited, see if you can take a few days each year to unplug without using vacation time.
Flexible Work Arrangements: If they want you on-site five days a week but don’t offer benefits, ask for a hybrid schedule. Saving time and money on commuting has real value.
Technology or Home Office Stipend: Working remotely? Ask for support with home internet, desk setups, or hardware.
Know What to Ask
Use the conversation to shape the benefits that matter to you. Negotiate for what you need. Be proactive, specific, realistic, and adaptable. Your goal is to satisfy both you and your employer. You won’t know what’s possible unless you ask. Here are some questions you can use:
- “Is the benefits package flexible?”
- “What kind of mental health support is included?”
- “Do you offer nontraditional perks like student loan help?”
- “What benefits are included beyond salary?”
- “What professional development resources are available?”
- “Can we add a few mental health days or a stipend for leadership training?”
- “Can you increase base pay or offer a monthly health stipend to offset insurance costs?”
- “Are flexible hours or hybrid options negotiable?”
- “Can we revisit the package in six months based on performance?”
What work benefits are most important to you? Please share in the comments.