Paid-Time-Off (PTO) Policies allow employees to have the time and flexibility to address family needs, deal with grief and loss, volunteer, take a sabbatical, and more. Going beyond the bare minimum of PTO requirements and paying attention to the needs of employees can help employers get together a PTO plan that is most impactful and appreciated. In the coming year, many employers are making changes to:

• Make PTO policies more inclusive (especially for caregivers by offering benefits such as increased paid parental leave for all kinds of families, or aligning the company holiday schedule to match school or bank holidays)
• Give fewer limitations on personal time off (convertible PTO or expanded leave for example), and
• Provide more generous PTO allowances (including unlimited PTO or mandated vacation time for the whole company, such as a week-long winter and summer break to ensure everyone can truly unplug for a few weeks a year).

Flexible Coverage Options such as Individual Coverage Health Reimbursement Arrangements (ICHRAs) and Level-Funded Plans offer creative ways for businesses to provide quality benefits at sustainable rates. ICHRAs are an ideal choice for employers who want to contribute to employees’ health benefits with more flexibility – giving personalized coverage options through the individual market, in a way that’s still tax-advantaged for the employer. Level-funded plans allow for greater cost certainty for employers, while effectively managing risk. When employers have a good claims year, level-funding also lets them share in the savings.

Personalized Organizational Tools are also being increasingly offered by organizations. By allowing team input into the types of tools they use, workers will be able to pick the equipment and environment they find most comfortable, which will boost productivity and job satisfaction. While growing employee choice over the devices and tech they work with everyday might not seem like the most traditional benefit offering, this kind of flexibility is exactly the level of control over their day-to-day experience that many employees crave and seek out in their roles.

Adaptable Work Schedules & Locations are high-value perks that employers can provide at little to no additional expense, while creating an admirable ROI.

• Flexible work schedule options include a four-day workweek or consolidated schedule benefits, and work locations can be personalized with hybrid or remote work options.

Hybrid Work Options encourage flexibility and individuality by allowing employees to plan work around their personal lives, while providing them with a higher sense of psychological safety and belonging. Remote work has become a vital benefit to most employees, but for employers that can’t adopt full-time remote schedules, hybrid work options can be offered as a compromise for employees who are happier and more productive with flexible work arrangements. Proactive employers will focus on balancing employee expectations and needs with the benefits of having employees in the office. Investing in commuter, child, and elder care benefits, and giving employees a choice of when they come into the office can help make it less burdensome to return to work and provide increased value to in-person work.