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Complimentary Employee Benefits: What Are They & Why Should Employers Offer Them?


As employers continually seek ways to better compete for talent – both in the job market AND with current staff – the importance of employee benefit offerings continues to grow.

Companies big and small have explored ways to enhance their benefit packages as demand for new perks grows and as trends emerge. One popular strategy has been to provide additional healthcare benefits, such as telemedicine and wellness programs.

Another course employers have taken is to expand their voluntary benefits to enable employees to customize benefit packages to best suit the needs of themselves and their families.

But another option employers can consider are benefits that are free of charge to employees, or complimentary benefits. These perks can enhance even the most competitive benefit programs and help boost recruiting and retention efforts.


When employees choose their traditional and voluntary benefits there is often a cost associated with the offerings that both the employer and employee are responsible for.

What makes complimentary benefits unique is that, as their name implies, access to these perks are free of charge to employees.

However, for some offerings, there could be costs that arise should an employee want to use them – such as with employee discount programs (more on that shortly).

But what are some examples of complimentary employee benefits that employers can look to add?


There are numerous types of complimentary benefits that business leaders can explore to enrich their offerings. But there are a few that are often the most popular for employees.

These 3 complimentary benefits are great options for employers of all sizes to consider when thinking of adding new perks:

1) Employee Assistance Program (EAP)

Wellness has become much more prevalent in recent years as new workplace programs and benefits have emerged to help employees. One such resource that has proven to be extremely effective are employee assistance programs (EAPs). These programs give employees access to a wide-range of professionals who can assist with personal matters such as:

  • Preparing for a baby
  • Wellness goals and recommendations
  • Debt and financial assistance
  • Legal assistance

The reason EAPs are so valuable to employees is that access to the program and the resources that it provides are free. Additionally, all the details and information that are shared are completely confidential.

2) Discount Programs

Another common complimentary benefit that is extremely popular with employees are discount programs. These benefits provide employees with access to a wide-range of products, services, and events at discounted prices.

Even though employees do have to pay for the services or products that are offered through a discount program, the savings for employees can often be significant – and having access to this program doesn’t cost employees at all.

Some of the things that can be discounted through one of these programs include:

  • Technology products
  • Clothing and apparel
  • Concert tickets
  • Sporting events
  • Movie tickets
  • Hotels and airlines
  • Restaurants and food
  • Insurance
  • Pets
  • Fitness
  • Furniture

These programs are growing in popularity and are a great addition to even the most comprehensive benefit plan.

3) Partnership Discounts

In addition to discount programs, some employers have explored partnerships that can provide employees with substantial savings. One such example is working with a phone service provider and giving employees who use that company a discount that can be applied to their monthly bill.

Another option is to partner with a company or brand to offer discounts to employees when shopping. For example, if a company uses Apple products, they may be able to provide discounts to employees that can be used on all or select items from this company.

Ultimately, these types of perks can help boost employee happiness while being great resources to make the company even more attractive to job seekers and candidates.


No matter how modern or how many perks are offered, employers of all sizes must continuously seek ways to enhance their existing employee benefits packages to keep up with demand and remain competitive. Adding complimentary benefits are one way to accomplish this goal.

And while adding new and emerging benefits can be a problem for smaller employers, exploring HR solutions such as a PEO can help overcome this obstacle and gain access to the perks that can help attract and retain employees.

A PEO can help small and medium-sized employers offer a wide-variety of voluntary and complimentary benefits that are associated with larger, Fortune-500 organizations – all while continuously searching for new benefits to add as employee expectations change.

Not all PEOs want to take clients away from brokers. Broker-Only PEOs look to partner with brokers to help protect and grow their book of business. Download our eBook to learn more about Broker-Only PEOs, how they operate, and what this partnership could mean for you.

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