Did you know that 60% of employees say the benefits they receive significantly influence their overall satisfaction at work? While salary often takes center stage in job negotiations, it’s the additional perks and advantages that can truly shape your experience, both professionally and personally. From flexible schedules and paid time off to retirement contributions and continuing education opportunities, these benefits go far beyond your paycheck.
Negotiating benefits allows you to create a package that meets your specific lifestyle and future goals. In this article, our team at Remote People will look at the most impactful perks to consider, including time off, relocation support, travel allowances, stock options, professional development resources, and more.
By focusing on what truly matters to you, you can evolve your job offer into a well-rounded opportunity that supports your professional aspirations.
Why Negotiating Benefits Matters
You may think that when you receive a job offer, that the offer is firm—take it or leave it—but that’s not always the case. Our research has found that about 90% of companies are willing to negotiate your salary. And, about 32% of them are willing to negotiate your benefits.
And here’s the thing—you could be leaving some important stuff on the table if you don’t try. What’s the worst thing that can happen? They tell you no and you are left to decide if the current package meets your needs. But if they tell you yes and consider a counter-offer, even if you meet somewhere in the middle, you’re far better off.
Today, it’s increasingly common for employees to advocate for themselves and state their expectations upfront. Employers are often willing to accommodate reasonable requests, especially when attracting top talent. This shift means you have a real chance to craft a package that aligns with your needs and priorities.
From flexible schedules and health-focused perks to opportunities for professional development, the benefits you negotiate can make a significant difference in your overall satisfaction and career trajectory.
Time Off: Valuing Work-Life Balance
When you look at the top benefits that matter to employees, you tend to see things like flexible scheduling and time off at the top of the list. Things like leaving early on Fridays or four-day work weeks have long been a valued benefit. However, as remote work has evolved in recent years, added vacation time or personal days, and flexible work arrangements have become hot commodities.
So, when you get that job offer, here is what to look for and what to ask for.
Paid Time Off (PTO)
Vacation days, sick leave, and personal days are fundamental to maintaining a healthy work-life balance. If the offer seems limited, don’t hesitate to ask for more PTO—especially if you bring significant experience to the role. Here’s how the averages break down:
- After one year, employees typically receive 11 to 13 days of paid vacation.
- By the fifth year, the average increases to 15 days in private industry and 16 days in state or local government.
- After 10 years, this rises to 18 days in private industry and 19 days in state or local government.
- After 20 years, the average hits 20 days across industries.
If this isn’t your first job, leverage your experience and contributions to negotiate PTO that aligns with or exceeds these averages.
Parental Leave
Family-focused benefits, like maternity or paternity leave, are invaluable for many employees. While policies vary, advocating for extended paid leave or additional support, such as childcare stipends, can significantly impact your work-life balance. If the company’s current offerings seem limited, inquire about ways they can accommodate your needs during major life events.
Sabbaticals
For employees who value long-term personal or professional growth, sabbaticals are an excellent benefit to explore. These extended periods of leave—often granted after several years of service—can be used for travel, education, or simply recharging. While sabbaticals aren’t offered everywhere, it’s worth discussing with your employer, especially if you’re joining at a senior level or bringing specialized skills.
Job Flexibility and Remote Working
Now let’s dig into that job flexibility. While many companies still look for employees to theoretically punch the clock from nine to five, it really is becoming less and less common. If there is one thing the pandemic taught us a few years back is that individuals are productive at different times of the day—not everyone is the same. So, unless you are working in an industry where there need to be certain number of people on shift at a certain time (i.e., public safety, healthcare, education, etc.), then why not seek an opportunity to work when and where you you can do your best work?
Here’s what to ask for:
- Flexible start and end times to fit your schedule.
- Remote or hybrid work options.
- Stipends for home office equipment or coworking spaces.
- Core hours policies with flexibility outside set times.
Title Negotiations
Don’t let anyone tell you that titles don’t matter. They do now and they always will. And some companies just love to throw around generic titles that don’t provide any insight into your level of skill or experience. This can impact how potential employers view your qualifications in the future and may even affect opportunities for networking or promotions.
HOW TO FRAME THE ASK
Highlight how a title upgrade aligns with the responsibilities you’ll be taking on. Be specific—point out tasks or leadership roles that warrant a more senior or descriptive title. Mention how a clear title benefits both you and the company’s professional reputation.
Signing Bonus and Severance Packages
Depending on your level within an organization or how much they want to bring you on, you may have the ability to ask for—and receive—not just a healthy signing bonus but a documented severance package should you and the organization need to part ways down the road.
So, negotiating a signing bonus can be a smart move and we estimate that about 30% of companies are willing to consider these incremental payouts. When discussing this one-time payment, clarify the payout timeline to suit your financial needs—whether it’s upfront or in installments.
Severance packages are another important consideration. Companies typically offer one to two weeks of pay for each year of employment, but if you’ve been there only three years, that might not provide enough cushion to find your next opportunity. Request extended health benefits, accrued vacation payout, and outplacement services to help protect you during a transition.
Relocation Expenses and Commuting Reimbursements
In the U.S., the average cost of a local move is $1,250, while a long-distance move of 1,000 miles can average $4,890—and these costs can climb even higher. For many employees, these expenses are a significant burden. If your new role requires relocation, consider asking for financial support to cover moving costs. This could include temporary housing assistance, especially if you haven’t sold your current home yet, or even home-buying support.
For those commuting to an office—whether full-time or just a few days a week—reimbursement perks can add up. Request public transit passes, parking stipends, or mileage reimbursement to offset transportation costs. These benefits not only make your commute more affordable but also help reduce the stress of balancing work and travel expenses. Don’t hesitate to negotiate these as part of your total compensation package.
Travel Benefits and Work Equipment
Will your new position require you to travel? If so, this can be quite advantageous especially if you are at a point in your life where traveling the world is convenient. But it can be easy for employers to overlook the strain and time commitment that comes with business travel—even when it’s something you are open to.
So, if your new role involves frequent travel, request reimbursement for work-related expenses, seat upgrades, or even personal travel incentives to offset the demands of being on the road. These perks can make business travel more comfortable and manageable, especially when travel becomes a regular part of your schedule.
For work equipment, remote workers or employees frequently on the phone should negotiate for a paid work phone, laptop, or a complete home office setup. Many companies include employees on their corporate mobile plans, which often means a high-quality phone at no cost to you and savings of $50 to $100 per month. If personal use is allowed, review company guidelines to avoid surprises later. These benefits can make your workday easier and more affordable.
Continuing Education and Conference Attendance
There is an old adage out there with a CEO and a CFO having a conversation. During the conversation, the CFO poses the question—what if we invest in them and they decide to leave? Ever the thoughtful leader, the CEO takes a moment to consider the question, and then responds—what if we don’t and they decide to stay?
Even though you may bring years of experience and highly-sought-after skills to the job, it doesn’t you mean you still don’t have the opportunity to learn and grow. And with new advancements and changes in your industry, continuing education and attending relevant conferences can help you stay on top of things and keep your mind sharper than ever.
This all said, investing in your professional growth benefits both you and your employer. Requesting support for certifications, advanced degrees, or online courses shows your commitment to staying current in your field and sharpening your expertise. These opportunities allow you to grow alongside industry advancements and tackle new challenges with confidence.
Attending conferences and networking events can provide valuable insights and connections. When negotiating your package, ask for an annual budget dedicated to these events. Outline how attending specific conferences can directly benefit the company, whether through learning new strategies or building industry relationships. Employers often appreciate a well-prepared request that ties learning opportunities to their organizational goals.
Stock Options and Retirement Contributions
Many Americans feel that they are not financially prepared for retirement. And, one of the best ways to keep you from feeling that way is to participate in a retirement plan. When evaluating your job offer, consider negotiating for stronger retirement benefits, such as higher employer matches for a 401(k) or other retirement accounts. A small increase in matching contributions can make a seriously big difference over time.
Equity packages, like stock options, are another long-term benefit worth exploring. Stock options can provide substantial financial rewards if the company performs well. When negotiating, ask about the vesting schedule, the number of shares, and the strike price. Frame your request by tying it to your anticipated contributions to the company’s success.
Combining a solid retirement plan with stock options gives you both immediate benefits and a valuable stake in the company’s future growth, helping you secure long-term financial stability.
Health and Wellness Perks
Last but not least, let’s talk about health and wellness. As you probably know, these benefits can significantly impact your quality of life, and many companies already include them in their packages—but that doesn’t mean you can’t negotiate.
Start with comprehensive health plans, including premium options for medical, dental, and vision coverage. Don’t overlook mental health resources, such as counseling services, therapy reimbursement, or wellness programs. These can be invaluable for maintaining balance and resilience. Additionally, ask about fitness perks like gym memberships, stipends, or access to onsite facilities. Prioritizing wellness can help you stay energized and focused both personally and professionally.
How to Approach Negotiating Benefits
Now that you know what to ask for, let’s talk about how to make the ask. Typically, when you receive an employment offer, the employer does not expect you to immediately accept the deal and sign on the dotted line. You will often be given a few days to a week to consider the offer and make your decision. This means you have time to review all the details and to decide what sits well with you and what doesn’t.
That said, if you feel that the proposed benefits could be better, here’s how to approach your next steps.
- Review the Offer in Detail: Carefully read through the benefits package and take notes on areas you’d like improved.
- Prioritize Your Requests: Decide which benefits matter most to you and focus on those. Avoid overwhelming the employer with a lengthy list.
- Research Industry Standards: Use data to support your requests, like average PTO days or typical relocation assistance for similar roles.
- Organize Your Requests: Combine all your negotiation points into a single, clear proposal instead of going back and forth repeatedly. This shows professionalism and helps streamline the discussion.
- Be Respectful and Reasonable: Frame your requests as a way to align the offer with the value you’ll bring to the company.
- Be Open to Compromise: Be prepared to meet in the middle if the employer can’t meet all your requests.
Build the Benefits Package You Deserve
Negotiating benefits is about shaping a job offer that aligns with your personal and professional needs. From PTO and flexible schedules to professional development and health perks, these additions can make a meaningful difference in your daily life and future plans. By approaching the conversation thoughtfully and confidently, you open the door to opportunities that extend far beyond salary.
Looking for more tips on negotiating, hiring, or navigating the workplace?
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Author: Susan Snipes
Susan is an experienced, certified HR and compliance professional who provides HR and compliance strategies to companies with global and US-based teams.
