15 Benefits and Perks That Will Keep Your Remote Employees Happy

Benefits and perks for remote employees

Employee turnover can seriously harm your bottom line. According to data from the Society for Human Resource Management, the average cost per hire is nearly $4,700. Replacing a worker also results in costs related to recruitment, onboarding, training and lost productivity. Implementing proactive strategies to retain employees makes sense.

But what do employees really want? According to iHire’s 2024 Hiring and Job Search Outlook report, 53 percent of job seekers say benefits and job perks are their top consideration when evaluating a position. Indeed’s 2024 Workforce Insights Report noted that 71 percent of employed workers would consider switching jobs if they found a “great opportunity”” with higher pay, more flexibility and better benefits. 

Still, even if employers understand the importance of keeping employees happy and providing excellent benefits, offering perks specific to remote employees can be tricky. Here are 15 great ways to recognize, motivate and reward remote workers.

1. Offer health and wellness benefits to remote employees.

Health and wellness benefits are desirable for both in-house and remote teams. They’re also crucial for businesses, because healthy employees tend to be more productive. 

“Comprehensive wellness packages — like mental health support, gym memberships or home office stipends — signal that you care about their overall quality of life,” said Pranav Dalal, founder and CEO of Office Beacon.

Businesses with remote workers in various locations — and even countries — may find managing insurance packages challenging though. Plus, health insurance costs can be prohibitive for startups and small businesses.

As an alternative, consider allocating monthly health allowances for your remote employees. You could, for example, cover a portion of your remote team’s membership fees for sports, gyms or other physical activities.

2. Provide technology to your remote team.

A remote work plan saves money on office space, furniture, equipment and office supplies. Consider reinvesting some of your savings into technology or equipment for your remote employees. You could, for example, provide them with a new laptop, monitor or even a high-speed internet connection. 

In addition to providing adequate computing power and standardizing technology across your remote team, you’ll benefit from cost savings on multiuser software licenses and enhanced security measures.

Consider offering an annual technology or equipment allowance or paying for one-time purchases. You could cover 70 percent (or $1,000) of your remote employees’ new computer or laptop purchases, for example.

3. Offer workspace perks to your remote team. 

Remote workers may think they can work anywhere, but where and how they work matters. Poor posture, distractions and a less-than-ideal environment can hurt productivity. An ergonomically designed workspace, a proper desk and a good chair are valuable investments.

“If you’ve ever tried to work from your kitchen table or a broken chair, you know it’s not ideal,” said Kraig Kleeman, founder and CEO of The New Workforce. “That’s why offering a [paid telecommuting stipend] is a game changer. Whether it’s a comfortable chair, a second screen or even noise-canceling headphones, this perk shows that you care about your team’s well-being.”

Encourage your employees to work efficiently by offering an office upgrade budget. They can use the allowance for room dividers, ergonomic chairs and standing desks. You may also consider covering the cost of a coworking space for remote employees.

4. Offer home services to your remote team.

Domestic distractions and household chores can be a challenge for remote employees. Tasks such as cooking, cleaning and other household responsibilities can take time and effort, reducing productivity. Consider paying for a meal delivery service for your remote employees. You can also offer laundry, housekeeping or gardening services to help them focus on their work.

5. Present learning and development opportunities to your remote team.

The more employees learn and develop new skills, the better it is for your business. You can arrange an employee training program for the entire remote team or let them choose a book, webinar or course for their professional development.

“Providing access to virtual learning platforms and career development programs fosters long-term loyalty and professional satisfaction,” Dalal said. “Investing in these perks isn’t just about employee retention, but [also about] productivity and performance. When remote workers feel supported and valued, they’re more likely to excel in their roles.”

6. Offer a vacation stipend to your remote team. 

Getting away from work can reduce stress and boost productivity, which is why many companies encourage employees to take more vacations. Most employers offer paid vacation time, but some companies go a step further by covering some or all of the costs associated with a trip. 

7. Approve unpaid time off for your remote employees.

Remote workers value flexibility and control — and more companies are embracing that approach. “Flexible working hours are a cornerstone perk, allowing employees to harmonize work with personal commitments,” Dalal said.

Vacations and paid time off (PTO) are great, but it’s essential to be flexible about leaves of absence and work absences, especially if employees know they can take unpaid time off.  Create a company culture that prioritizes health and family over work to make it easy for employees to take time off when needed.

8. Recognize remote employees for special occasions.

You don’t always need special perks or allowances to make employees happy. Sometimes small gestures can have a big impact. You can send employees a cake or dinner voucher on their birthday, for example.

9. Recognize your remote employees’ families.

Health or vacation perks may be desirable, but employees also appreciate benefits that extend to their families and loved ones. Many companies, for example, offer educational assistance for children. If you don’t have the budget or resources to be that generous, consider sending birthday or anniversary gifts to your remote team’s spouses and families.

10. Schedule annual meetups and gatherings with remote employees.

Trust and team building are essential for remote teams. That’s why many remote companies organize annual meetups or events where employees can connect and spend time with their colleagues. You can host a large gathering with the entire company or smaller meetups for different teams. Either way, the gatherings encourage better teamwork and collaboration.

11. Provide productivity tools to your remote team.

Remote employees would likely appreciate receiving productivity tools. Consider providing them with devices and applications that improve productivity and streamline their work.

Noise-canceling headphones, for example, can be excellent for remote employees who work from home or in public places. Office essentials such as a printer, scanner or file cabinet can also make their work easier.

12. Send remote employees branded items.

If your employees are based in a region where you want to expand your business presence, consider sending branded items such as T-shirts, laptop bags or business cards they can use and distribute when needed. They’ll appreciate the swag, and you’ll gain more exposure. 

13. Start a reward program for remote employees.

You need consistent perks and benefits for all team members, but don’t forget to reward high-performing teams or employees. A recognition certificate with a small gift, such as a desk clock, paperweight or pen holder, can show appreciation for their hard work.

14. Provide monthly subscriptions to remote teams.

Monthly subscriptions to Netflix, Amazon Kindle and Audible — or subscription boxes such as Dollar Shave Club and FabFitFun — are affordable perks that can be a great addition to your benefits package.

15. Prioritize mental health and relaxation for your remote team.

Work-related stress is a productivity-zapping epidemic. According to the 2024 NAMI Workplace Mental Health Poll, 34 percent of employees ages 18 to 29 and 28 percent of employees ages 30 to 49 have considered quitting a job because of its impact on their mental health.

A stressed mind cannot deliver 100 percent commitment, productivity and creativity. Investing in your employees’ mental health is crucial. Consider offering mental health days in addition to regular sick leave.

Why it’s important to give remote workers benefits and perks

Since working remotely is desirable, you may wonder why providing additional benefits and perks to remote employees is necessary. After all, they already have the flexibility, time savings and comfort of working remotely. 

There’s more to it, however. Consider the following reasons giving remote workers benefits and perks is essential:  

• Giving remote workers benefits helps you stay competitive. Working remotely is a plus, but you are far from the only company in your industry that allows telecommuting. “Remote work isn’t going away anytime soon, and neither is the competition for top talent,” Kleeman said. “Providing meaningful benefits and perks isn’t just about keeping people happy; it’s about creating a culture that thrives no matter where your employees are.”
• Giving remote workers benefits provides consistency. Standardizing your employees’ work technology and environment as much as possible gives them the tools they need to meet expectations. Beyond meeting management objectives, it also helps improve communication among team members.
• Giving remote workers benefits is fair. Say you have some office workers and some remote workers. You have almost certainly provided computer equipment and software for your in-office staff. If that’s the case, it’s fundamentally unfair to expect remote workers to pay for their work equipment with their own money.
• Giving remote workers benefits counteracts isolation. Not everything is perfect for remote workers. They may feel isolated and lonely because they’re not interacting with co-workers in person or leaving their homes much. Offering your remote team face-to-face opportunities can help alleviate loneliness and isolation. Recognizing special occasions and providing mental health benefits can also help.
• Giving remote workers benefits helps them feel valued. When workers don’t see and interact with management in person, they may experience an “out of sight, out of mind” feeling. Employees who feel unseen may be less engaged and productive. Providing meaningful benefits and perks can reinforce their value to the organization. “By focusing on flexibility, well-being, connection and growth, you create an environment where your team feels valued and empowered,” Kleeman said. “When people feel valued, they show up for you in a way that actually drives success.”
• Giving remote workers benefits can boost productivity. Engagement is key to employee productivity. Proactively reaching out to remote employees and caring about their welfare can help them feel appreciated and allow you to identify potential problems before they become severe. Keep communication lines open and remind workers of all available benefits. A worker, for example, may not remember that they can take unpaid time off while trying to juggle caring for a sick family member with work responsibilities.
• Giving remote workers benefits can reduce turnover. Creative perks enhance job satisfaction, making employees more likely to stay with your company longer. You’ll benefit from a properly trained, experienced workforce; lower recruitment costs; and reduced expenses associated with onboarding new employees.

Sammi Caramela contributed to this article.