Remote work is no longer a pandemic-era experiment. It's become a permanent fixture in how companies operate, and perks for remote employees have evolved from nice-to-have extras to essential components of any competitive benefits package. If you're still offering the same perks you had in 2019, you're likely losing talent to companies that understand what remote workers actually need.

The challenge is that remote employees face fundamentally different realities than their office-based counterparts. They're not commuting, but they're paying higher utility bills. They're not stopping at the company cafeteria; they're bringing their own coffee and snacks. And while they've gained flexibility, many struggle with isolation, blurred work-life boundaries, and a sense of invisibility to leadership.

Companies that get this right see measurable results. According to the Society for Human Resource Management, 51% of employees would trade salary for better work-life balance, and 41% would do the same for greater flexibility. When you offer perks that address the unique challenges of working remotely, you're not just checking a box. You're building loyalty, reducing turnover, and creating a workforce that's genuinely invested in your company's success.

Why perks matter more for remote employees

Before diving into specific benefits for remote employees, it's worth understanding why this category deserves special attention. Remote workers face unique stressors that traditional office perks simply don't address.

Isolation tops the list of challenges. Without the natural social interactions that happen in a traditional office setting, many employees feel disconnected from their team and company culture. This isn't just about missing water cooler conversations. It affects employee engagement, collaboration, and ultimately retention. Companies that prioritize keeping remote employees engaged through targeted perks see significantly better outcomes.

The financial picture also looks different for remote employees. Yes, they save money on commuting. But they're now responsible for creating and maintaining a productive workspace, often absorbing costs for internet, electricity, and office supplies that their employer would have covered in a physical office. A thoughtful remote benefits package acknowledges these hidden costs.

Employee turnover presents another compelling reason to invest in remote work perks. According to SHRM data, the average cost per hire is nearly $4,700. For specialized roles, replacement costs can climb to 50-200% of annual salary when you factor in recruiting, onboarding, training, and lost productivity. iHire's 2024 research found that 53% of job seekers say benefits and perks are their top consideration when evaluating a position. That means your perks package isn't just about retention. It directly affects your ability to attract the best talent in the first place.

15 best perks for remote employees

The following benefits represent what remote employees actually want, based on industry research, employee feedback, and the practices of companies with the highest retention rates. Each addresses a specific challenge of working remotely, whether it's creating a productive workspace, maintaining mental health, or building connections with colleagues across multiple time zones.

1. Home office stipends

Providing a home office stipend enables employees to create an ergonomic and efficient work environment tailored to their needs. Rather than expecting remote team members to work from a kitchen table or a broken chair, companies can provide the resources for proper workstation setups.

Most employers structure home office stipends in two ways: a one-time setup payment and ongoing monthly allowances. One-time stipends typically range from $500 to $2,000, allowing employees to purchase ergonomic chairs, standing desks, monitors, and noise-cancelling headphones. Monthly stipends for internet, utilities, and equipment upgrades typically range from $50 to $200.

According to Benepass benchmarking data, 43% of companies now offer some form of work-from-home stipend, with an average annual value of $546. Workstation stipends can vary significantly by company size and industry, but the average for initial setup is typically $1,000-$1,500.

The impact on job satisfaction and productivity is significant. When employees have comfortable, functional workspaces, they can focus on their work rather than fighting against their environment. This perk signals that you care about your team's overall well-being, not just the hours they log.

2. Flexible working hours

Flexible schedules consistently rank among the most sought-after perks for remote workers. The ability to manage their own time allows employees to work during their most productive hours while accommodating personal commitments, such as childcare or appointments, or aligning with their natural energy patterns.

Flexibility means different things to different organizations. Some offer core hours during which everyone must be available for video calls and collaboration, with flexibility outside those windows. Others fully embrace fully asynchronous work, allowing employees to complete their tasks at their convenience as long as deadlines are met.

SHRM research indicates that flexible work benefits remain a high priority for employers, with 68% rating them as "extremely important" or "very important" for their workforce. The key to making flexible hours work is establishing clear expectations around communication, availability, and deliverables so employees can exercise their flexibility without creating coordination problems for the team.

3. Access to on-demand workspaces

Not every remote employee thrives working from home every day. Some lack dedicated office space; others contend with distractions from family members or roommates; and many employees simply prefer the energy and structure of a professional environment. Access to on-demand workspaces gives remote workers the flexibility to work where they are most productive.

Companies can offer coworking space memberships or access to networks of flexible workspaces, allowing employees to book desks, meeting rooms, or private offices as needed. This is particularly valuable for team building and collaboration. Remote team members can gather in person for project kickoffs, brainstorming sessions, or simply to work alongside colleagues they normally only see on screen.

Gable On-Demand provides access to over 17,000 premium workspaces across 600+ cities worldwide, allowing employees to find professional environments wherever they're located. Unlike traditional coworking memberships with fixed monthly fees, on-demand access means companies pay only for what their teams actually use, eliminating waste from unused memberships.

4. Mental health support

Mental health support is increasingly recognized as a vital component of employee benefits, especially for remote workers who face unique stressors and challenges. Isolation, blurred boundaries between work and personal life, and the lack of casual social interaction can all take a toll on employee well-being.

Effective mental health support goes beyond traditional Employee Assistance Programs. Companies are now offering coverage for therapy sessions, subscriptions to mental wellness apps, access to coaching services, and mental health days, in addition to regular sick leave. These programs demonstrate a commitment to employees' overall health, not just their output.

Employers combat isolation by offering targeted wellness perks for remote workers, such as virtual support groups, burnout-prevention resources, and regular well-being check-ins rather than just work tasks. Companies that prioritize mental health see returns in engagement, productivity, and retention. For more ideas on supporting your team's mental health, explore wellness programs designed specifically for remote employees.

5. Professional development opportunities

Career growth remains a top priority for remote employees, and companies that invest in their professional development retain talent for longer. Without the visibility that comes with working in an office, remote workers can feel overlooked for promotions and growth opportunities. A robust professional development program helps counteract this concern.

Learning stipends typically range from $1,000 to $3,000 annually and cover online courses, certifications, professional coaching, and conference attendance. Some companies establish protected learning time, setting aside weekly hours for skill-building without work pressure or competing deadlines.

Offering professional development opportunities such as online courses and virtual mentorship programs helps remote employees build new skills and advance their careers without feeling they need to be physically present to grow. This investment in your people pays dividends in loyalty, capability, and the innovative thinking that comes from continual learning.

6. Comprehensive health insurance

Remote employee health insurance requires careful consideration, as distributed teams often span multiple locations across different healthcare markets and local laws. A benefits package that works for employees in one state may leave workers in another location underserved.

Companies must consider factors like remote employee health insurance portability, access to telemedicine, and coverage that works across different geographic areas. Health Savings Accounts and flexible health spending accounts can give employees more control over their healthcare spending while providing tax advantages for both employer and employee.

Beyond basic medical coverage, many employers now include dental and vision insurance, disability insurance, and coverage for alternative treatments like mental health therapy and wellness programs. According to SHRM's 2025 Employee Benefits Survey, 88% of employers rate health-related benefits as extremely or very important for their workforce.

7. Equipment and technology provisions

Providing technology and equipment provisions such as laptops, monitors, and software is crucial for remote employees to perform their jobs efficiently. Unlike office workers who simply show up to a fully equipped workstation, remote team members need their employer to actively ensure they have the tools for success.

Standard technology packages typically include a laptop or computer, external monitor, keyboard and mouse, webcam, and headset for video calls. Companies may also cover software subscriptions, VPN access, and cybersecurity tools necessary for secure remote work.

A 2024 survey found that 56% of companies offer some form of work equipment reimbursement, reflecting a growing understanding that proper tools directly impact productivity. Whether you provide equipment directly or offer a stipend for employees to purchase their own, the key is to ensure that no one struggles to do their job due to inadequate technology.

8. Generous paid time off

Companies that offer generous paid time off foster a culture of work-life balance, which is crucial for remote employees who often struggle to disconnect from work. When your home is your office, the temptation to check email one more time or finish one more task can lead to burnout.

Beyond standard vacation and sick leave, consider offering mental health days, personal days, and flexibility around how PTO is used. Some companies have moved to unlimited PTO policies, though these work best when leadership actively models taking time off and managers encourage their teams to use their benefits.

Companies may offer "no-meeting" Fridays or extra vacation days as time-off benefits that acknowledge the always-on nature of remote work. The goal is to create a culture where employees feel genuinely free to step away from work, knowing they won't be penalized or fall behind.

9. Wellness programs

Employee well-being goes beyond mental health, and companies that integrate holistic wellness initiatives create a healthier, more engaged workforce. Wellness programs for remote teams must work wherever employees are located, making virtual and asynchronous options essential.

Popular offerings include gym memberships or fitness stipends, subscriptions to wellness apps, virtual fitness classes, and wellness challenges that encourage healthy habits. Some companies provide wellness stipends covering gym memberships, fitness equipment, or even home spa services. These investments in physical health translate directly to reduced absenteeism and improved productivity.

For guidance on designing effective wellness programs and measuring their impact, review the ROI of employee wellness programs. The data shows that companies with strong wellness cultures see meaningful returns in retention, engagement, and healthcare cost reduction.

10. Childcare and family care support

Childcare and elder care assistance have become increasingly important as remote work blurs the line between professional and personal responsibilities. Working parents often choose remote work precisely because it offers more flexibility for family needs, but that doesn't mean the challenges disappear.

Companies can support working parents by providing subsidies for at-home care costs, partnering with childcare providers, offering backup care services for emergencies, and providing flexible scheduling that accommodates family responsibilities. Companies that offer childcare stipends create a supportive environment for working parents while improving retention among a demographic that might otherwise leave the workforce entirely.

Paid parental leave policies that apply equally to remote and in-office staff ensure equity in benefits for all employees. Supporting employees through major life transitions like having a child builds loyalty that pays dividends over years of continued employment.

11. Internet and utility reimbursement

Monthly stipends for internet, electricity, or phone bills help remote employees with utility reimbursement, acknowledging that working from home shifts costs from the employer to the employee. These ongoing expenses add up, and covering them demonstrates that you understand the financial reality of remote work.

Internet reimbursement is particularly common, with many companies covering a portion of employees' broadband costs. Some employers go further, offering flat monthly stipends that employees can allocate across various home office expenses as they see fit. This flexibility allows workers to prioritize based on their individual situations.

While these stipends may seem modest compared to other benefits, they send a clear message: we recognize that you're investing your own resources into your work environment, and we want to share that burden.

12. Team building and in-person gatherings

Annual retreats may be funded by companies to foster in-person connections among remote employees. While day-to-day work happens virtually, periodic face-to-face gatherings are essential for building the relationships and trust that make remote collaboration work.

Team offsites, company retreats, and department gatherings give remote workers the chance to connect on a personal level with colleagues they may only know through Slack messages and Zoom calls. These events don't have to be elaborate. Even a quarterly team lunch in a local city or an annual all-hands meeting can significantly impact team cohesion.

For ideas on bringing teams together effectively, explore remote team building activities that actually strengthen distributed teams. The key is to make these gatherings purposeful, combining relationship-building with meaningful work and collaboration.

13. Recognition and milestone celebrations

Recognizing remote employees for special occasions such as birthdays, work anniversaries, and project completions can positively impact morale. Without the organic opportunities for recognition that exist in physical offices, companies need to be intentional about celebrating their remote workers.

Recognition programs can range from simple shoutouts in team channels to formal awards, gift cards, or additional PTO for major accomplishments. Birthday gifts, anniversary acknowledgments, and personalized notes from leadership all help remote employees feel valued even when they're not physically present.

The goal is to create a culture where good work is visible and celebrated regardless of where it happens. This visibility matters especially for remote workers who may worry that their contributions go unnoticed.

14. Subscription services and lifestyle perks

Providing monthly subscriptions to services such as streaming, wellness apps, or meal delivery can be a valuable perk for remote employees seeking to improve their quality of life. These seemingly small benefits add up and show that you care about employees beyond their work output.

Popular options include streaming services, book subscriptions, meal kit deliveries, and wellness app memberships. Some companies offer lifestyle spending accounts that give employees the flexibility to spend on activities that enrich their lives outside work, from hobbies to home improvements to personal development.

Home services can include allowances for laundry, housekeeping, or grocery delivery to save employee time. When employees spend less mental energy on life logistics, they have more capacity to bring to their work.

15. Learning and development budgets

Separate from formal professional development programs, learning budgets give employees autonomy to pursue interests that may not directly relate to their current role but contribute to their overall growth and engagement. This trust-based approach recognizes that employees know best what they need to learn.

These budgets might cover books, podcasts, courses, workshops, or conference attendance in any field the employee finds valuable. The investment signals that you value your people as whole individuals, not just for the specific skills listed in their job description.

Companies that invest in employee learning and development are more likely to retain their workforce because they're offering something beyond compensation: the opportunity to grow, explore, and become more capable over time.

How to design a remote benefits package that works

A one-size-fits-all benefits package no longer works for remote employees. Companies must consider the diversity of their remote workforce when designing benefits packages, accounting for different locations, life stages, career levels, and personal priorities.

Start by regularly gathering feedback from remote employees. Surveys, focus groups, and one-on-one conversations reveal which benefits your team actually values versus which ones go unused. This feedback loop is essential to continuously improve the benefits package and ensure employees feel heard.

Companies must ensure equity in benefits for remote and in-office staff to maintain morale and prevent feelings of disparity. If office workers get free lunch, remote workers should receive an equivalent benefit. If the company covers commuting, remote workers should receive support for their home office expenses. Fairness matters for culture and retention.

Consider building flexibility into your benefits structure through lifestyle spending accounts or customizable benefits packages. Personalized benefits packages that cater to individual employee needs enhance satisfaction and retention by allowing employees to prioritize what matters most to them.

Finally, communicate your benefits clearly and often. Many employees don't fully understand or take advantage of available perks simply because they don't know about them. Regular reminders about benefits, easy-to-navigate resources, and managers who actively encourage benefit use all help ensure employees experience the value you provide.

Measuring the impact of your remote employee perks

Investing in perks without measuring their impact is like flying blind. Track key metrics to understand which benefits drive the outcomes you care about and which might need adjustment.

Retention rates provide the clearest signal of benefits effectiveness. If employees cite benefits and culture as reasons for staying (or leaving), you know your perks package matters. Exit interviews, stay interviews, and regular engagement surveys all provide insight into how employees perceive your benefits.

Regularly gathering feedback from remote employees is essential for continuously improving the benefits package offered to them. Ask specifically about which benefits they use, which they value most, and what gaps they see. This input helps you invest your benefits budget where it will have the greatest impact.

Employee engagement scores, productivity metrics, and referral rates can all indicate whether your perks are creating the engaged, committed workforce you're aiming for. Companies that measure employee engagement effectively can directly link their benefits investments to business outcomes.

Stay competitive in the remote talent market

Offering perks and benefits is crucial to attracting and retaining top talent in a remote work environment, where employees have more options than ever. Companies winning the talent war understand that remote employees have distinct needs that require tailored solutions.

The perks outlined here address the core challenges of remote work: creating productive workspaces, maintaining health and well-being, building team connections, and fostering career growth. When you invest in these areas, you're not just offering benefits. You're creating the conditions for remote employees to do their best work and stay committed to your organization for the long term.

Employees prioritize benefits and perks when evaluating job opportunities, and many are willing to switch jobs for better offerings. Make sure your perks package reflects that reality, and you'll stay competitive in attracting and keeping the talent your company needs to succeed.