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Elevate Magazine
August 20, 2024

3 Innovative Company Benefits to Offer Your Employees

workbenefits

What are some game-changing company benefits that can enhance employee well-being and inclusivity?

As a manager or business leader, you’re probably always thinking about how to make your workplace a better place and ensure it’s inclusive for everyone. A fantastic first step is to have honest conversations with your employees to find out what they truly need and value.

By aligning your company benefits with your mission and vision, you can create a work environment where everyone feels respected and supported. In this article, we’ll discuss some innovative benefits that might be considered unique but are essential for thriving in today’s diverse workplace.

1. Mental Health Days

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Mental health awareness is becoming more important not just in workplaces but also in society since mental health challenges can affect a person’s life beyond working hours. Offering mental health days off to your employees will help them achieve professional and personal balance; it also has numerous benefits, including increased productivity and employee retention.

A 2021 Workplace Wellbeing Organisation survey found that 50% of employees desire mental health days in their benefits package, highlighting a clear demand for such support.

Regardless of their position in the company, stress, anxiety, and pressure can creep in whenever they work; this is why mental health days are essential to help them take care of themselves, recuperate, and get the help they need professionally outside of work.

You can take inspiration from tech companies like Hush and Paxafe, which offer mental health days to make their workplace inclusive and advocate for mental health awareness.

2. Menstrual, Menopause, and Fertility Leave

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It is scientifically proven, and even women can attest to this, that menstrual cramps can feel like giving birth, and the pain and discomfort women feel during their menstrual cycle makes it harder for them to work.

There are many reproductive issues women often deal with and have to manage whenever they work. Sometimes, drinking painkillers or bringing a heating pad can only do so much; regardless of age, women may deal with endometriosis or fibroids; some conditions are manageable, while others take time. Of course, their current conditions or physical state shouldn’t define their ability to work, but providing menstrual or menopause leave can make all the difference every month for them.

The 2020 PwC report found that 42% of women were seeking more adaptable work arrangements and support to manage symptoms related to menstruation and menopause effectively.

Dubai-based marketing agency provides menstrual menopause and fertility leave to its female employees, setting a precedent in advocating for their staff’s well-being and fostering a supportive work environment.

3. Heartbreak Leave

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If you’re an HR Manager, one of your duties is to deal with employees, from employee relations to recruiting; you might notice that a top performer’s key performance metrics are drastically declining. After a meeting with the staff, you may find out that they are dealing with personal issues, which is when heartbreak leave comes into the picture.

According to the New Zealand Institute of Economic Research (NZIER), there is a growing trend in prioritising workplace well-being. Businesses are increasingly acknowledging the need to assist employees with personal issues like heartbreak to sustain productivity and job satisfaction.


You can take a cue from Tokyo-based Hime & Company, which is offering heartache leave to their employees, while a hotel based in the Philippines is offering a five-day heartbreak to their devastated staff because the CEO based it on his experience of the hardship of going to work while dealing with heartache.

Let’s be honest: nobody wants to go to work when they are heartbroken; it doesn’t matter if you’re a manager or a remote worker; when you’re heartbroken, going to work may be the last thing on your mind, from the deadlines to faking smiles in online meetings or when seeing your workmates. Your world feels like it’s falling apart, you don’t want to do anything, and your heart is in pieces.

Some people are the exception, using work as a distraction or fuel to do their work, but eventually, all of those unprocessed emotions and the weight of their circumstances will weigh them down. As the adage says, prevention is better than cure, which is why heartbreak leave sounds like the perfect remedy.

Conclusion

In today’s evolving workplace, offering unique benefits can significantly enhance employee well-being and inclusivity. By integrating mental health days, menstrual and fertility leave, and even heartbreak leave into your benefits package, you create a more supportive and empathetic work environment.

These innovative perks not only address the diverse needs of your team but also foster a culture where employees feel genuinely valued and understood. Embracing these benefits demonstrates a commitment to both personal and professional balance, ultimately leading to a more engaged, productive, and loyal workforce.