The last time you were looking for a job, did you also consider the benefits that were written below the roles and responsibilities section? We heard a big fat YES! Especially candidates with work experience would prefer companies that offer employee benefits. According to Glassdoor, 60% of people report that benefits and perks are a major factor in considering whether to accept a job offer. Hiring top talent means offering more than just a great salary. If you want to attract skilled and experienced employees, offering a competitive salary alone won’t do it. You need to create a compensation and benefits plan that matches what other companies offer but without spending too much.
Stay updated on the latest trends and evolving employee needs to continuously refine your benefits policy.
Now, let’s explore some of the most commonly expected employee benefits today.
1. PTO (Paid Time Off) Policies
The common PTO policy is 24 days a year for a 5-day working company. To attract employees, companies can offer a generous PTO policy of more than 24 days but are recommended not to go less. It’s better to offer a fixed number of PTO days instead of unlimited leave because a set amount helps employees plan their time off more effectively and lets them save unused days for later.
2. Group Health Insurance
Based on the employee size, you can choose an employee benefits insurance plan. You can choose the insurance coverage amount and decide whether it applies only to employees or extends to their immediate family as well. You'll also need to set co-pays, deductibles, and decide if employees can upgrade their coverage. It is recommended to give a single plan to all employees without options. In India, common coverage amounts range between ₹3 to ₹5 lakhs.
Companies can customize Group health insurance plans based on team size and budget while offering benefits like:
- ₹3 to ₹5 lakh sum insured (standard range)
- Family coverage (spouse, children, & parents)
- Cashless hospitalization and daycare procedures
- 24x7 claim support and network hospital locators via app
3. Mental Health Support
As an organization, be vocal about mental health and be supportive of employees. This can either be a separate benefit or be a part of comprehensive health insurance. You can also tie up with a platform like Pazcare that offers health and wellness programs for employees. We offer regular gym, yoga, meditation sessions, mental health tips, and contacts for therapy or psychologists.
4. COVID-19 benefits
Companies are offering free vaccination drives or tying up with hospitals for getting employees slots to get the vaccination. You can also provide paid leaves to employees and COVID-19 insurance support for employees and their families who are affected by the virus.
5. Personal and career growth
This includes reimbursement for any skill development courses, attending any training, professional development. Employees would love a supportive work environment where there’s growth for their role. Organisations have to perpetually look for ways to upskill employees for themselves and the company.
6. Maternity and paternity holidays
26 weeks maternity and 15 days paternity holidays are the common policy in India. A few companies, to motivate women employees to come back to work after having a baby, provide creche facilities in the office.
Suggested: Everything about maternity insurance
7. Equity
It is an easy way to preserve your top-flight employees and attract great profiles. Equity is also a means to compensate for the inability to provide a higher salary. The thumb rule is to give 1.5 to 2% equity share for someone at the executive level. However, it depends on the approach you come up with for your company.
8. Home-office care
In today’s remote-first world, employees expect more than just a laptop to work from home. They look for proper setups like ergonomic chairs, good desks, faster internet, and even WiFi cost support. Smart companies are already doing this. For example, Hike gave money to employees outside Delhi NCR to buy home office setups, and directly delivered furniture to those living in Delhi. You can even go a step further, add a small wellness budget or a “digital detox” kit. It shows your company truly cares about employees, not just their work.
In short, putting your employees first isn’t optional anymore, it’s the best way to hire and keep great people.
How Often Should You Revise Your Employee Benefits Plan?
To keep your employee benefits relevant and competitive, it’s ideal to review your benefits plan at least once a year. For dynamic or fast-scaling companies, a bi-annual review is even better to stay aligned with evolving employee expectations and industry standards.
During each review, revisit key metrics like claims usage trends, benefit utilization rates, overall budget impact, and changes in legal or tax regulations. Also, gather qualitative insights from employees through anonymous surveys, Net Promoter Score (NPS) feedback, or direct manager feedback. This ensures you're not just offering benefits for the sake of it but designing a plan that your workforce actually values and uses.
For more details, check out our blog on employee benefits in India to understand the different benefits companies can offer. Employee benefits help you attract the best talent as it shows you are invested in their overall growth and health.
Power Your Benefits Strategy with Pazcare
Looking to create an employee benefits plan that truly stands out in 2025? From customizable group health insurance to mental wellness programs, doctor consultations, and preventive care benefits, Pazcare helps you design an end-to-end healthcare benefits experience your employees will love:
- Affordable group insurance plans
- Add-on wellness benefits like mental sessions, gym memberships & more
- 24x7 claims assistance and dedicated HR dashboard
Book a free consultation with our team today to get personalized quotes and expert advice tailored to your workforce size and goals.
.svg)
.png)
.svg)
.svg)