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Today’s workforce is looking for more than dental coverage and gym discounts. As talent needs shift and expectations evolve, employers are exploring benefits that reflect the real lives of their people. These aren’t just nice-to-haves. For the right team, they can be a game-changer.
Let’s take a closer look at three emerging benefits that are becoming more popular across Canadian workplaces: housing assistance, student loan repayment, and pet-related perks.
1. Housing Assistance
With housing costs on the rise, more employees are feeling the pressure of rent increases and tough mortgage approvals. This can lead to added stress, especially for early-career workers, families with young children, and those relocating for work.
That’s why some employers are stepping up with support like:
- First-time homebuyer incentives or down payment assistance
- Relocation stipends for new or transferred employees
- Partnerships with financial institutions to provide better rates or advice
Stable housing has a ripple effect. When your team feels secure at home, they bring more focus and energy to work.
2. Student Loan Repayment
More young professionals are entering the workforce with student loan debt. And it’s not just a financial issue. It’s emotional, too. That monthly payment can delay life milestones and create long-term financial stress.
Some employers are now stepping in to help by offering monthly contributions toward student loans, creating reimbursement programs tied to tenure or performance, or offering education-related financial literacy resources to empower their teams.
Even small contributions can make a meaningful impact. It sends a message: we see what you’re going through, and we’re here to support your goals.
3. Pet Perks and Pet-PTO
For a growing number of employees, pets are a core part of their lifestyle and mental well-being.
From new puppy training to end-of-life care, many people are juggling serious responsibilities at home that often go unrecognized in traditional benefits.
Pet-forward perks we’ve seen include:
- “Pawternity leave” for new adoptions
- Pet insurance or pet care stipends
- Flex time for vet appointments or pet-related emergencies
These small touches can strengthen loyalty and boost morale, especially for teams that value empathy, flexibility, and wellness.
Enhance, Don’t Replace
These non-traditional benefits aren’t meant to replace the basics. Instead, they’re designed to add meaningful value based on your team’s unique needs.
If you’re aiming to build a more people-first benefits approach that truly connects with your team, this could be a great starting point.
Not sure what’s right for your business? We recently broke down how different funding models (like HSAs and ASOs) can give you the flexibility to offer customized perks. Read the full post on choosing the right plan.
Start with Real Data
Offering non-traditional benefits doesn’t mean guessing what your team might like. It means gathering clear input and using it to build a smarter plan.
Ask your team what matters to them. Run an internal survey or include a short benefits feedback form during onboarding or annual reviews. Even a few data points can help you understand shifting priorities, from housing support to pet care coverage.
Once you’ve got the right information, your advisor can help you map it to realistic, cost-effective solutions.
Let’s Talk About Your Strategy
Thinking about exploring one of these perks? Want to refresh your current benefits package? Your Quinn advisor can help you weigh the options, run the numbers, and build a strategy that works for your people.
