Why effective employer perks matter more than ever to employees

In today's fiercely competitive labor market, the perks and benefits an employer offers are often the deciding factor for top-tier candidates weighing multiple job offers. With remote work, global hiring, and salary transparency eroding traditional hiring advantages, perks have become a key differentiator.

But not all perks are created equal. Organizations must distinguish between shallow, performative perks and those that deliver meaningful, measurable value to employees and the business.

The rising strategic value of perks in hiring and retention

The shift in worker expectations is real and data-backed. According to MetLife's 2023 Employee Benefits Trends Study, 61% of employees say that benefits are the deciding factor in accepting a new job offer.¹ Even more striking, nearly 73% of workers say they would stay longer at a company that offers high-quality health benefits.²

This shift reflects a broader recalibration in what elite talent wants. Beyond paycheck and title, high performers are evaluating whether an organization supports their health, longevity, and day-to-day experience at work.

For employers, that means the ROI of effective perks isn't just cultural. It's economic. Organizations with best-in-class benefits report 34% higher productivity and 29% higher employee retention.³

Do perks really improve performance?

There is substantial research supporting the idea that the right perks can positively influence multiple areas of business performance. Let’s look at the core organizational metrics that high-performing employers aim to impact with effective perks:

• Retention: Employees are more likely to stay when they feel supported and cared for by their employer. A well-designed benefits program that meets diverse health and life needs can increase loyalty and reduce churn.
• Talent attraction: In a competitive hiring market, companies with robust health-related perks stand out. Candidates look beyond salary to assess whether a company aligns with their values and long-term health needs.
• Engagement and morale: Employees with access to meaningful perks, especially those that improve their health and well-being, are more engaged, motivated, and collaborative.
• Productivity: When workers are healthy, free from chronic pain, and mentally well, they perform better and miss fewer days.
• Equity: Inclusive and accessible perks improve workplace equity and ensure that marginalized or overlooked employee populations receive meaningful support.

What types of perks deliver on these goals?

With so many perks on the market, benefits leaders must focus on what actually works. Below is a summary of five common goals and the types of perks that best address them.

1. Retention

What works:

• High-quality health benefits
• Digital MSK programs
• Mental health coverage
• Generous parental leave

What the best vendors offer:

• Evidence of reduced turnover and improved satisfaction
• Personalized care models
• Scalable delivery

2. Talent attraction

What works:

• Comprehensive health coverage
• Inclusive benefits (e.g., menopause care, LGBTQ+ services)
• Virtual care solutions

What the best vendors offer:

• Utilization data from comparable organizations
• Clear differentiation from traditional wellness apps

3. Productivity

What works:

• MSK and pain management programs
• Stress and burnout prevention
• Virtual movement therapy like Sword Move

What the best vendors offer:

• Claims data showing reduced absenteeism
• Real-time engagement dashboards
• Doctor-led care models

4. Engagement and morale

What works:

• Mental health support
• Pelvic health care (e.g., Sword Bloom)
• Virtual care with personalized touchpoints

What the best vendors offer:

• Trackable member satisfaction metrics
• Culturally responsive care options

5. Equity and inclusion

What works:

• Benefits for caregivers, women, and older employees
• Culturally sensitive mental health solutions
• Easy-to-access digital platforms

What the best vendors offer:

• DEI reporting by utilization and outcomes
• Support for historically underserved populations

The importance of measurable success

With increasing financial scrutiny across HR budgets, perks must now prove their value. That means demonstrating results through verified data, validated studies, and measurable outcomes.

Organizations should look for vendors who can offer proof—not promises—of success. This includes peer-reviewed research, longitudinal studies, and independent evaluations. Without this accountability, it's difficult to justify long-term investment.

Measurable success also allows employers to evaluate ROI over time and compare results across vendors. This makes it easier to optimize spend, eliminate low-value perks, and expand those with real impact.

Why health-related benefits matter most

Among all categories of workplace perks, healthcare benefits remain the most influential for recruitment and retention. According to the Kaiser Family Foundation, 88% of workers say health benefits are either "very" or "extremely" important when choosing a job.⁴

This is especially true in high-performance or high-stress roles. Employees experiencing pain, limited mobility, or unaddressed health concerns are more likely to disengage or churn. Addressing these issues proactively provides strong and lasting value for both employees and the organization alike.

Musculoskeletal (MSK) conditions alone account for the largest category of employer healthcare spend, totaling over $600 billion annually in direct and indirect costs in the U.S.⁵ Employers who offer proactive, digitally accessible MSK care can prevent many of these costs and reduce absenteeism, disability claims, and presenteeism.

Health benefits that proactively support employee well-being, like Sword Health’s suite of digital care programs, don’t just prevent costs. They elevate the employee experience and increase productivity. By addressing health barriers before they escalate, employers strengthen their workforce at the foundation.

Redefining perks: Sword Health as a strategic benefit

Sword Health is not a “perk” in the traditional sense. It’s a clinical-grade, digital healthcare platform that delivers proven health outcomes and financial impact.

Employers can offer the full Sword suite—Thrive for chronic pain, Move for prevention, Bloom for women’s pelvic health, and Predict for proactive risk identification—or cherry-pick the programs most relevant to their workforce needs.

All Sword programs are:

• Backed by clinically-validated studies
• Delivered by Doctors of Physical Therapy
• Personalized to each member’s goals
• Supported by real-time data and AI-driven insights

This approach delivers measurable health improvements, proven cost savings, and higher engagement compared to legacy health benefits. Employers also gain access to outcome-based pricing, so they only pay when Sword delivers results.

For women in particular, Sword Bloom is a standout. Pelvic health challenges are deeply underdiagnosed and under-supported, yet they significantly impact professional life. Offering Bloom can be a deciding factor for top female talent weighing competitive offers. It signals an inclusive, proactive approach to health care without the need to inflate compensation packages.

What to look for in a high-value health perk

To ensure long-term value, prioritize vendors who:

• Provide published outcome data
• Offer scalable digital access
• Serve diverse employee populations
• Allow transparent, outcomes-based pricing

Programs like Sword are changing the equation for HR leaders by making it easier to deliver measurable improvements at scale. That’s a strategic advantage in any market.

The bottom line for benefits leaders

Effective perks have never mattered more. In a talent-driven market, they’re not just extras—they’re essential tools for attracting, engaging, and retaining high-performing people.

If your current benefits portfolio feels outdated or underutilized, it may be time to upgrade. Look for healthcare partners who deliver real value—not vanity metrics. Make your investment count.

Sword Health is that partner.

To learn more about offering Sword as a high-impact benefit for your workforce, contact us here.