In 2017, job candidates are not just interested in salaryamounts, but also the benefits accompanying it. We are now lookingto large, well-known companies for direction in offering topbenefits for employees. For example, Microsoft recently updated itspolicy to offer its workforce four weeks of paid leave with an additional eight weeksof unpaid time to take care of a sick relative.

Of course, for many companies, a Microsoft-style additionaleight weeks of leave may not be logistically plausible. However,this is where the technological revolution comes in. Startups,apps, institutions and innovative technologies are making their wayinto workplace wellness initiatives. This movement makes providingemployees with access to medical and financialadvice/recommendations more affordable and attainable. Withbenefits programs often strongly influencing employee wellness,it’s vital for companies to understand that happier, healthieremployees lead to higher retention rates and productivity.

Anyone ingrained in the HR world is most likely familiar withthe shift in corporate wellness over the past decade. In the past,many companies would focus on physical health benefits such asweight loss programs or smoking cessation incentives for acompetitive edge. But now, the future of benefits is taking a sharpturn toward mental health, financial wellness and family-friendlyoptions. Prospective employees, primarily millennials, are lookingfor employers who will support them beyond traditional benefits,moving into overall empathy-based wellness.

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