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Family supportive benefits and flexibility are finding their way into job seekers’ expectations when seeking new employment. Two reports released by job search site, Indeed, show how both the “newer” benefits as well as “classic” benefits can work hand-in-hand to help attract and retain the best employees for your needs.
In its report, Classic Employer Benefits still Drive Job Seeker Decision, 49% of U.S. job seekers say “better benefits” motivate their search—second only to higher pay. Health insurance (63%), paid vacation (63%), and paid sick days (59%) top the list of most-valued benefits. Part-time and self-employed workers are significantly more likely to be searching for better benefits.
The age gap is pretty apparent within the reports with workers who are 45+ prioritizing classic benefits and retirement savings, while under-35 workers value a broader mix: education assistance, childcare support, commuter help, parental leave, and even free/discounted food.
Among U.S. job seekers, better benefits were selected as a motivator at similar rates (roughly half) across most demographics, including sex, race, and most levels of educational attainment. Moreover, of the few groups that selected better benefits somewhat more often (like those ages 18-24), or less often (those with college degrees) than others, the different propensities reflected the types of jobs they were presently working in.
One exception though was among job seekers 65 and older, who were significantly less focused on benefits than others, likely because many are already eligible for Medicare and Social Security benefits and might have lower needs for benefits related to dependent care.
A second global report entitled, Women Value Flexibility – Are Employers Risking Losing Them?, shows that benefit preferences reflect public provision: health insurance and paid sick leave rank highest in countries where they’re not publicly guaranteed.
Paid vacation ranks high across all markets despite big differences in mandated leave. Gender norms strongly shape priorities: women consistently value flexible hours, remote work, parental leave, and childcare support; men prioritize financial rewards like stock compensation, bonuses, and company cars.
Despite these sought-after benefits, job postings offering flexible schedules and remote work have stalled or declined in many markets, risking women’s participation and employers’ access to a broader talent pool.
A lack of government-provided public services, including health care and retirement plans, drives the perceived value of certain employer-provided benefits in some countries. When asked to rank their top 5-to-10 most-valued employer benefits, 67% of U.S. respondents chose health insurance. This significant demand reflects the lack of universal public health care, which makes employer-provided coverage a critical necessity in the U.S.
In contrast, countries with robust universal public health care, including Germany (30%), France (43%), and the UK (44%), see lower value placed on employer-provided health insurance.
Paid sick leave shows a similar pattern. With no federal requirement in the U.S., 63% of American workers consider it a top benefit. It’s also highly valued in the UK (64%), where Statutory Sick Pay (SSP) replaces only a portion of typical earnings.
By contrast, valuation of paid sick leave is lower in Germany (40%) and France (37%), where strong national policies already provide more-robust protections for workers.
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