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The Empuls Glossary

Glossary of Human Resources Management and Employee Benefit Terms

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Lifestyle Benefits

Lifestyle benefits refer to the perks, advantages, and incentives that individuals enjoy as part of their overall lifestyle, often provided by employers or organizations. These benefits are designed to enhance the well-being, satisfaction, and quality of life of individuals in various aspects. They go beyond traditional monetary compensation and aim to create a positive work-life balance, promote physical and mental well-being, and offer opportunities for personal and professional growth.

What are lifestyle benefits?

Non-traditional perks provided to employees that enhance their quality of life, including wellness programs, flexible schedules, and work-life balance initiatives.

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What are the common types of lifestyle benefits offered by employers?

Lifestyle benefits are non-financial perks that enhance employees' overall well-being and quality of life. Some common types include:

  • Health and wellness programs: Gym memberships, fitness classes, health screenings, on-site wellness clinics, nutrition consultations, smoking cessation programs, and stress management workshops.
  • Work-life balance initiatives: Flexible work arrangements, remote work options, compressed workweeks, child care assistance, eldercare programs, and paid time off.
  • Financial wellness programs: Financial planning workshops, debt management resources, student loan repayment assistance, retirement savings plans, and company discounts on various services and products.
  • Professional development opportunities: Tuition reimbursement programs, training courses, workshops, conferences, leadership development programs, and language learning resources.
  • Social and recreational activities: Company outings, team-building events, social clubs, volunteering opportunities, on-site game rooms, and discounts on entertainment and cultural experiences.
  • Employee assistance programs: Confidential counseling services for mental health, substance abuse, legal matters, and personal issues.
  • Concierge services: Errand running, dry cleaning, grocery delivery, pet care, and other services that simplify everyday tasks.

What role do lifestyle benefits play in attracting top talent and building a positive company culture?

Lifestyle benefits play a crucial role in attracting and retaining top talent:

  • Competitive benefits packages differentiate companies in the job market and attract highly skilled candidates.
  • Benefits that promote well-being and work-life balance resonate with modern job seekers who value personal time and overall life satisfaction.
  • Lifestyle benefits contribute to a positive and engaging company culture, making the company a more attractive workplace for talented individuals.
  • Employee satisfaction and positive experiences through lifestyle benefits act as positive word-of-mouth recommendations, attracting future talent.

How do lifestyle benefits contribute to employee satisfaction and retention?

Lifestyle benefits contribute to employee satisfaction and retention in several ways:

  • Improved well-being: By addressing physical, mental, and financial needs, lifestyle benefits contribute to a healthier and happier workforce.
  • Increased work-life balance: Flexibility and support programs help employees manage personal responsibilities alongside their work, reducing stress and promoting satisfaction.
  • Enhanced sense of belonging: Engaging social and recreational activities foster a positive company culture, making employees feel valued and connected.
  • Reduced financial stress: Programs that assist with financial management and debt can alleviate burdens and improve employee well-being.
  • Professional growth opportunities: Development programs equip employees with new skills and knowledge, boosting their confidence and job satisfaction.

Can you provide examples of wellness programs that fall under lifestyle benefits?

Examples of wellness programs under lifestyle benefits can be:

  • On-site fitness centers: Free or subsidized access to fitness equipment and classes encourages physical activity and healthy habits.
  • Healthy food options: Providing healthy snacks and meals in the workplace promotes good nutrition and improves energy levels.
  • Stress management workshops: Techniques like meditation and yoga can help employees manage stress and maintain mental well-being.
  • Smoking cessation programs: Support and resources help employees quit smoking and improve their health.
  • Health screenings: Early detection and preventive measures can address potential health issues proactively.

Are lifestyle benefits only limited to the workplace, or can individuals access them outside of work too?

Some lifestyle benefits extend beyond the workplace, offering advantages even when employees are not working. Examples include:

  • Discounted gym memberships: Employees can continue using fitness facilities outside of work hours at discounted rates.
  • Telehealth services: Access to online medical consultations and mental health resources even when employees are not at work.
  • Financial planning assistance: Financial advisors can provide personalized guidance outside of work hours.
  • Educational resources: Online learning platforms and tuition reimbursement programs remain accessible for personal development.
  • Discounts on entertainment and experiences: Employees can utilize discounts on dining, travel, and other activities during their personal time.

Employee pulse surveys:

These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).

One-on-one meetings:

Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.


eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.

Based on the responses, employees can be placed in three different categories:

  • Promoters
    Employees who have responded positively or agreed.
  • Detractors
    Employees who have reacted negatively or disagreed.
  • Passives
    Employees who have stayed neutral with their responses.

Are lifestyle benefits customizable based on individual preferences and needs?

Some companies offer customizable benefits programs, allowing employees to choose from a range of options based on their individual preferences and needs. This can include:

  • Flexible spending accounts (FSAs): Employees can allocate pre-tax dollars towards specific benefits they choose, such as child care, fitness memberships, or wellness programs.
  • Personalized wellness programs: Companies can offer online platforms where employees can assess their health and well-being and receive personalized recommendations for programs and resources.
  • Work-life balance options: Beyond flexible work arrangements, companies can offer benefits like compressed workweeks, job sharing programs, and on-site childcare facilities to cater to diverse needs.
  • Professional development opportunities: Employees can choose from a curated selection of training courses, workshops, conferences, and educational resources based on their career goals and skills development interests.
  • Concierge services: Employees can personalize their service package to include options like grocery delivery, errands, pet care, or home maintenance assistance.

By offering customizable lifestyle benefits, companies empower their employees to take charge of their well-being, work-life balance, and professional development, fostering a sense of ownership and satisfaction within the workforce.

This approach can lead to increased engagement, improved retention, and a more motivated and productive work environment.

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