What American workers really want: Top office perks revealed by a new survey

What do American workers truly value when it comes to employee perks? To find out, our team surveyed 1,000 professionals across the U.S. about the workplace benefits they consider absolutely essential. The responses revealed clear trends in what people prioritize on the job, with intriguing differences across generations and between men and women.

With return-to-office (RTO) mandates on the rise across the country, many employees are reconsidering what really matters in their work environment. Whether adjusting to a hybrid schedule or heading back to the office full-time, today's workers are shifting their focus away from superficial perks like free lunches or ping-pong tables. Instead, they're demanding benefits that provide genuine support, flexibility, and long-term well-being.

Our survey results paint a vivid picture of the benefits employees now deem non-negotiable at work. From flexible hours and paid sick leave to performance-based bonuses and beyond, the priorities of American workers have evolved. There's a clear shift toward meaningful, supportive perks that align with modern values around work-life balance, inclusivity, and financial security—rather than the gimmicky extras of the past.

What we did

For this study, we conducted an online survey of 1,000 working Americans spanning diverse ages, genders, and locations. We asked participants to identify which workplace perks they consider absolute "must-haves" when evaluating a job opportunity. After collecting the responses, we analyzed the data to pinpoint key trends, generational differences, and shifting priorities in the modern workforce.

Key findings

• Paid overtime is the most demanded perk: Getting paid for extra hours emerged as the single most in-demand perk, with 76% of U.S. professionals saying it’s a must-have.

• Gen-Z employees seek more flexibility: Roughly one in three Gen-Z workers (30%) insist that a compressed four-day workweek should be non-negotiable—a much higher share than in any older generation.

• Different priorities for men and women: Female professionals tend to favor supportive, inclusive benefits (like extended parental leave and diversity training) more than men do, whereas male professionals put greater emphasis on financial perks such as stock options and investment plans.

  
  

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Paid overtime revealed as the top office perk

Paid overtime clearly tops the list of coveted workplace perks in 2025. In fact, 76% of American workers in our survey said being compensated for overtime hours is a non-negotiable benefit—making it the number one demand by a considerable margin.

Other highly sought-after perks include:

• Paid sick leave – 75% of respondents consider it a must-have

• Comprehensive health insurance plans – 73%

• 401(k) retirement program – 67%

• Comprehensive dental coverage – 59%

These findings underscore a strong preference for robust health benefits and financial security, as opposed to the more frivolous “fun” perks that used to be popular in some offices.

The infographic above ranks the top 15 perks and shows what percentage of American workers consider each one a “must-have.” Practical benefits like paid overtime, paid sick leave, and health insurance clearly dominate the top spots, whereas perks near the bottom of the list (for example, a casual dress code or a company DEI program) attract far fewer supporters—only around one in four workers. In short, the visual highlights how much more heavily employees weigh core financial, health, and flexibility perks over more trivial or “fun” perks.

Gen-Z wants flexibility, balance and pet-friendly offices

Younger generations—especially Gen-Z—are driving a major shift in workplace culture by prioritizing flexibility, mental health, and inclusivity over the traditional perks of the past. In many ways, Gen-Z is setting a new standard for what the future of work should look like.

One clear example is the push for a shorter workweek. Nearly one in three Gen-Z professionals (30%) in our survey said a compressed four-day workweek should be a non-negotiable perk. By comparison, only 19% of Gen-X and 13% of Baby Boomers felt the same. This generational gap underscores how strongly younger workers are seeking better work-life balance through flexible scheduling.

Workplace fun and relaxation are also bigger priorities for younger employees. For instance, 18% of Gen-Z respondents said having dedicated “fun rooms” with games and recreational activities (like ping-pong tables) is a must-have at work, compared to 14% of Millennials, 6% of Gen X, and just 1% of Boomers. This suggests Gen-Z sees opportunities to unwind on the job as essential. Similarly, the idea of on-site nap rooms is gaining traction: 17% of Millennials and 13% of Gen-Z consider nap rooms an essential workplace feature, indicating a new attitude that values rest and rejuvenation during the workday—something older generations haven’t embraced as much.

Another modern perk rising in popularity is pet-friendly workplaces. The ability to bring pets to the office was deemed a must-have by 20% of Gen-Z and 14% of Millennial respondents. Many young workers view this as a quality-of-life benefit that creates a more relaxed and supportive office atmosphere.

Notably, Gen-Z employees also show a strong desire for more inclusive support systems. In our survey, 27% of Gen-Z professionals said that robust support for neurodiverse employees (for example, accommodations and resources for colleagues with autism, ADHD, and other neurological differences) should be a non-negotiable perk. That’s nearly double the share of Gen-X respondents (14%) who felt similarly, and significantly higher than among Millennials (21%) or Baby Boomers (just 7%). This emphasis on inclusivity among the youngest generation signals that the future workplace will likely put greater focus on equity, accessibility, and overall employee wellness.

Men value financial perks more than women

The data also revealed a clear gender gap in which perks professionals consider essential. Overall, male employees tend to put more emphasis on financial rewards, while female employees prioritize benefits related to support, wellness, and work-life balance.

Financial perks are a higher priority for men:

• 28% of men say stock and investment options are essential in the workplace, compared to 22% of women.

• 20% of men report that financial planning and counseling services are a must-have benefit, versus only 15% of women.

The chart above contrasts male vs. female respondents’ views on each perk. It shows that both men and women highly value core benefits like paid overtime and health insurance, but there are some notable differences further down the list. Women are much more likely to insist on family-friendly and culture-focused perks (such as generous parental leave and diversity initiatives), whereas men show greater interest in direct financial incentives like stock option plans.

Women prioritize supportive benefits:

• 36% of women say generous maternity and paternity leave (with related healthcare support) is a non-negotiable perk, compared to 27% of men.

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• 30% of women rate Diversity, Equity, and Inclusion (DEI) programs as essential workplace features, versus 23% of men.

• 25% of women emphasize the importance of mental health and wellness support services, slightly above the 22% of men who do.

In general, women appear to seek long-term, stability-focused benefits that foster well-being, inclusion, and family support, while men put somewhat more weight on immediate financial gains from their employer.

Preparing for the future

All in all, it's evident that employees today want more than just flashy office extras. They are seeking workplaces that prioritize fair compensation, solid health and wellness support, inclusive culture, and flexibility for a healthy work-life balance.

As companies respond to increasing return-to-office requirements, it will be crucial for employers to recognize and adapt to these changing expectations. Organizations that understand what workers truly value will be better positioned to attract and retain top talent in this new landscape.

For those seeking a new role, it's also important to communicate your own priorities. Make sure your resume and cover letter highlight the work environment and perks you value most—this will help you find an employer where you can truly thrive. (If you need help crafting these documents, our library of resume and cover letter templates can give you a head start.)

Methodology

This study was based on an online panel survey of 1,000 American employees ages 18 and up. Respondents were selected to reflect a broad range of demographics (by age, gender, and location), and the sample was weighted using a stratified approach to ensure representativeness. The survey data was collected in April 2025