We are in the midst of the “Great Detachment.” Employees are staying put in their roles, but they’re not necessarily enthusiastic about it. And as employers wonder how to retain their top talent, a new study reveals what benefits connect them most to the workplace. Mental health care, maternity leave, and group medical coverage are the perks that are most likely to drive employee engagement for staffers who are already relatively stable and financially secure, according to a new report from OC Tanner, an employee recognition software company. These perks drive engagement up by 156%, 151%, and 137%, respectively, while dental insurance also turbocharged staffer engagement by 134%. Notably, performance bonuses and year-end bonuses are still important, but they clock in at 110% and 95%. “This demonstrates that mental wellbeing—including feeling appreciated and a sense of belonging—is a critical part of what keeps employees who are on the high end of survival engaged and wanting to stay,” the report reads. It’s no surprise that mental health is wildly popular among employees. There has been a 74% surge in U.S. workers requesting leave or accommodations for mental health-related issues, according to a recent report from Littler, an employment and labor law company. And younger generations, like Gen Z, have put a premium on addressing mental health concerns. Parental perks are also front of mind for many workers. The U.S. is one of the only industrialized countries in the world without federally-mandated maternity leave. Child care is now also costlier than housing in all 50 U.S. states, according to a 2024 report from nonprofit Child Care Aware of America. To best engage employees, throwing more perks at a workforce and seeing what sticks isn’t necessarily a stellar strategy. Oftentimes, increased compensation and baseline healthcare is what staffers actually need to improve their financial security and quality of life. “Until employees meet their financial and health needs, they can’t think about finding meaning or fulfillment in their work,” the report reads.But for employees in a more stable place, bosses take note: some perks are worth more than others. Focus on tailoring your benefits to the needs of your workforce—but these trends aren’r likely to go away anytime soon. Emma Burleigh emma.burleigh@fortune.comAround the TableA round-up of the most important HR headlines.“Humorbragging,” or discussing one’s accomplishments through a humorous lens, may be the best way for someone to discuss their professional skills without sounding vain. WSJSome Oxford Economics analysts say that the economic impact from Boeing workers’ three-week strike mirrors the downturn from Hurricane Helene. QuartzAs workers head back to the office, online gig work and recruitment companies say that demand for their services have waned. Financial TimesHome Depot will now require its corporate staffers to work at a physical store one day per quarter, in an effort to support its front-line workers and better understand company challenges. BloombergWatercoolerEverything you need to know from Fortune.Sacrifices. The CEO of a financial services company said that “work-life balance is a lie,” and that she allocates 30% of her time and energy to spend quality time with her children. —Orianna Rosa RoylePayday. A U.S. judge has established a timeline for college athletes to finally get paid for their work, and they can start requesting their checks starting Oct. 18. —Eddie Pells, APPlane pivots. A London airport built for corporate flights has seen waning demand for work-related travel in the hybrid era, and is now looking to cater more towards vacation-oriented clients. —Prarthana PrakashThis is the web version of CHRO Daily, a newsletter focusing on helping HR executives navigate the needs of the workplace. Sign up to get it delivered free to your inbox.
