Practical perks for a better employee experience

Rides: getting employees where they need to go

Transportation benefits can ease everyday friction, whether that means covering rides on office days, supporting employees who work late or outside regular transit hours, or arranging transportation when teams gather for an event.

In a 2025 HealthEquity study, 54% of employees returning to regular in-office schedules said commuting costs made it harder to come in more often—the top obstacle surveyed. 60% said commuter benefits make getting to work more affordable and convenient.

Work also takes employees well beyond their usual commute. Business travel is still common and valued. In an SAP Concur study, 67% of travelers said business travel is critical to their career, and 76% said they enjoy it.

But travel rarely goes exactly to plan. A client dinner runs long. A flight gets delayed. A meeting moves across town. Data from Perk reveals that 89% of business travelers experienced a disruption within the past year, up from 77% in 2023. Among those affected, 66% reported high stress and 56% said disruptions worsened their work-life balance. Each change can leave employees making new transportation plans on the fly, often in an unfamiliar city and during an already busy workday.

From daily commutes to occasional business trips, transportation benefits give employers a practical way to help employees get where work takes them.

Meals: fueling the workday and bringing people together

Meals are an everyday need, wherever work happens—in the office, at home, or on the road. Many employers are already treating meals as part of the employee experience: Robert Half found that 50% of companies offer free or subsidized meals.

Company-provided meals can also create opportunities for coworkers to connect, giving employees a natural reason to spend time together beyond another meeting. Those shared experiences can strengthen relationships, build a sense of belonging, and help employees feel more engaged at work.

Employers don’t have to feed everyone, every day. Instead, they might focus spending on the occasions when the perk will be most useful, from lunch on a busy office day and dinner during a late shift to meals while traveling for business or meal vouchers for remote employees.

Flexible meal programs also give employees more choice in how they use the benefit. Employees can order a favorite workday lunch, choose something that fits a dietary need, or try a new restaurant, while employers set budgets and other guidelines.

Start with the need, not the perk

With benefits costs under greater scrutiny, employers need to make sure their spending addresses real employee needs. Rather than adding a perk because it’s popular or other companies offer it, start by identifying where employees could use more support.

• Where does work add costs for employees? Consider out-of-pocket expenses like commuting to the office, ordering meals during late shifts, and arranging transportation for business trips.

• Where does work add logistical friction? Look for situations that create extra work for employees, like coordinating group meals, arranging transportation between locations, navigating business travel, or managing expenses.

• Where could a shared perk improve the employee experience? Think about office days, team gatherings, company events, or ways to bring remote workers together.

From there, focus your spending where it will be most useful. If commuting is the challenge, transportation support might center on office days or late shifts. If bringing people together matters, meals might support team days or company events. If business travel is a priority, transportation benefits could cover rides to and from airports, hotels, and client meetings. Programs can then be adjusted as workforce needs change.