I’d put some of the items in your first list as a retention perk. When it comes to perks, the devil is in the details. On the other hand salary, x < y, is a so

I’d put some of the items in your first list as a retention perk. When it comes to perks, the devil is in the details. On the other hand salary, x < y, is a solid decision point. > “I always wonder how much easier hiring would have been if we dispensed with all of the expensive employee perks…” Regarding health insurance, I don’t think employers should be involved in anyone’s health insurance. This is a holdover from a time now gone in the U.S., along with pensions and life-time employment. That said, why not offer employees the choice to buy into the company plan after hired?