When you see a job offer that includes a 10 percent raise over your current salary, it feels tempting. But money is only one part of the equation. In today’s job market, perks and benefits often tip the balance. In fact, total compensation packages that include health care, flexible work, education support, and more can sometimes outweigh a nominal salary increase.
Here is a practical guide on five job perks that may be worth far more than a 10 percent raise. Use this when comparing job offers or negotiating your next move.
1. Full Health Insurance with Low Out-of-Pocket Cost
Health care is one of the most expensive line items for employees. When an employer offers a health plan with minimal premiums, low deductibles, and generous coverage, that benefit can save you thousands of dollars annually.
For context, the Kaiser Family Foundation’s 2024 Employer Health Benefits Survey reports that employer-sponsored health insurance premiums for single coverage average $8,951 per year, with workers contributing $6,296 of that amount on average. The average deductible for single coverage plans is $1,787.
These costs add up quickly and can substantially undercut a raise. KFF 2024 Employer Health Benefits Survey
Also worth noting: in the 2024 SHRM Employee Benefits Survey, 88% of employers rated health-care related benefits as “very important” or “extremely important” when designing benefit packages. That underscores how central this benefit has become in the employment offering. SHRM 2024 Employee Benefits Survey
When comparing offers, run both scenarios side by side:
- Estimate annual premium, deductibles, and copayments under each plan
- Subtract those expected costs from your gross salary
- That gives you a more realistic picture of net benefit
A superficially higher salary may be undermined by high health care costs.
2. Generous Paid Time Off and Flexible Leave Policies
Time is your most finite resource. A generous vacation policy, sick leave, mental health days, or sabbatical options can dramatically improve your quality of life. If one employer gives you 3 weeks of vacation and another gives you 5 weeks (with equivalent salary), that extra time off may outweigh a 10 percent raise—especially if you richly value rest, mental health, or personal projects.
When evaluating leave policies, also look at how leave can be used (for family, wellness, or mental health) and whether unused leave rolls over or can be cashed out. Those features boost the real value of the perk.
3. Remote Work, Compressed Workweeks, or Flexible Schedules
Reducing or eliminating the commute—or enabling you to live in a lower-cost locale—can translate into real cost and time savings. Jobs that allow you to work remotely full time or offer flexible schedules let you save on commuting, meals, parking, wardrobe, or even housing costs. Those savings often exceed a 10 percent nominal salary bump.
Interestingly, a recent study in the U.S. labor market showed that roles requiring AI skills are significantly more likely to offer perks such as remote work, paid leave, and parental benefits—even after controlling for industry or role level. The implication is that in competitive skill areas, firms bundle perks aggressively. “Beyond pay: AI skills reward more job benefits” (preprint)
When evaluating a job offer:
- Estimate your commuting costs (fuel, transit fare, tolls, parking)
- Estimate the time cost of commuting
- Factor in whether remote flexibility lets you relocate to a less expensive area
Together, these indirect savings often dwarf a modest salary increase.
4. Education, Training, and Certification Support
If an employer pays for your professional development, that is an investment in you that adds value both immediately and long term. Tuition reimbursement, paid bootcamps, coverage for certification exams, or paid training programs can easily amount to thousands of dollars per year.
Rather than spending your own money, the company is subsidizing your growth. This is especially valuable if your field requires ongoing learning. When comparing offers, ask:
- What is the annual dollar limit (or hours) for training?
- Is reimbursement retroactive or paid upfront?
- Do you need to commit to staying a certain period?
- Do they cover specific credentialing paths you care about?
Often, a company that supports your growth is offering more long-term value than a one-time raise.
5. Equity, Profit Sharing, or Performance Bonuses
A job offer that includes equity or profit sharing gives you a stake in the company’s upside. If your role is tied to growth, your upside may vastly outpace a one-time 10 percent raise. A 10 percent bump today pales in comparison to a 100 percent gain in equity over time—if the company performs well.
Robust bonus structures tied to performance, metrics, or departmental growth similarly offer upside far beyond base salary. But these structures vary widely between companies.
When evaluating equity or bonuses:
- Request past bonus distributions (how often, how large)
- Understand vesting schedules, cliffs, or clawback clauses
- Clarify the performance metrics and measurement criteria
Treat these as meaningful pieces of compensation—not just extras.
How to Compare Offers More Scientifically (Without Spreadsheets)
To compare competing offers rigorously:
- Create a total compensation model for each offer—include base salary, benefits, tax implications, and estimated perks
- Convert perks into dollar equivalents when possible (e.g. commuting, leave value, education support)
- Discount future equity or bonuses by risk, liquidity, and vesting schedules
- Adjust for cost-of-living or tax differences between locations
- Decide which perks are nonnegotiables (e.g. remote work, health, leave)
If maintaining all of that in spreadsheets feels tedious, a tool that helps you compute true total compensation side by side (including hidden costs and benefits) can save hours—and lead to clearer decisions.
Why Perks May Matter More Than a Modest Raise
In many sectors, base salary growth has been relatively constrained. Employers increasingly supplement compensation with perks and benefits.
For example, data now show that the premium for switching jobs has diminished compared to past years. In one recent report, job switchers saw wage growth of roughly 4.2 percent, while those who stayed in the same job saw around 4.4 percent—effectively eroding the wage advantage of switching roles. Business Insider / Atlanta Fed analysis
At the same time, many workers who change roles accept lower retirement contributions or changes in benefits, sometimes sacrificing long-term stability for short-term gain. One study found that median job switchers who got a raise ended up dropping their 401(k) savings rate by 0.7 percentage points, potentially costing hundreds of thousands over a career. Investopedia summary of Vanguard research
Because many perks reduce your expenses or enhance well-being, their net value to you can easily surpass a 10 percent raise—especially when you do the math carefully.
When evaluating your next job offer, remember: salary is only one piece of the puzzle. The real difference comes when you integrate salary with benefits, flexibility, education, and upside. A job with the right package might well surpass a 10 percent raise when viewed holistically.
If you want help comparing multiple offers side by side, consider trying a tool like JobForager to streamline the process and surface real tradeoffs.
Happy job hunting,
The JobForager Team