The New Employee Benefit Everyone Is Talking About

February 3, 2025

First it was pet insurance and foosball tables. Then it was Friday kegs in the office and goat yoga. While those benefits seemed like frivolous ways to bring fun to the office, the current benefit trend that everyone is talking about actually improves productivity and employee well-being (at least as reported by the employees).


And it’s likely something you never thought about offering. But before we tell you what it is, let’s talk about some of the results that employees who have used this benefit experienced.


According to a survey published by sidehustle.com:


·        72% saw an improvement in overall well-being.

·        69% experienced better focus.

·        68% felt lower stress levels.

·        62% saw increased productivity.

·        49% reported greater job satisfaction.

And…


Nearly 50% of employees said they would consider switching jobs if another employer offered this benefit (when their company did not). This new benefit trend could give employers that offer it a leg up on hiring.


So, what is this new benefit?


The Rise of Unhappy Leave



Okay, so leave is not a new benefit. Employees are granted parental leave, sick leave, Family and Medical Leave, and sabbaticals. But this new type of leave—unhappy leave—allows an employee to take time off for mental and emotional well-being. Industries leading this charge include tech, government, and education.


Many managers see it as employee recruitment and retention tools because it can help employees deal with stress. It can also provide a cooling off period where co-workers can “take a break from one another.”


However, there are apprehensions in offering this benefit as well. Surveyed managers cited concerns over:


·        misuse or overuse

·        workload coverage for employees on leave

·        challenges in distinguishing unhappy leave from regular sick leave

·        eligibility—what length of tenure would make employees eligible?

The trend originated in China with grocery store Pang Dong Lai offering employees up to 10 days a year of unhappy leave. Unhappy leave means employees can take time off without needing approval or justification whenever they feel “emotionally unwell.” The policy is intended to promote a healthy work-life balance. The big difference between this type of leave and others is that it cannot be denied by management.


Company culture has been a big concern for businesses over the past 15-20 years. Culture has been a big play in recruitment and trying to protect talent from being poached by the competition. Benefits are a big part of this. But companies want benefits that help with attracting and retaining employees, not just ones that look good on paper.


Popular Employee Benefits


Some of the most popular employee benefits with a proven return on investment include:


·        Flexibile schedules (offering this benefit shows a 12% reduction in turnover rate).

·        Remote work options.

·        Professional development opportunities including personalized learning plans and career growth.

·        Wellness programs such as on-demand therapy sessions, mindfulness and meditation programs, and designated mental health days (like unhappy leave).

·        Eldercare and childcare benefits.

·        Lifestyle Spending Accounts (LSAs) allowing employees to allocate wellness funds according to their unique needs and preferences.

·        Employee Assistance Programs (EAPs) to support various personal and professional issues.

·        Recognition programs.


And now it appears that unhappy leave may have an impressive impact on recruitment and retention as well.


But is implementing “unhappy leave” as easy as writing it up through your HR department? Not exactly. If you create a leave program that does not have to be approved by management, you run the risk of your eligible employees taking it at the same time with little to no notice. Leaving the business in a lurch. But that’s not the only thing to think about before implementation.


Unhappy leave should be a component of your benefits design, not a simple add-on. According to a 2024 Forbes article, there are other organizational pieces you should pay attention to. These include recruiting for values, tailoring development to the individual, monitoring management (after all, that’s one of the top reasons people leave), and providing clear communications on employee culture and company vision.


Unhappy leave should not be used as a bandage for a broken employment environment. If you’re thinking about extending your leave program, make sure you also work on the other end, creating a better work environment so your employees will feel less need to use the perk.




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Christina Metcalf is a writer and women’s speaker who believes in the power of story. She works with small businesses, chambers of commerce, and business professionals who want to make an impression and grow a loyal customer/member base. She is the author of The Glinda Principle, rediscovering the magic within.

_______________________________________

Medium: @christinametcalf

Facebook: @tellyourstorygetemtalking

Instagram: @christinametcalfauthor

LinkedIn: @christinagsmith

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The year's midpoint is your wake-up call—refocus now to finish strong. Scrutinize your numbers to find what’s working (and what’s not). Reboot your marketing before seasonal shifts hit. Remove workflow roadblocks to boost team output. Reconnect with your business’s core purpose. 597 Words ~ 3 minute read The midpoint of the year often hits like a reality check: goals half-met, momentum lagging, and a to-do list that keeps growing. But this moment is also a strategic gift: a reset button that can set you up for a stronger, smarter second half. Here are five high-impact moves to help you reset with intention and finish the year with confidence: 1. Run the Numbers, Then Rewrite the Playbook Take a hard look at your financials. Are you ahead, behind, or coasting? Scrutinize revenue trends, margins, and expenses. Identify what’s draining resources and double down on what’s driving growth. Use the insights to reshape your financial strategy for the next six months, because winging it isn’t a plan. 2. Reboot Your Marketing Before the Fall Rush If your marketing has lost steam, this is your window to revive it. Launch a seasonal promotion, refine your messaging, or test new channels to re-engage your audience. And don’t wait to prep for fall. Holiday planning starts now. Review your content calendar, track past performance, and align campaigns with your business goals. 3. Clear the Roadblocks Slowing Your Team Small inefficiencies become big headaches by year’s end. What processes are wasting time? Where’s the communication breaking down? Invite your team to flag friction points and co-create solutions. Even modest upgrades, such as automating reports, streamlining meetings and clarifying roles, can drive major gains. Harvard Business Review explores how better collaboration fuels better outcomes. 4. Recalibrate Your Goals and Reset Priorities It’s okay if the goals you set in January don’t fit anymore. Priorities evolve. What matters is focus. Reassess your KPIs and trim anything that’s distracting from your top objectives. Reset your team’s focus around fewer, clearer targets so execution becomes simpler and more powerful. 5. Reconnect with Your Why Amid the grind, your original mission can get blurry. Take a step back to reflect: Why did you start this business? Who do you serve, and how do you want to show up for them? Realigning with your purpose energizes your leadership and clarifies your brand. Fast Company outlines how reconnecting to your “why” boosts both engagement and performance. Bottom Line: A mid-year reset isn’t just a productivity hack, it’s a strategic imperative. It gives you space to pause, zoom out, and ask the critical questions that get lost in day-to-day urgency. By evaluating your numbers, refreshing your marketing, streamlining operations, focusing your goals, and reigniting your purpose, you give your business the fuel it needs to finish the year not just intact, but thriving. This isn’t about doing more; it’s about doing what matters most with greater clarity, consistency, and conviction. --- The Leavenworth-Lansing Area Chamber of Commerce is a private non-profit organization that aims to support the growth and development of local businesses and our regional economy. We strive to create content that not only educates but also fosters a sense of connection and collaboration among our readers. Join us as we explore topics such as economic development, networking opportunities, upcoming events, and success stories from our vibrant community. Our resources provide insights, advice, and news that are relevant to business owners, entrepreneurs, and community members alike. The Chamber has been granted license to publish this content provided by Chamber Today, a service of ChamberThink Strategies LLC.
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