From maternity leave to performance bonuses, these are the benefits that are most likely to drive worker engagement

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’t likely to go away anytime soon.

Emma Burleigh
emma.burleigh@fortune.com

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