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Yahoo
5 days ago
- Business
- Yahoo
Surrogacy, mortgage help, even music festivals: 6 unusual employee perks for 2025
Healthcare, 401(k) matching and paid time off still matter, but they're no longer enough to win over today's worker. According to the 2024 SHRM Employee Benefits Survey, the number of unique benefits offered by companies has jumped by 23% since 2022, as employers reevaluate how to stand out in a competitive job market, particularly with younger talent. This is not to say the traditional benefits are gone, but companies around the United States are reimagining the best benefits to attract and retain talented employees. Niche benefits — from surrogacy assistance to mortgage rate buyouts — are direct responses to honest employee feedback. Workers are seeking support that meets them where they are in life, and companies are finally responding. The takeaway? If you're an HR manager, you don't need to toss your current benefits list, but you do need to evolve it to reflect what today's employees truly value. 6 employee benefits redefining workplace culture in 2025 To determine which benefits are effective, we asked companies across the country to share the most unusual perks they're offering. Nearly 40 responded with creative, real-world ideas. Here are six standout benefits that reflect the future of work in 2025. 1. Free college tuition Tuition reimbursement has become a popular benefit to offer to early- and mid-career workers. However, some companies, like leading global food producer JBS USA, have taken free education one step further. The company partners with more than 60 colleges in the United States, Canada and online to offer free higher education for team members and their families. 'JBS employees and their dependents can earn degrees and certificates at no cost to them,' says Juriana Sperandio, the company's global chief human resources officer. 'It not only helps employees avoid taking on education debt, but also helps transform and upskill our workforce.' Initially, JBS USA expected its employees' dependents to be the ones to make use of the program, but what they found was the exact opposite. To date, more than 2,500 employees have taken full advantage of this program to return to school or complete their degrees. 2. Adoption and surrogacy assistance Expanding a family is a deeply personal and often expensive endeavor. Power Home Remodeling aims to ease that burden through its Adoption and Surrogacy Assistance Reimbursement program, which provides a lifetime maximum of $15,000 in support of all employees who need it. 'We want every team member to feel empowered to build the family they envision — without the financial stress that so often comes with it,' says Hollie Delaney, Power's chief people officer. The benefit is inclusive of all employees, regardless of marital status, gender or sexual orientation, and can be used toward a range of eligible expenses, including legal fees, agency costs and medical procedures related to surrogacy. By covering both adoption and surrogacy, the company recognizes that there are many paths to parenthood and supports employees through each one. 3. Mortgage rate buyouts A recent survey from the National Association of Homebuilders found that 57% of households can't afford to buy a $300,000 home despite having steady jobs. High interest rates and record home prices are key contributors to this affordability crisis. Meanwhile, many households report that wages haven't kept pace with economic costs. With these conditions making homeownership unaffordable for many Americans, cybersecurity firm Cyber Guardian is stepping in to support its employees. CEO Nick Martin offers to buy down up to 3% of an employee's mortgage rate, which can translate to tens of thousands in savings over the life of a loan. Any employee can apply for this benefit, making homeownership achievable for the entire staff. "Making people feel genuinely valued means throwing out the old playbook and identifying what makes the most real-world impact for your team," says Martin. Over the last four years, Cyber Guardian has achieved a near 100% retention rate, and Martin attributes this success to his company's out-of-the-box benefits package. 4. Paid vacations with a stipend It's one thing to offer PTO; it's another to make sure employees can actually afford to take it. More than half of American workers leave their vacation time unused, resulting in 768 million unused vacation days in a single year. Cost is a major barrier, and many workers simply can't afford to unwind. At software company BambooHR, the company's core value, 'Enjoy Quality of Life,' is backed by financial support. 'BambooHR believes that when employees can afford to truly disconnect and create meaningful experiences with their families, they return energized and more creative,' says Wende Smith, the company's head of people operations. That's why every employee receives a $2,000 annual stipend specifically to help cover travel costs, including flights, lodging and activities. The stipend removes financial obstacles and encourages real time off, not just time granted. Whether employees spend it on a big family trip or a solo wellness retreat, the message is clear: rest isn't just allowed, it's essential. 5. Medical benefits for domestic partnerships Being unique doesn't mean flashy; it can simply involve being more inclusive. While traditional employer-provided health insurance has long covered married couples and their families, some companies have expanded this coverage to cover all partnerships. According to the 2020 U.S. Census, there were approximately 8.3 million opposite-sex unmarried-partner households and 500,073 same-sex unmarried-partner households living together. That's about 3% of all households. 'At my current organization, we expanded our medical benefits to cover domestic partnerships, " says Mitchell Jeffery, a senior regional director of human resources at Bradford Health Services. 'This isn't just for LGBTQ employees — it supports anyone in a committed partnership of six months or more.' 6. Company retreats meet music festivals 'Study after study shows you how instrumental community and human connection are to our well-being and happiness,' shares Power's Hollie Delaney. A 2023 CDC Science Blog highlights decades of evidence showing that strong social ties predict longevity and improved mental and physical health, while loneliness and isolation raise risks for premature death. To that end, Power doesn't settle for the usual annual retreat. Instead, they send employees to Quest, a fully paid, three-day music festival and company retreat in Mexico. It's part celebration, part team-building and fully focused on honoring their people. 'We've found that our people show up better for each other, our customers and our communities. In fact, according to an all-employee survey, 95% of employees feel a strong sense of community here, and 98% look forward to Quest every year,' she says. What today's most valued workplace perks have in common Whether it's helping employees build a family, buy a home or simply take a real break, these creative perks are just some of the new, human-centered workplace benefits some companies are making available. As Mitchell Jeffery of Bradford Health Services says: 'Some of the most impactful benefits don't cost anything extra. They're about rethinking policies to reflect how people actually live.' What is USA TODAY Top Workplaces 2025? Do you work for an employer with top-notch benefits? Each year, USA TODAY Top Workplaces, a collaboration between Energage and USA TODAY, ranks organizations across the United States that excel at creating a positive work environment for their employees. Employee feedback determines the winners. In 2025, over 1,500 companies earned recognition as top workplaces. Check out our overall U.S. rankings. You can also gain insights into more workplace trends and advice by checking out the links below. This article originally appeared on USA TODAY: 6 unusual employee benefits companies are offering in 2025
USA Today
5 days ago
- Business
- USA Today
Surrogacy, mortgage help, even music festivals: 6 unusual employee perks for 2025
Healthcare, 401(k) matching and paid time off still matter, but they're no longer enough to win over today's worker. According to the 2024 SHRM Employee Benefits Survey, the number of unique benefits offered by companies has jumped by 23% since 2022, as employers reevaluate how to stand out in a competitive job market, particularly with younger talent. This is not to say the traditional benefits are gone, but companies around the United States are reimagining the best benefits to attract and retain talented employees. Niche benefits — from surrogacy assistance to mortgage rate buyouts — are direct responses to honest employee feedback. Workers are seeking support that meets them where they are in life, and companies are finally responding. The takeaway? If you're an HR manager, you don't need to toss your current benefits list, but you do need to evolve it to reflect what today's employees truly value. 6 employee benefits redefining workplace culture in 2025 To determine which benefits are effective, we asked companies across the country to share the most unusual perks they're offering. Nearly 40 responded with creative, real-world ideas. Here are six standout benefits that reflect the future of work in 2025. Tuition reimbursement has become a popular benefit to offer to early- and mid-career workers. However, some companies, like leading global food producer JBS USA, have taken free education one step further. The company partners with more than 60 colleges in the United States, Canada and online to offer free higher education for team members and their families. 'JBS employees and their dependents can earn degrees and certificates at no cost to them,' says Juriana Sperandio, the company's global chief human resources officer. 'It not only helps employees avoid taking on education debt, but also helps transform and upskill our workforce.' Initially, JBS USA expected its employees' dependents to be the ones to make use of the program, but what they found was the exact opposite. To date, more than 2,500 employees have taken full advantage of this program to return to school or complete their degrees. Expanding a family is a deeply personal and often expensive endeavor. Power Home Remodeling aims to ease that burden through its Adoption and Surrogacy Assistance Reimbursement program, which provides a lifetime maximum of $15,000 in support of all employees who need it. 'We want every team member to feel empowered to build the family they envision — without the financial stress that so often comes with it,' says Hollie Delaney, Power's chief people officer. The benefit is inclusive of all employees, regardless of marital status, gender or sexual orientation, and can be used toward a range of eligible expenses, including legal fees, agency costs and medical procedures related to surrogacy. By covering both adoption and surrogacy, the company recognizes that there are many paths to parenthood and supports employees through each one. A recent survey from the National Association of Homebuilders found that 57% of households can't afford to buy a $300,000 home despite having steady jobs. High interest rates and record home prices are key contributors to this affordability crisis. Meanwhile, many households report that wages haven't kept pace with economic costs. With these conditions making homeownership unaffordable for many Americans, cybersecurity firm Cyber Guardian is stepping in to support its employees. CEO Nick Martin offers to buy down up to 3% of an employee's mortgage rate, which can translate to tens of thousands in savings over the life of a loan. Any employee can apply for this benefit, making homeownership achievable for the entire staff. "Making people feel genuinely valued means throwing out the old playbook and identifying what makes the most real-world impact for your team," says Martin. Over the last four years, Cyber Guardian has achieved a near 100% retention rate, and Martin attributes this success to his company's out-of-the-box benefits package. It's one thing to offer PTO; it's another to make sure employees can actually afford to take it. More than half of American workers leave their vacation time unused, resulting in 768 million unused vacation days in a single year. Cost is a major barrier, and many workers simply can't afford to unwind. At software company BambooHR, the company's core value, 'Enjoy Quality of Life,' is backed by financial support. 'BambooHR believes that when employees can afford to truly disconnect and create meaningful experiences with their families, they return energized and more creative,' says Wende Smith, the company's head of people operations. That's why every employee receives a $2,000 annual stipend specifically to help cover travel costs, including flights, lodging and activities. The stipend removes financial obstacles and encourages real time off, not just time granted. Whether employees spend it on a big family trip or a solo wellness retreat, the message is clear: rest isn't just allowed, it's essential. Being unique doesn't mean flashy; it can simply involve being more inclusive. While traditional employer-provided health insurance has long covered married couples and their families, some companies have expanded this coverage to cover all partnerships. According to the 2020 U.S. Census, there were approximately 8.3 million opposite-sex unmarried-partner households and 500,073 same-sex unmarried-partner households living together. That's about 3% of all households. 'At my current organization, we expanded our medical benefits to cover domestic partnerships, " says Mitchell Jeffery, a senior regional director of human resources at Bradford Health Services. 'This isn't just for LGBTQ employees — it supports anyone in a committed partnership of six months or more.' 'Study after study shows you how instrumental community and human connection are to our well-being and happiness,' shares Power's Hollie Delaney. A 2023 CDC Science Blog highlights decades of evidence showing that strong social ties predict longevity and improved mental and physical health, while loneliness and isolation raise risks for premature death. To that end, Power doesn't settle for the usual annual retreat. Instead, they send employees to Quest, a fully paid, three-day music festival and company retreat in Mexico. It's part celebration, part team-building and fully focused on honoring their people. 'We've found that our people show up better for each other, our customers and our communities. In fact, according to an all-employee survey, 95% of employees feel a strong sense of community here, and 98% look forward to Quest every year,' she says. What today's most valued workplace perks have in common Whether it's helping employees build a family, buy a home or simply take a real break, these creative perks are just some of the new, human-centered workplace benefits some companies are making available. As Mitchell Jeffery of Bradford Health Services says: 'Some of the most impactful benefits don't cost anything extra. They're about rethinking policies to reflect how people actually live.' What is USA TODAY Top Workplaces 2025? Do you work for an employer with top-notch benefits? Each year, USA TODAY Top Workplaces, a collaboration between Energage and USA TODAY, ranks organizations across the United States that excel at creating a positive work environment for their employees. Employee feedback determines the winners. In 2025, over 1,500 companies earned recognition as top workplaces. Check out our overall U.S. rankings. You can also gain insights into more workplace trends and advice by checking out the links below.
Yahoo
15-07-2025
- Yahoo
Worker says she was pushed to falsify safety records and saw employees lose limbs at Trump-aligned meatpacking plant
A Colorado woman working for the world's largest meatpacking company – and major Trump supporter – claims supervisors pressured her to falsify safety records while workers were regularly losing fingers and limbs due to inadequate training. Salima Jandali, an aspiring police officer who speaks three languages and has a Bachelor's degree in political science and anthropology from the University of Northern Colorado, says her supervisor regularly denigrated her as a 'stupid Arab' and forced her and others to work without proper protective equipment. When Jandali, 31, complained to management about what she saw as dangerous shortcomings at the JBS USA beef processing plant in Greeley, roughly 50 miles north of Denver, her locker was vandalized, her Islamic prayer beads were thrown in the trash and she was forced out of her job. That's according to a federal lawsuit filed by Jandali, which describes her experience at JBS as 'a disturbing example of systematic workplace discrimination and retaliation against… a Muslim woman and Moroccan immigrant who refused to participate in her employer's illegal, dangerous, and exploitative practices.' Once she left, Jandali 'never wanted to look back,' she told The Independent. Jandali said she witnessed a newly arrived Burmese immigrant get his arm amputated by a processing-floor machine, saw others lose digits and that accidental stabbings with hooks and knives were commonplace. The company constantly said it was short-staffed, and cut corners on safety protocols to make up for it, according to Jandali. However, she went on, many of the new hires didn't speak English and JBS lacked any translation services to help them understand what they were being told to do. 'They didn't want to complete the classes for new employees, and the retaliation began when I started speaking out,' she said. 'I just want to show the world how corrupt they are, and hopefully this is going to raise awareness so people know the truth about what's going on in there.' Salima Jandali says she was harassed endlessly for speaking out over cut corners at JBS USA, which led to lost limbs and amputated digits for workers. (Provided) In a statement provided to The Independent, attorney Helen Oh, who is representing Jandali in the case, said, 'No employee should have to choose between their integrity and livelihood.' A JBS spokesperson did not respond to The Independent's requests for comment. Multinational food company JBS, which, via a subsidiary, was the single biggest donor to Donald Trump's 2025 inauguration, 'continually prioritized production over worker safety,' leading to horrific injuries in pursuit of maximum profit, Jandali's complaint alleges. In 2021, JBS was cited and fined by the Occupational Safety and Health Administration after a worker at its Greeley plant got stuck in a conveyor belt and his left arm was severed clean off – which Jandali watched happen. That same year, another worker in Greeley died when he fell into a vat of chemicals due to an improperly installed piece of machinery. In 2023, an employee at a JBS plant in Wisconsin lost two fingers while processing a cattle carcass, and in May, a worker at a JBS facility in Arizona died from blunt-force injuries after being crushed between a forklift and a front-end loader. On Monday, 20 workers at a JBS plant in Port Arthur, Texas were hospitalized after they were exposed to potentially toxic levels of carbon monoxide and methane gas. Beyond horrific workplace injuries, JBS has also been accused by employees of myriad other abuses, including human trafficking. In 2017, the Brazilian government levied a $3.2 billion fine against the multinational's parent company in a sprawling bribery case that extended all the way up to then-President Michel Temer. The company settled one previous lawsuit for $5.5 million by Muslim workers at JBS' Greeley plant who said they were discriminated against for their religious beliefs. Jandali speaks three languages, has a college degree, and is hoping to become a police officer. She says conditions at JBS USA's Greeley, Colorado were so bad, she was left with depression, PTSD and worse (Getty Images) Jandali was born in Rabat, Morocco, and moved to the United States when she was a child. Fluent in English, Arabic and French, Jandali began working for JBS in August 2019, at the company's Greeley facility, conducting mandatory safety training for new hires and production employees working on the meat processing floor. In 2023, Jandali's supervisor began to hurl racial and religious slurs at her 'on a regular basis… often calling her a 'stupid Muslim' or 'stupid Arab,'' according to her complaint, which was filed June 11 in Colorado federal court. The harassment escalated as the year progressed, the complaint contends, describing 'repeated degradation and intimidation of Ms. Jandali by throwing away [her]... work boots and hard hat.' 'On at least 25 occasions, Ms. Jandali arrived [at] work to find her safety equipment strewn about, missing, or in the trash,' the complaint goes on. 'Without proper equipment, Ms. Jandali was prohibited from taking new hires to the processing floor pursuant to safety protocols,' the complaint states. Federal law requires production employees to complete 100 percent of their safety training prior to working on the processing floor, the complaint explains, Yet, it says, throughout Jandali's time at JBS, 'supervisors routinely put production employees to work on the floor when they had not completed all required safety training.' 'Many production employees were non-English speakers who needed interpreters to understand and complete the trainings,' the complaint states. 'While Ms. Jandali could translate and interpret for French and Arabic-speaking employees on her shift, this was highly insufficient to address the language needs for trainings across shifts.' Jandali said she witnessed a recent immigrant from Myanmar lose an arm while working with dangerous machinery on the processing floor. Now she's suing over what she claims were egregious safety violations, among a host of other serious complaints (AFP via Getty Images) Jandali raised the issue repeatedly, telling higher-ups that the practice was putting people in danger, the complaint continues. In response, Jandali was told that any problems were her fault, and that if she couldn't get everyone trained adequately, 'then this was not the job for her,' according to the complaint. The company's demands became more aggressive over time, and the pressure on Jandali intensified, the complaint alleges. In May 2024, she was instructed to falsify training records for employees who had not attended their assigned sessions, the complaint maintains. 'Ms. Jandali objected and explained that production employees were suffering serious injuries, including losing limbs, and safety protocols needed to be followed,' the complaint states, adding that '[h]er concerns were completely ignored.' Days later, Jandali reported the situation to upper-level managers, according to the complaint. Soon, it says, Jandali began to experience fierce blowback over her ongoing concerns. 'On May 28, 2024, Ms. Jandali arrived at work to find her workplace locker damaged, with the corner bent and unable to close properly,' the complaint alleges. 'She found her Tasbih (Islamic prayer beads) in the trash, along with her other personal belongings. Ms. Jandali was horrified, deeply hurt, and feared for her safety.' Jandali then went to HR to file a formal grievance but, despite their promises, the complaint claims she 'never received any follow up or resolution.' Jandali hopes to become a police officer, and said that once she left JBS, she 'never wanted to look back' (Provided) The conditions at JBS had been getting progressively worse for Jandali in other ways, as well. When her father needed heart surgery, Jandali requested family leave to help him, and was approved, the complaint states. However, while she was out, HR 'falsely' informed her that her paperwork had never been received and terminated her employment, it says. Following a grievance Jandali filed with the union, which included a paper trail proving her side of the story, she was reinstated, according to the complaint. Still, upon returning to work, Jandali found herself locked out of her company email and unable to access her online work drive, training materials and classrooms, the complaint states. Nearly six weeks later, the complaint says Jandali finally regained access to her email account, but found that 'all of her prior emails with years of accumulated training information [had been] deleted.' In June 2024, Jandali requested a three-month medical leave to deal with 'worsening depression, anxiety and [post-traumatic stress disorder] caused by JBS's retaliation and harassment,' the complaint states. Three weeks later, it says she got a call from HR demanding she return to work in seven days or else she would be fired. Jandali appealed, and state regulators forced JBS to keep her on the payroll. However, when she finally got back, the situation she continued to endure, on top of 'months of unaddressed harassment, retaliation and pressure to engage in illegal conduct,' was too much to take, the complaint states. On September 9, 2024, facing the exact same issues as before, Jandali resigned. Beyond her depression, anxiety and PTSD, Jandali's complaint says her time at JBS caused 'debilitating physical symptoms including insomnia, frequent nightmares, inability to concentrate and extreme fatigue,' the complaint states. 'These conditions have transformed her from a vibrant, active and outgoing person into someone who struggles with basic daily functioning and experiences profound emotional numbness.' Jandali is now seeking economic damages, including front pay and back pay, compensatory damages for emotional pain, suffering and mental anguish, as well as punitive damages, plus interest, attorneys' fees and court costs.
Wall Street Journal
28-06-2025
- Business
- Wall Street Journal
The 33-Year-Old Meat Heir Feeding America's Protein Obsession
The 33-year-old heir to a meatpacking dynasty can judge a slaughterhouse by its parking lot. Is the grass freshly cut? Are there flowers planted around the facility? Are the workers who are walking through the doors smiling? These are telltale signs of how well a meatpacking plant is performing, according to Wesley Batista Filho, chief executive for the U.S. business of JBS, the world's largest meatpacker.
Yahoo
29-05-2025
- Business
- Yahoo
JBS to invest $135m in new US sausage plant, creating 500 jobs
Meat giant JBS is to invest $135m in a new sausage plant in Iowa through its US subsidiary, creating 500 jobs on completion. The company expects construction to start at the Perry site late this year and to complete in late 2026. Brazil-headquartered JBS said in a statement today (29 May) that the facility will produce some 130m lbs of sausage each year from processing around 500,000 sows. In the first phase, the plant will employ 250 workers in one shift and the company plans to double the staff count and introduce a second shift in the future. "This output can feed more than four million people nationwide annually, helping meet growing consumer demand for high-quality protein," JBS said. Wesley Batista Filho, the CEO of the US business unit, added: "This investment underscores our commitment to rural America and our confidence in the strength of the US market. We plan to be a long-term partner for Perry and, if approved by the community, the facility will help foster job creation and economic stability in the region." Aaron Juergens, president of the Iowa Pork Producers Association, said in the same statement: "We're excited to see continued investment in Iowa's pork industry with the proposed opening of this new processing facility. 'It strengthens our state's leadership in pork production, creates new opportunities for pork producers, and supports the rural communities that are the backbone of Iowa agriculture." JBS USA is headquartered in Greeley, Colorado, and produces meat and poultry products. It is a majority shareholder of poultry producer Pilgrim's Pride. In February, JBS unveiled a $200m investment plan to boost beef production at facilities in the US states of Texas and Colorado. Rival meat processor Tyson Foods announced in March last year it would close its pork facility in Perry, affecting more than 1,200 employees. "JBS to invest $135m in new US sausage plant, creating 500 jobs" was originally created and published by Just Food, a GlobalData owned brand. The information on this site has been included in good faith for general informational purposes only. It is not intended to amount to advice on which you should rely, and we give no representation, warranty or guarantee, whether express or implied as to its accuracy or completeness. You must obtain professional or specialist advice before taking, or refraining from, any action on the basis of the content on our site.
