An employee is replacing a laptop, booking a weekend away, or picking up something for the family. Before they pay, they check their workplace perks. They find an offer that fits, use it, and keep a little more money in their budget. That is the experience a worthwhile employee perks program should deliver: a useful saving at a moment when it matters.
It is particularly relevant in 2026. Alight’s latest U.S. Employee Mindset Study found that 41% of employees say they are just getting by financially, while 45% worry their money and savings will not last. Published in October, the research surveyed 2,500 employees at U.S. organizations with at least 1,000 employees (1).
For HR leaders, those findings give the conversation about perks a practical focus. Employees need support they can use within the budgets and routines they already have. A well-designed discount program can contribute to that support by helping them save on planned purchases and make room for things they enjoy.
So, what makes a program worth opening, and worth returning to?
A useful starting point is the employee’s shopping list. What are they buying regularly? What larger purchases are coming up? Where could a discount make a meaningful difference?
MetLife’s January release of its 2026 Employee Benefit Trends Study found that 83% of employees identify rising living expenses and medical costs as their top stressors (2). That financial pressure makes a strong case for giving employees practical opportunities to stretch their purchasing power, alongside the broader support provided by pay and core benefits.
For a perks program, this means offering a mix of savings employees can use throughout the year. Household purchases, clothing and dining can sit alongside travel, entertainment and occasional bigger expenses. Someone might check for a discount when replacing an appliance, then return when planning a family outing.
The question for HR is straightforward: can employees recognize something they already want or need within the program? When the answer is yes, they have a concrete reason to explore it.
Employees bring different priorities to the same workplace. One person is furnishing an apartment. Another is planning a vacation. Someone else wants an affordable way to spend Saturday with their children.
A program should leave room for all of those needs. National brands can provide familiar options, while local offers make the experience relevant to where people live and spend time. This matters when a workforce is spread across multiple locations or includes remote employees.
BenefitHub’s Discount Marketplace brings together national brands and local offers across categories including food and dining, travel, tickets, apparel and electronics. Members can search by brand or category and save favorite offers for later (3).
For HR teams, the opportunity is to present that choice through recognizable situations. A message about planning a trip or replacing a household item gives employees a starting point. It helps them connect the program to their own circumstances without having to work through the entire offering first.
Employees may approach savings differently depending on what they are buying. A discount can reduce the price of a planned purchase. A discounted gift card can help them spend less at a retailer they already use. Cash back can provide a reward on an eligible transaction.
BenefitHub offers these savings options, with opportunities to combine them where the applicable terms allow (3). Giving employees more than one way to save lets them choose an approach that fits the purchase.
The experience should also make the next step understandable. Employees should be able to tell what an offer includes, how to redeem it, and which conditions apply. For cash back, that includes understanding activation requirements and when a reward becomes available.
Straightforward explanations help employees decide whether an offer works for them. The goal is a successful purchase they feel good about—and a reason to check their perks again next time.
People may discover their perks during onboarding, but the opportunity to use them could come months later, on a phone, or while browsing a retailer’s website.
Access should fit those moments. BenefitHub’s app lets members explore nearby offers, travel options and experiences on their phones (4). That gives employees a way to check their perks while making plans beyond their desk.
The browser extension adds another point of access. Once installed and signed in, it alerts members to available discounts, cash back or gift card savings as they shop online. Members can then activate applicable offers. Feature availability varies by program (5).
For employers, these tools create practical ways to introduce the program: show employees how to find a local offer on their phone or activate a saving while shopping online. A brief demonstration makes the experience more tangible than a list of features.
Alight’s 2026 study found that 65% of employees would be interested in personalized employer messages about certain benefits and programs (1). For perks communications, that suggests a useful direction: help employees find options connected to their interests and upcoming needs.
BenefitHub supports localized communications, giving employers another way to make their program relevant to the people receiving it (3). HR teams can reinforce that approach with short, practical messages that explain what employees can explore and how to get started.
The strongest reason to use a perks program is personal: it helps with something an employee cares about. By bringing relevant offers and accessible savings into familiar shopping moments, employers can make perks a useful part of their total rewards experience throughout the year.
Explore how BenefitHub can help your employees find more ways to save.