Full-Time Employee Benefits a Company Must Provide

Attracting and keeping top talent is about more than just salary. Full-time employee benefits are a major factor for both recruitment and retention, especially for companies looking to build a strong, future-ready workforce. For benefits brokers and HR leaders at multi-regional firms or companies with 20-500 employees, knowing which benefits for employees are required—and which are expected—is essential for compliance and employee satisfaction.

This guide explains the must-have full-time employee benefits, what’s legally required, and current trends shaping benefits packages in 2025. It also answers common questions about employee benefits, so you can make informed decisions for your organization.

Why Full-Time Employee Benefits Matter

Offering a solid benefits package goes beyond legal compliance. It supports employee well-being, boosts morale, and helps your company stand out in a crowded market. Benefits for employees are often the deciding factor for candidates choosing between job offers and for current employees considering whether to stay or move on.

Legally Required Benefits for Full-Time Employees

While many benefits are optional, several are required by federal law in the United States. Here’s what every employer needs to know:

Health Insurance

Under the Affordable Care Act (ACA), companies with 50 or more full-time employees must offer affordable health insurance to those working at least 30 hours per week or 130 hours per month. Not providing this can result in penalties if even one full-time employee receives a premium tax credit.

Minimum Wage and Overtime

All employers must pay at least the federal minimum wage ($7.25/hour), or a higher state minimum if applicable. Overtime pay—1.5 times the regular hourly rate—is required for non-exempt employees working over 40 hours in a week.

Family and Medical Leave (FMLA)

The Family and Medical Leave Act entitles eligible employees to up to 12 weeks of unpaid, job-protected leave per year for certain family and medical reasons, with continued group health coverage during the leave.

Unemployment Insurance

Employers must pay into state and federal unemployment insurance programs, which provide temporary income to eligible employees who lose their jobs through no fault of their own.

Workers’ Compensation

Workers’ compensation insurance covers medical costs and lost wages for employees who get injured or become ill due to their job. This benefit is required in almost every state.

COBRA Continuation Coverage

COBRA allows employees and their families to continue group health coverage for a limited time after certain qualifying events, such as job loss or reduction in hours.

Social Security and Medicare

Employers must pay Social Security and Medicare taxes at the same rate as their employees, as required by the Federal Insurance Contributions Act (FICA).

Common and Highly Valued Full-Time Employee Benefits

Beyond what’s required by law, companies offer a range of benefits to attract and keep talent. Here are the most common—and most valued—full-time employee benefits:

Medical, Dental, and Vision Insurance

Comprehensive health coverage is at the top of most employees’ wish lists. This includes medical, dental, and vision insurance, often with options for dependents.

Paid Time Off (PTO)

Paid vacation, sick leave, and holidays are standard. Many companies now also offer personal days and mental health days, reflecting a growing focus on employee well-being.

Retirement Plans

401(k) plans with employer matching, pensions, and other retirement savings vehicles help employees plan for the future. The Employee Retirement Income Security Act (ERISA) requires that employees who work at least 1,000 hours in a year be eligible to participate in retirement plans offered to other employees.

Life and Disability Insurance

Group life insurance policies provide financial security for employees’ families. Short- and long-term disability insurance can replace a portion of income if an employee cannot work due to illness or injury. Some states require disability insurance for certain situations.

Tuition Reimbursement and Professional Development

Many companies support ongoing learning through tuition reimbursement, professional development stipends, or access to training and upskilling programs.

Flexible Work Arrangements

Remote work, flexible hours, and compressed workweeks are increasingly popular, especially in response to employee demand for work-life balance.

Wellness Programs

Wellness programs may include gym memberships, mental health resources, smoking cessation programs, and wellness challenges. A focus on total health and well-being is a growing trend.

Employee Assistance Programs (EAPs)

EAPs provide confidential counseling, legal assistance, and financial planning support, helping employees manage personal and professional challenges.

Additional Perks

Modern benefits packages often include:

• Employee discounts on company products or services
• Commuter benefits (parking, transit subsidies)
• Childcare assistance
• Pet insurance
• Stock options or employee stock purchase plans
• Office amenities like free snacks, fitness centers, and lounge areas

Trends Shaping Employee Benefits in 2025

The landscape of full-time employee benefits is changing quickly. Here are some trends to watch:

• Personalized Benefits: Employees want options that fit their unique needs, from health plans to flexible schedules.
• Wellness and Mental Health: Expanded mental health coverage, wellness incentives, and support for total well-being are now seen as essential.
• Financial Wellness: Student loan repayment, debt payoff programs, and financial education are growing in popularity, especially among younger workers.
• Family-Friendly Policies: Parental leave, childcare support, and even grandparent leave are becoming more common.
• Diversity, Equity, and Inclusion: Benefits that support a diverse workforce, such as gender-affirming care and menopause support, are increasing.
• Support for Remote and Hybrid Work: Companies are investing in technology, stipends, and policies to support flexible work environments.

How Venteur Supports Modern Employee Benefits

Venteur’s platform helps companies offer flexible, compliant, and cost-effective health benefits through Individual Coverage Health Reimbursement Arrangements (ICHRAs). With Venteur, employers can:

• Customize benefits for different employee groups
• Integrate seamlessly with HR and payroll systems
• Maintain compliance with federal and state regulations
• Access expert support for benefits planning and administration
• Empower employees with choice and flexibility in their health coverage

For benefits brokers and HR leaders, Venteur simplifies the complex world of health benefits, helping you deliver value to your clients and employees.

Offering the right full-time employee benefits isn’t just about compliance—it’s about building a workplace where people want to stay and grow. By understanding legal requirements and keeping up with the latest trends, you can create a benefits package that supports your team and your business for years to come.