Three Reasons Why ‘Anti-Perks’ Are Driving Away Talent

This expert opinion by Mandy Gilbert, founder and chief executive of Creative Niche, was originally published on Inc.com.
It seems like every workplace is racing to outshine the next with trendy perks. Unlimited PTO, remote work flexibility, free lunches, and wellness stipends are all designed to attract and retain top talent. On paper, these perks sound amazing. But in practice? They can sometimes create more frustration than fulfillment.

We’re in an era where workplace benefits need to do more than look good in a job posting—they need to truly support employees. When perks are poorly executed or come with hidden strings, they don’t just fall flat — they actively drive talent away. These so-called “anti-perks” are a growing issue, and leaders need to rethink their approach to avoid alienating the very people they want to keep.

Here are some examples of what “anti-perks” are, and why they are pushing employees away. Here’s what organizations can do to offer meaningful, effective benefits instead.

What Are Anti-Perks?

Anti-perks are benefits that look appealing on the surface but, in practice, create unintended stress or dissatisfaction. They often lack structure, clarity, or meaningful alignment with employee needs.

Take unlimited PTO, for example. While it’s meant to encourage work-life balance, many employees end up taking fewer days off due to fears of being judged or penalized. Similarly, remote work, when poorly managed, can blur boundaries between work and personal life, leaving employees feeling like they’re always on the clock.

In The Great Detachment: Why Employees Feel Stuck by Ben Wigert, Gallup highlights how employee disengagement is reaching new highs. Only 45 percent of employees report having clear expectations at work, and just 30 percent feel connected to their company’s mission or purpose — a record low. These issues create the perfect storm for anti-perks to thrive, further widening the gap between what employees need and what employers deliver.

How anti-perks alienate prospective talent

When perks backfire, they don’t just disappoint employees — they actively harm trust and engagement.

Eroding Trust: Anti-perks create a gap between what companies promise and what employees experience. For example, when unlimited PTO policies go unused or remote work schedules are met with unspoken pressure to stay connected at all hours, employees feel misled.

Driving Disengagement: According to The Great Detachment, 73 [percent of employees have experienced disruptive change in the past year, contributing to burnout and disengagement. Anti-perks amplify these feelings by failing to address the root causes of employee dissatisfaction.

Harming Employer Branding: In today’s transparent job market, disgruntled employees can share their frustrations online, deterring potential talent. Poor reviews about failed perks can tarnish an organization’s reputation.

Rethinking workplace benefits: What employees truly value

To move past anti-perks, companies need to offer benefits that are clear, meaningful, and aligned with employees’ needs. Here’s what that looks like:

1. Clarity and Usability. Employees need clear, structured policies. For instance, offering a set number of PTO days and encouraging employees to use them creates a healthier dynamic. Remote work flexibility should come with defined expectations, ensuring employees feel trusted but not overburdened.
2. Genuine Support for Well-Being. Mental health benefits like therapy stipends or wellness programs can make a real impact — but only when coupled with manageable workloads. Normalize boundaries to ensure employees don’t feel guilty for taking care of themselves.
3. Opportunities for Growth. Employees value professional development perks, such as mentorship programs or training courses. These benefits align with long-term career goals.
4. Tailored Benefits. Recognize that employees have diverse needs based on their life stage. For instance, working parents might prioritize childcare support, while younger employees value student loan assistance.
5. Authentic Communication. Engage employees in conversations about their needs and gather feedback on existing perks. Demonstrating a commitment to evolving benefits fosters trust.

A new approach to perks

To build a culture where perks enhance — not erode — employee satisfaction, organizations must prioritize benefits that address the root causes of dissatisfaction. Anti-perks often fail because they’re disconnected from what employees actually need: clarity, flexibility, and genuine support.

In The Great Detachment, Wigert notes that improving clarity of expectations and connection to mission can lead to a 32 percent reduction in turnover and a 15 percent improvement in productivity. These numbers highlight a clear truth: meaningful engagement starts with listening to employees and delivering on promises.

Perks aren’t about flashy incentives — they’re about fostering trust and well-being. By moving away from anti-perks and focusing on what truly matters, companies can build stronger, more engaged teams and retain top talent.