Dental insurance has become an increasingly popular and expected employee benefit. Typically, these plans cover all or part of the costs for routine check-ups, fillings, and other standard dental procedures. They may also include orthodontics or major restorative work, though often with specific limitations. Most dental plans include deductibles, requiring employees to cover a portion of the cost per visit or treatment.

Most vision benefit plans limit coverage to routine eye exams and provide discounts on eyeglasses and contact lenses. These plans often impose coverage caps on lenses, frames, and contacts. Additionally, they generally exclude serious eye conditions or diseases, which are typically covered under the employee’s primary health insurance policy.

Evidence shows that the growing number of dual-income households, single working parents, domestic partners, and employees caring for both children and elderly parents has accelerated employer demand for childcare and eldercare assistance. Below are common ways companies provide such benefits:

Compensating employees for non-working days—whether holidays, vacations, sick leave, or personal days (now commonly consolidated as PTO)—is a critical benefit that must be detailed in employee handbooks. Policies vary, but general practices include:

A leave of absence allows employees to take extended time off (typically unpaid) while retaining employment status. Employers may grant leaves for reasons such as parental leave, illness, education, travel, or military duty.

When not legally mandated (e.g., under the Family and Medical Leave Act (FMLA)), employers may set discretionary policies on leave duration, benefit retention, and job guarantees. Eligible employees receive 12 weeks of unpaid leave annually for:

(1)	Caring for a newborn or newly adopted child (applies to both parents).
(2)	Caring for a child, spouse, or parent with a serious health condition.
(3)	Addressing the employee’s own serious health condition.
(4)	Handling qualifying emergencies related to a family member’s military service.

Formal sick leave policies often cap paid sick days (6–12 days annually) and limit consecutive absences (beyond which unpaid leave may apply). Many companies offer short-term disability plans, activating either immediately after an accident or on the eighth calendar day of illness. Short-term disability typically ends after 3–6 months, after which long-term disability may begin.

Some companies incentivize unused sick leave, such as offering cash payouts (e.g., 50% of unused days) at year-end or upon departure. Others implement Combined Time Off (CTO) or PTO plans merging vacation and sick leave.