Compensation and benefits in HR encompass the incentives a company offers to attract, retain, and motivate employees. This guide covers direct and indirect compensation, the significance of these packages, and HR’s role in developing competitive compensation strategies.
By Douglas Wade, Attorney
Email | Call (800) 484-4610
Have a quick question? We answered nearly 2000 FAQs.
Benefits and compensation, or comp & ben, are the terms used to describe the incentives that a company offers its workers in return for their services. Top talent can be attracted and retained, and their happiness, motivation, and engagement at work may be maintained with an attractive compensation and benefits package. Benefits and compensation are therefore a crucial component of human resource management.
Everything you should know about compensation and benefits is included in this handbook.
The term “compensation and benefits” describes the material and intangible benefits that an employee obtains from their employer in return for their labor. Collectively, they comprise the overall compensation package, which may consist of insurance, retirement contributions, bonuses, salaries, and a host of other benefits meant to draw in, keep, and inspire workers.
When receiving a new job offer, job applicants prioritize their overall income. However, up to 70% of corporate expenses can be attributed to compensation, benefits, and associated taxes, underscoring the need of getting compensation and benefits right at your organization.
Salary is undoubtedly important, but even two jobs with the same salary could have quite different total compensation. This would make one a better overall financial proposition than the other. Because of this, providing the ideal package is essential to drawing in and keeping the best applicants for your company.
Benefits like paid time off, pension plans, stock options, bonuses, 401k matches, and even free lunches are examples of perks that appeal to a variety of individuals and are crucial components of the compensation and benefits package.
Different benefits are given greater weight in different countries. For instance, one important aspect of benefits in the US is health insurance. Your health care options, including the physicians you can see and which prescriptions are covered, are determined by your employer.
However, extra social benefits including leave for parents, a severance package, and notice of termination are often given preference in Europe. It is customary for companies in countries like Finland and France to provide employees with restaurant coupons that partially pay for their lunch.
Benefits are a non-financial type of pay, whereas compensation is monetary. This is the primary distinction between the two.
The money that an employee is paid for their effort is known as compensation, and it might take the form of a wage, salary, commission, or bonuses. You have to pay taxes on this money. Pay is one tool HR utilizes to draw in top personnel and increase retention rates.
Benefits are additional advantages or rewards that a company offers to its workers. These may be valued financially, but the worker does not really get money from the company. This covers retirement savings plans, medical insurance, options for stocks, memberships to gyms, flexible work schedules, “summer Fridays,” and opportunities for professional growth. Certain benefits are not subject to taxes.
Benefits are a tool that HR uses to inspire workers, boost productivity, and meet the various needs that different team members and candidates have. A worker in their 40s, for instance, is probably going to value parental leave and pension plans more than a young graduate. These preferences might alter in response to shifts in the economy as well as individual life circumstances.
Let’s take a closer look at the many forms of direct and indirect pay as well as what financial compensation comprises.
The cash payment that an employee receives directly from their employer in exchange for their work is known as direct compensation.
1. Base pay
Base pay, also referred to as basic payment or base salary, is the set sum of money that an employer provides to their workers in exchange for the work that they provide. Prior to the start of the employment contract, this sum is discussed and decided upon throughout the hiring process. Usually, it’s an hourly wage or a yearly or monthly salary.
2. Overtime compensation
The amount of additional compensation a worker receives for working beyond the hours specified in their contract is known as overtime pay.
A standard set of working hours should be established by every business to define overtime. A worker who works forty hours a week is entitled to overtime pay for the extra 10 hours, for instance, if the typical workweek consists of 30 hours.
Overtime pay is available to any nonexempt employees who are protected by the Fair Labor Standards Act (FLSA) who work more than 40 hours per week. According to the Federal Overtime Law, companies are required to pay employees at least 1.5 times the rate of overtime that they perform.
3. Variable pay
Employee compensation that is contingent on performance is referred to as variable compensation, or variable pay. The purpose of variable pay is to incentivize and promote a particular action or outcome.
These compensation plans are generally used to sales teams, and bonuses and commissions are frequently awarded. For instance, rewards are given to individuals that reach a professional milestone, teams that complete tasks, or the entire organization that hits a target.
These performance objectives will be pre-established, specified, and given a deadline. Depending on how near the initial goal the outcomes are, there can also be a variety of payments.
4. Sales pay
A sales force is frequently inspired to meet objectives through the usage of a sales compensation plan. Usually, it will consist of a base pay plus commissions, bonuses, and other performance-based incentives added on top, all specific to the job and organization.
The base pay for this type of direct remuneration is frequently very low, but the bonuses and commissions are very high. That is, to provide incentives for workers to meet predetermined performance targets and help the business succeed.
The term “indirect compensation” describes financial and non-financial rewards provided to staff members in an effort to boost their general motivation and level of involvement at work. Although it is not paid to employees in cash, this kind of compensation nonetheless has a monetary value.
These are a few typical examples of indirect compensation. Keep in mind that there is overlap between benefits and what is classified as indirect compensation.
1. Equity
Equity in the company is extended to the employee in the form of stock options or shares of stock. In startups where funds are tight and it is desired to reward early adopters, this is a typical component of remuneration packages.
Employees are motivated to work toward the company’s objectives when they see success in the organization.
2. Options for stocks
After working for the business for a predetermined amount of time, an employee is allowed to buy a certain number of shares at a preset price (usually 3 to 5 years). They will not own any equity in the business.
Microsoft’s creative pay plan links employee and business performance by emphasizing equity and long-term advantages. Microsoft encourages employee commitment and loyalty by providing long-term benefits like retirement plans together with stock-based compensation.
They are able to develop a committed staff that is driven to propel long-term business success thanks to this strategy.
3. Benefits to safeguard workers
Workers frequently provide a plethora of benefits, including as medical coverage, life insurance, insurance for pets, retirement savings plans, and more, with the intention of protecting their future.
When working in a nation like the US where healthcare is not provided for free, medical coverage is a major factor. Nonetheless, because private healthcare can result in shorter wait times and greater access to specialized specialists, it can still be a very attractive option for residents of nations where healthcare is provided free of charge.
88% of respondents to a Harvard Business Review survey stated that they would think about private health insurance while evaluating a job offer.
4. Non-cash rewards
Experience-based awards, time for working on personal projects, more vacation time, flexible work schedules, more growth opportunities, wellness initiatives, restaurant gift cards, complimentary office snacks and meals, and branded items are examples of non-cash benefits.
Businesses are paying attention as the younger generation of workers is more concerned than ever about the advantages included in a compensation and benefits package.
For instance, Atlassian provides care plans to manage and enhance mental health in addition to prioritizing the health and wellness of its employees. In addition to mental health days, Beauty Pie offers its staff a full day off on their birthdays.
In addition to covering the costs associated with freezing eggs and adopting children, Facebook offers parents who are within the first year of birth or adoption four months of parental leave.
These kinds of incentives can significantly enhance your employees’ well-being both within and beyond the office. But it’s crucial that you provide a range of incentives that your ideal applicant is searching for, both now and down the road.
The mix of direct and indirect types of compensation is known as a total compensation package, and it is provided to employees as a part of their employment agreement. It’s a critical component of a business’s talent acquisition plan. Benefits are sometimes regarded as a component of the overall compensation package.
Each new hire should be given a detailed report on their benefits package and be informed of who to contact with any issues. Creating two columns for both indirect and direct compensation will help your staff members better grasp what they are entitled to and what they will receive.
All businesses are required by law to offer a certain level of remuneration to their workers, but offering a competitive compensation plan will help you attract top talent, differentiate yourself from the competition, and keep your best workers on board.
Employee perks come in a wide variety and enhance your employees’ life in many ways. While some benefits are mandated by law, others are left up to the employer’s discretion (discretionary benefits).
Benify, a total rewards platform, has distinguished four categories:
Let’s examine these benefit areas in more detail.
1. Flexible work hours
Employees that have flexible working hours can set their own hours and work whenever it’s most comfortable for them. For caregivers, pet owners, and parents in particular, this is crucial.
A Future Forum survey indicates that 95% of participants are more concerned with flexible hours than with remote work, and an Adobe analysis indicates that 84% of employees in workplace settings would prefer some degree of flexibility.
Furthermore, according to HBR’s survey, having more flexible hours ranked second among the most desired advantages for employees.
2. Paid time off
Paid time off, often known as yearly leave, is typically granted to salaried staff members. The employee can use these, which usually come in the range of 2 to 4 weeks annually, whenever they like.
Certain organizations, like Airbnb, have implemented an unrestricted paid time off (PTO) policy that allows employees greater autonomy in managing their leave, provided they continue to fulfill their obligations.
This also saves the company money because it eliminates the need to reimburse departing workers for any remaining paid time off, which may be expensive.
3. Leave
An employer can provide its workers with a plethora of other leave options. These include parental leave, sick leave, bereavement leave, public holidays, study leave, inclement weather leave, volunteer time off, and more.
Depending on business policy, this leave may or may not be paid at certain points.
4. Skills acquisition
Employers can also provide financial aid for additional tuition or loans for education, as well as financing for workshops, online courses, and certification courses that aid in skill development and professional advancement for their staff members.
5. Food and drink
Free or heavily discounted food and drink is a common voluntary bonus, especially in Europe, and it can significantly increase employee satisfaction.
This can truly help you stand out from the competition, whether you provide complimentary coffee and tea in the break room, discounted meals, or coupons that cover your employees’ meals while they work. Additionally, providing food, water machines, and complimentary water bottles will keep your staff members hydrated and productive all day.
6. Presents and activities
Small benefits like birthday presents, corporate gear, team-building activities, evenings out, and recognition awards all go a long way toward creating a joyful and upbeat work atmosphere. For instance, Zappos rewards employees for their accomplishments with “Zollars,” which can be used to purchase goods in-store, in movie theaters, or to donate to charitable organizations.
1. Medical care
This covers standard medical services like dental and vision plans, health insurance, and plans. However, other businesses go above and above by providing additional specialized services like acupuncture, massage therapy, physiotherapy, fertility treatment, and more.
Every employee at Apple’s main campuses has access to a doctor, nurse, nutritionist, and acupuncturist on-site.
2. Incentives for wellness
As a community, we are beginning to recognize that mental, emotional, and spiritual well-being are all related to physical well-being. As a result, a lot of businesses are approaching health from a more holistic perspective and providing wider-ranging wellness incentives for staff members. This covers counseling sessions, individual care plans, sleep pods for power naps during work hours, and other things.
Effective workplace wellness initiatives can cut absenteeism by 14–19%, according to a number of figures and reports collated by career site Zippia. Additionally, over 85% of participants in these programs plan to continue working at their jobs.
1. Plans for retirement and pensions
Many find it easier to participate in an employer-sponsored retirement plan than in trying to save and invest independently. According to the Workplace Financial Benefits Study by Morgan Stanley at Work, 93% of workers prioritize retirement planning support when selecting an employer.
The most popular employer-sponsored pension plan in the US is the 401(k), which allows workers to contribute a portion of their income, tax-free, to any fund of their choice. In order to further encourage workers to save for the future, employers frequently match this amount up to a predetermined threshold.
2. Insurance policies
For workers with dependents, life insurance can be an excellent benefit in addition to health insurance. Usually, if an employee dies, a sizable lump sum payment is made.
In the meanwhile, workers covered by short- and long-term disability coverage receive a portion of their pay in the event that they become ill or injured and are unable to work.
3. Benefits of financial growth
This includes profit-sharing schemes, stock options, and stock ownership, all of which can increase output and motivate staff to strive harder and accomplish their objectives.
4. Personal financial benefits
These days, some businesses equip their staff members with financial literacy programs that include tools, coaching, and internet resources to help people handle their money more wisely and get into better financial situations.
Additionally, if an employee is ever short on cash, Earned Wage Access (EWA) enables them to access a portion of their earned wages prior to payday.
1. Working remotely
When an employee works remotely, they can work from anywhere they want, either full-time or a certain number of days per week or year.
Many firms have experimented with hybrid and remote working arrangements since the pandemic. Some have decided to stick with remote work, while others have decided to go back to having all employees in the office all the time.
When a company does offer remote work, it frequently gives a stipend for using a co-working space or setting up a workspace at home.
2. Benefits for commuters
Benefits for commuters include operating a carpooling program, providing a business car, and paying for parking or public transportation.
3. Work-life balance
Benefits that assist workers in striking a better work-life balance are included in this category. Offering on-site dry cleaning, food delivery, child care, and other services are a few examples.
By assisting employees in managing other aspects of their lives more skillfully, these benefits strengthen the bond between workers and their employer.
The outdoor apparel brand Patagonia’s family-friendly policies have made a big difference for the company’s staff as well. They have been able to recruit and advance more women into management roles, improve employee retention, and foster a greater sense of loyalty and trust by offering paid maternity leave and on-site daycare in two of its corporate sites. Furthermore, they have been able to recover up to 91% of these initiatives’ expenses.
It’s important to design the ideal benefits and pay plan for every position in your company for a variety of reasons. Below, let’s examine a few of the main benefits.
1. Drawing in elite talent
The best talent is constantly in demand. They will therefore probably be aware of their worth and will bargain with employers to get a benefits and pay package that reflects this.
Developing a competitive advantage, attracting top people, and achieving organizational objectives can all be achieved by offering a desirable blend of both indirect and direct compensation alternatives along with relevant perks.
2. Motivating employees and ensuring job satisfaction
Employees will feel unhappy, undervalued, and unmotivated at work if their pay and benefits package is unappealing and below industry average. This may have a detrimental impact on team morale and raise absenteeism and turnover rates.
If your company is unable to enhance its direct compensation package, consider what alternative non-cash benefits you may provide staff members in order to inspire them to work hard.
3. An increase in engagement and loyalty
Workers are more likely to stick with the firm, support its goals, and be more involved at work when they feel valued and appreciated.
Offering perks like child care, flexible work schedules, product discounts, and health and wellness memberships can all contribute to making your employees feel more appreciated and a part of the company’s vision.
4. Increased output
According to a HubSpot analysis, US firms lose $1.8 trillion annually due to lost productivity.
Employees who receive the proper pay and benefits are rewarded for their hard work and accomplishments at work, which can inspire and motivate them to perform more effectively and efficiently. This covers commissions based on sales, bonuses tied to performance, and team awards.
5. Retention
According to reports, replacing an employee often costs one to two times their yearly compensation. For C-suite roles, this expense is significantly higher. In addition to the monetary expenses, turnover can result in a decline in morale, production, and institutional knowledge. Pay and benefit plans can also assist you keep your current staff members, lower hiring expenses, and avoid any major employee absences.
6. Equity & respecting industry norms
In addition to following local and federal laws that specify the minimum wage to which an employee is entitled, paying employees a fair wage in exchange for their labor and guaranteeing that the business meets market standards are two other benefits of compensation and benefits management.
Benefits and compensation are often the purview of the human resources division.
An HR generalist would oversee every facet of this procedure in a small business, while a compensation and benefits department would be established in a large organization.
Let’s examine some of the primary duties that HR has in relation to compensation and benefits.
1. Developing a philosophy of compensation
A compensation philosophy, also called a pay philosophy, is a statement that offers guidance on compensation decisions and is drafted by HR professionals, specialists in compensation and benefits, and company executives. This covers pointers on benefits plans, pay scales and packages, and inspiring and retaining top personnel inside your company.
Companies can project an appealing image as desirable employers and attract talented employees by implementing a robust remuneration strategy. Additionally, a fair and honest pay culture will encourage current staff members to go above and above the call of duty and stay with the company. It also guarantees that the business complies with the constantly evolving laws and regulations on compensation and that everyone is paid equally for equal labor.
Furthermore, it communicates to staff members your dedication to fairness, inclusivity, and generously praising them for their hard work.
The social media management program Buffer has embraced an open compensation philosophy based on the ideas of justice and simplicity. This methodical, uncomplicated strategy seeks to reduce prejudice in pay decisions and tackle the disparity in wages between genders.
In order to promote responsibility and confidence, the organization has an open compensation policy wherein all salaries are disclosed.
The social media management program Buffer has embraced an open compensation philosophy based on the ideas of justice and simplicity. This methodical, uncomplicated strategy seeks to reduce prejudice in pay decisions and tackle the disparity in wages between genders.
In order to promote responsibility and confidence, the organization has an open compensation policy wherein all salaries are disclosed.
Based on market data from San Francisco, their salary standards are set at the 50th percentile. Also, Buffer modifies compensation in accordance with the cost of living in four distinct regions compared to San Francisco.
2. Choosing a compensation plan
The practical approach the business takes to employee benefits and compensation is also influenced by HR. For instance, guidelines on base pay and perks for employees, the company’s standing in the market, and more.
Due to its significant impact on the company’s overall budget, the top management team will usually be in charge of the pay strategy. HR, pay, and benefits experts will provide their expertise to help create the plan.
Your pay plan has a significant impact on how your company promotes its values and shapes its culture. It is imperative that your compensation and benefits approach aligns with company fundamental principles to avoid employee confusion and dissatisfaction.
For example, it might not be the ideal idea to pay bonuses for individual achievement if one of your fundamental principles is collaboration. On the other hand, you may want to think about tiering rewards according to employment level if your organization has a hierarchical culture.
Together with the leadership team, HR needs to identify the behaviors that best exemplify your ideal culture. This discussion should form the basis of the benefits and compensation plan.
3. Developing a plan for employee benefits
Attracting, keeping, and nurturing employees requires developing a structure and atmosphere that they enjoy to work in and feel valued. Establishing a successful employee benefits plan is essential to this and falls under HR’s purview.
By providing the appropriate employee perks to the appropriate individuals, you may draw exceptional talent to your company and obtain a competitive advantage. Additionally, it will assist you in keeping your finest workers, saving you money on hiring expenses and enhancing output and team spirit.
Aligning the employee benefits plan with the company’s long-term strategy is crucial. Consider your program’s goals and the metrics you’ll use to gauge its effectiveness.
To create a benefits package that will appeal to your ideal employee, find out what they need and want. Use data to monitor which benefits are popular and which ones are not, then make adjustments as needed.
4. Dealing with issues related to compensation
Ignoring pay concerns at your company will rapidly result in disgruntled, dissatisfied, and unmotivated workers, which will negatively impact morale and productivity and increase turnover. Because of this, HR and/or the benefits and compensation team need to be dedicated to identifying and resolving any pay-related problems within the company.
Internal equality, perceived equity, external equity, executive pay, regional disparities, lucrative specialist positions, and salary growth are common compensation concerns that firms must address.
You can take a variety of measures to deal with these. As an example:
Check your position in the market right now with tools like Glassdoor and Payscale.
Every year, carry out a pay equity analysis to identify any differences.
Monitor metrics to assess the efficacy of your policies and practices around compensation and determine whether they require improvement.
5. Issues related to compensation
Taking part in the planning of compensation
Compensation planning, which HR is also in charge of, necessitates using a strategic approach to strike a balance between the company’s financial objectives and its aims in luring, keeping, developing, and rewarding personnel.
A compensation plan will outline your bonus structure, employee payment schedule, qualification for raises, and other details.
Your current situation can be determined by evaluating your internal compensation data, after which you can match your planning objectives with the company’s objectives.
For compensation planning to be effective, a salary structure with wage ranges must be created. It lets you pay your staff fairly and handle compensation costs more skillfully. You can include compensation grades in your ranges to help you differentiate between varying degrees of experience in the same role.
Excel can be used to manually track salaries and pay. A specialized compensation management platform that can offer real-time data and assist in tracking the utilization of incentives and benefits will be beneficial to expanding companies.
Effective analysis and management of compensation necessitate the use of compensation metrics. With the use of a compensation study, you can assess your present pay practices, deal with pay equity concerns, and develop an equitable pay plan that will aid in luring and keeping talent.
These are a few of the most important pay indicators that you should monitor.
1. Pay range penetration
Salary range penetration enables HR professionals and compensation specialists to assess compensation across the board and determine where a salary falls within a pay band.
Though it compares the wage to the whole pay range rather than just the middle of the range, it is comparable to the compa ratio metric.
2. Compa ratio
One of the most useful and often applied compensation metrics is the compa ratio, sometimes referred to as the comparative ratio. It contrasts the pay of an individual or group with the middle of a predetermined wage range. In a nutshell, this measure indicates whether the pay of an individual or group of individuals is above or below market rates.
You run the risk of losing your finest workers to companies that pay more if your compa ratio is low. A high compa ratio could be a sign that you’re paying staff too much, which could hurt your business’s bottom line.
3. Range spread
The range of remuneration utilized to reimburse a staff member for their services is known as a range spread.
There will be a starting salary, a maximum salary, and a mid-range pay rate for each position. These rates are determined by examining market wage rates and using external benchmarking.
For instance, the yearly compensation range for a sales advisor role can be $30,000 at the minimum, $40,000 in the middle, and $50,000 at the highest. Wage range spreads are useful for planning wage increases and promotions, setting pay parity, creating compensation targets, and ensuring clear communication with employees.
4. Range maximum
The term “range maximum” describes the greatest salary a company will offer a candidate for a given position. On top of the maximum, this is typically shown as a range or a fixed sum.
Because they exhibit the traits and abilities needed to advance into key roles, high-potential employees typically receive the range maximum in compensation. Another explanation would be that they have been with the company for a long time and have grown to be a valued asset. Losing them would be bad for the company.
As an HR specialist or compensation expert, you should be familiar with the following important terminology related to compensation and benefits. There are many technical terms used in the comp & ben industry.
Total rewards: The benefits, perks, incentives, procedures, initiatives, and more that an employer provides to its staff are all included in the entire rewards plan. A document that illustrates the value an employer provides to an employee via the working relationship is called a total rewards statement (TRS).
Gross wages: Also referred to as gross pay, gross wages are the taxable earnings of an employee prior to the deduction of taxes and other amounts from their paycheck. Overtime pay, commissions, tips, and other bonuses may fall under this category.
Net income: Take-home pay, or net pay, is the amount of money an employee gets after taxes and optional or required perks are subtracted.
Fixed salary: The predetermined sum paid to an employee at the conclusion of each pay cycle, regardless of the number of hours worked or quality of work accomplished, is referred to as fixed pay (also referred to as fixed salary). This is normally a monthly pay, but depending on the company’s policies, it could also include contributions for things like medical coverage, retirement savings, or other allowances.
Differential pay: The money an employee receives for working longer hours or accepting more work than what is specified in their contract. Employers can use this to incentivize workers to accept unfavorable shifts or tasks in exchange for just compensation.
Biweekly pay: Biweekly pay is a schedule of payments in which workers get paid every two weeks (14 days), for a total of about 26 payouts annually.
Monthly pay period: This occurs when an organization pays its workers once a month, usually on the last Friday or day of the month, for a total of twelve paychecks.
Merit increase: These pay increases are given to employees in recognition of their excellent work or other accomplishments. This is sometimes awarded annually, and other times it is provided in direct proportion to performance.
Broadbanding: Broadbanding is the process of combining several related job classifications into a single salary band. Compared to a standard salary structure, it usually offers a significantly wider range of compensation levels, which minimizes the number of pay grades.
Gainsharing: When an employee contributes to the design of a performance improvement that results in a profit for the company, they are entitled to a monetary portion of that benefit. This motivates staff members to put in more effort and perform better, which boosts the business’s profitability as well.
Total target cash: The total amount of all cash-based remuneration that an employee is entitled to if they meet performance targets is known as total target cash (TTC). This covers both their desired performance-based bonus and base compensation for the year.
Pay mix: The proportion of fixed wages to variable wages in an employee’s total compensation is known as the pay mix. Sales teams frequently use this to inspire staff members to hit or surpass goals. A 70:30 pay mix, for instance, signifies that seventy percent of the compensation is fixed and the remaining 30% is flexible.
For the purpose of managing benefits and compensation, larger companies frequently have specialized personnel or even entire departments.
Let’s examine some of the most popular positions in the compensation and benefits industry, what they include, and what average pay ranges are for each.
1. Manager of benefits and compensation
In a larger company, a compensation and benefits manager is usually in charge of overseeing other members of the compensation and benefits team.
They guarantee that everyone in the company is paid fairly. This covers all benefits, including pensions, stock options, bonuses, and salary.
They are responsible for:
In the US, a compensation and benefits manager makes, on average, $111,000 year, according to Glassdoor.
2. Compensation analyst
Through data analysis, a pay analyst assists the business in creating a fair compensation structure and luring and keeping top people.
To make sure the company stays compliant and competitive, for instance, they will look into job criteria and the pay and benefit packages of competitors. They will periodically assess the remuneration packages of staff members to make sure they are reasonable and within the company’s budget.
Compensation analysts will also advise on when to give raises. They must remain abreast of new developments that will influence compensation and offer advice on how to react to them.
For this position, which is usually found in larger firms, you need to have a solid awareness of HR policies, people analytics, data literacy, business acumen, and both qualitative and quantitative research methods.
According to Glassdoor, a compensation analyst in the US makes, on average, $90,000 annually.
3. Benefits coordinator
Employee benefits, such as life insurance, pension plans, wellness initiatives, health insurance, and more, are managed and administered by benefits coordinators.
They likewise do the following:
The average annual compensation for a benefits coordinator in the US is $53,000, per Glassdoor.
Have a quick question? We answered nearly 2000 FAQs.
See all blogs: Business | Corporate | Employment
Most recent blogs:
https://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2025/03/What-Is-a-Pay-Stub-and-Why-It-Matters-for-Employees-and-Employers.jpg
787
1191
Amit
http://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2022/05/Nakase-Wade-logo-transparent-200x54px.png
Amit2025-03-28 04:24:272025-03-28 04:24:29What Is a Pay Stub and Why It Matters for Employees and Employers
https://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2025/03/What-Are-the-Proper-Steps-to-Fire-Someone-in-California.jpg
719
994
Amit
http://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2022/05/Nakase-Wade-logo-transparent-200x54px.png
Amit2025-03-04 05:15:232025-03-04 05:16:42What Are the Proper Steps to Fire Someone in California?
https://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2025/03/How-Long-Does-a-Misdemeanor-Stay-on-Your-Record-in-California.jpg
715
998
Amit
http://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2022/05/Nakase-Wade-logo-transparent-200x54px.png
Amit2025-03-04 05:11:382025-03-04 05:12:20How Long Does a Misdemeanor Stay on Your Record in California?
https://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2025/03/How-do-I-prepare-a-script-for-firing-someone.jpg
709
992
Amit
http://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2022/05/Nakase-Wade-logo-transparent-200x54px.png
Amit2025-03-03 13:11:092025-03-03 13:11:10How Do I Prepare a Script for Firing Someone?
https://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2025/03/What-is-involved-in-a-PAGA-lawsuit.jpg
716
994
Amit
http://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2022/05/Nakase-Wade-logo-transparent-200x54px.png
Amit2025-03-03 13:05:382025-03-03 13:05:39What Is Involved in a PAGA Lawsuit?
https://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2025/03/What-are-the-rules-for-10-minute-breaks.jpg
713
986
Amit
http://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2022/05/Nakase-Wade-logo-transparent-200x54px.png
Amit2025-03-03 13:03:182025-03-03 13:03:20What Are the Rules for 10-Minute Breaks?
https://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2025/03/Can-I-work-six-hours-without-a-lunch-break.jpg
706
1002
Amit
http://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2022/05/Nakase-Wade-logo-transparent-200x54px.png
Amit2025-03-03 12:59:382025-03-03 12:59:40Can I Work Six Hours Without a Lunch Break?
https://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2025/03/What-can-I-do-if-my-employer-didnt-pay-me-on-payday.jpg
719
992
Amit
http://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2022/05/Nakase-Wade-logo-transparent-200x54px.png
Amit2025-03-03 12:58:082025-03-03 12:58:10What Can I Do If My Employer Didn’t Pay Me on Payday?
https://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2025/03/What-qualifies-as-a-hostile-work-environment-in-California.jpg
709
1003
Amit
http://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2022/05/Nakase-Wade-logo-transparent-200x54px.png
Amit2025-03-03 10:28:222025-03-03 10:28:24What Qualifies as a Hostile Work Environment in California?
https://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2025/03/When-is-a-doctors-note-for-work-required-in-California.jpg
709
987
Amit
http://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2022/05/Nakase-Wade-logo-transparent-200x54px.png
Amit2025-03-03 10:25:202025-03-03 10:25:21When Is a Doctor’s Note for Work Required in California?
https://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2025/03/What-does-California-law-say-about-final-paycheck-rules.jpg
729
998
Amit
http://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2022/05/Nakase-Wade-logo-transparent-200x54px.png
Amit2025-03-03 10:20:542025-03-03 10:20:55What Does California Law Say About Final Paycheck Rules?
https://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2025/03/Can-an-employer-deny-a-doctors-note.jpg
706
983
Amit
http://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2022/05/Nakase-Wade-logo-transparent-200x54px.png
Amit2025-03-03 10:19:082025-03-03 10:19:09Can an Employer Deny a Doctor’s Note?
https://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2025/03/How-much-can-you-sue-an-employer-for-misclassification.jpg
720
992
Amit
http://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2022/05/Nakase-Wade-logo-transparent-200x54px.png
Amit2025-03-03 10:16:022025-03-03 10:16:03How Much Can You Sue an Employer for Misclassification?
https://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2025/03/How-Serious-Is-an-EEOC-Complaint.jpg
700
997
Amit
http://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2022/05/Nakase-Wade-logo-transparent-200x54px.png
Amit2025-03-03 06:37:152025-03-03 06:37:17How Serious Is an EEOC Complaint?
https://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2025/03/Do-You-Have-Sample-Letters-for-Termination-of-a-Contract.jpg
715
999
Amit
http://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2022/05/Nakase-Wade-logo-transparent-200x54px.png
Amit2025-03-03 06:28:242025-03-03 06:28:26Do You Have Sample Letters for Termination of a Contract?
https://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2025/03/What-Is-a-WARN-Notice-in-California.jpg
722
1009
Amit
http://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2022/05/Nakase-Wade-logo-transparent-200x54px.png
Amit2025-03-03 06:17:532025-03-03 06:17:54What Is a WARN Notice in California?
https://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2025/03/What-is-FICA-and-how-does-it-impact-payroll-taxes.jpg
713
1005
Amit
http://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2022/05/Nakase-Wade-logo-transparent-200x54px.png
Amit2025-03-01 10:09:302025-03-01 10:09:31What Is FICA and How Does It Impact Payroll Taxes?
https://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2025/03/What-is-at-will-employment-and-how-does-it-impact-employee-rights.jpg
715
1007
Amit
http://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2022/05/Nakase-Wade-logo-transparent-200x54px.png
Amit2025-03-01 09:41:402025-03-01 09:49:39What Is At-Will Employment and How Does It Impact Employee Rights?
https://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2025/02/disablity-leave.jpg
1242
1241
Nakase
http://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2022/05/Nakase-Wade-logo-transparent-200x54px.png
Nakase2025-02-24 15:14:542025-03-01 09:54:10Employers Should Exercise Caution When Terminating Employees After Disability Leave
https://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2025/02/FUTA.jpg
1239
1241
Nakase
http://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2022/05/Nakase-Wade-logo-transparent-200x54px.png
Nakase2025-02-22 14:31:202025-03-01 09:55:11What Is FUTA? 2025 Rates and How to Calculate FUTA Tax
https://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2025/02/What-Is-the-Difference-Between-a-1099-Contractor-and-an-Employee.jpg
716
1007
Amit
http://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2022/05/Nakase-Wade-logo-transparent-200x54px.png
Amit2025-02-22 12:17:092025-03-01 09:55:48What Is the Difference Between a 1099 Contractor and an Employee?
https://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2025/02/How-Do-Contractors-Typically-Get-Paid-Payment-Methods-and-Legal-Guidelines.jpg
718
999
Amit
http://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2022/05/Nakase-Wade-logo-transparent-200x54px.png
Amit2025-02-22 12:15:112025-03-01 09:55:46How Do Contractors Typically Get Paid? Payment Methods and Legal Guidelines
https://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2025/02/What-Is-the-Definition-of-a-Non-Exempt-Employee.jpg
711
1011
Amit
http://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2022/05/Nakase-Wade-logo-transparent-200x54px.png
Amit2025-02-22 08:21:272025-03-01 09:56:19What Is the Definition of a Non-Exempt Employee?
https://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2025/02/Can-Union-Representatives-Be-Present-at-Disciplinary-Meetings.jpg
712
999
Amit
http://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2022/05/Nakase-Wade-logo-transparent-200x54px.png
Amit2025-02-22 08:13:532025-03-01 09:56:23Can Union Representatives Be Present at Disciplinary Meetings?
https://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2025/02/What-Is-an-FTE-Full-Time-Equivalent.jpg
714
1004
Amit
http://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2022/05/Nakase-Wade-logo-transparent-200x54px.png
Amit2025-02-17 12:15:382025-02-17 12:15:39What Is an FTE (Full-Time Equivalent)?
https://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2025/02/What-Are-the-Signs-of-Unfair-Treatment-at-Work.jpg
720
1004
Amit
http://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2022/05/Nakase-Wade-logo-transparent-200x54px.png
Amit2025-02-17 07:32:512025-02-17 07:32:53What Are the Signs of Unfair Treatment at Work?
https://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2025/02/What-Is-a-Statutory-Employee-on-a-W-2-Form.jpg
715
999
Amit
http://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2022/05/Nakase-Wade-logo-transparent-200x54px.png
Amit2025-02-17 07:27:582025-02-17 07:28:00What Is a Statutory Employee on a W-2 Form?
https://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2025/02/What-Laws-Protect-Employees-From-Workplace-Bullying.jpg
714
1003
Amit
http://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2022/05/Nakase-Wade-logo-transparent-200x54px.png
Amit2025-02-17 07:23:572025-02-17 07:23:58What Laws Protect Employees From Workplace Bullying?
https://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2023/12/time-card.jpg
1245
1871
Nakase
http://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2022/05/Nakase-Wade-logo-transparent-200x54px.png
Nakase2024-12-27 14:36:222024-12-27 14:36:23Employee Time Card Laws California
https://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2023/01/employees-workers-eating-lunch.jpg
1041
1878
Amit
http://california-business-lawyer-corporate-lawyer.com/wp-content/uploads/2022/05/Nakase-Wade-logo-transparent-200x54px.png
Amit2024-12-27 14:36:122024-12-27 14:36:13Understanding California’s Break LawsSee all blogs: Business | Corporate | Employment