The yoga app? Unused. The mental health stipend? A mystery to most. That expensive new platform? Nobody signed up.
If this sounds familiar to you, then you’re not alone. Many companies offer generous benefits that quietly collect dust, not because the employees don’t care, but because the perks don’t connect, or worse, they’re invisible.
Let’s talk about why underused employee benefits are more common than you think, and how to turn them into something people actually use (and appreciate).
Why Perks Go Unused
It’s tempting to blame a lack of interest. However, that’s rarely the root cause. The real reasons are usually simpler:
- Poor timing: Perks roll out when no one needs them.
- Confusing access: The process is unclear or buried in an HR portal.
- Lack of relevance: The benefitdoesn’t match current employee needs.
- Bad messaging: The value is unclear or framed in cold, policy-heavy language.
These all lead to the same result: low benefits engagement. People ignore what they don’t understand or don’t feel invited to use.
The Silent Cost of Underused Employee Benefits
Unused perks waste the budget while also eroding trust. Employees stop paying attention when they hear about new perks but feel confused, excluded, or overwhelmed.
This creates a sort of benefit fatigue, where people stop listening to HR announcements altogether. It’s tough to recover from that.
How to Reintroduce Perks with Meaning
Instead of applying a new budget, you might actually need an entirely new approach. Here’s how to bring underused employee benefits back to life:
1. Resurface One at a Time
Instead of flooding inboxes with 10 reminders, pick one benefit and focus on it. Use real examples. “Here’s how Maria used her learning stipend to take a UX course.” Storytelling builds curiosity.
2. Reframe the Language
Drop the policy tone. Use plain, human language.
| ✖ | ✔ |
| “Eligible employees may utilize the wellness reimbursement fund…” | “You’ve got $200 to spend on your well-being: think therapy, apps, or gym memberships.” |
3. Sync with Life Moments
Roll out or re-promote perks during transitions: onboarding, role changes, and return from leave. Context matters, and timing drives use.
4. Make It Stupid-Easy to Use
There are no 6-step logins and no PDF forms from 2011. If people can’t access it in under 2 minutes, they won’t, period.
5. Assign a Champion
Have someone own each benefit. Not just for admin, but to be its internal voice. Let them gather stories and field questions. It humanizes the program.
How to Measure What’s Working
Watch usage rates, sure. But also look at questions:
- Are people asking about this perk?
- Are managers talking about it?
- Do people feel comfortable using it without asking for permission?
If the answer is yes, you’re on track. If not, it might be time to retire or replace it. The goal is value over volume.
Reviving Workplace Perks Takes Listening
Sometimes, people aren’t using perks because the perks aren’t working. This should be taken as feedback. The best way to fix underused employee benefits is to ask people what support actually looks like to them right now.
The benefits with the highest impact tend to be the ones shaped by real life rather than current trends in the industry.
Final Thought
Instead of thinking that underused employee benefits equal a lack of care from the employees, you must understand that the benefits don’t feel relevant or reachable. Bring perks back with real stories, better timing, and simpler language.
The best benefits are those that people don’t just remember but also use.
