5 ways to improve benefits for remote employees in 2025

The remote work revolution promised freedom, flexibility, and no more commutes. What it didn't mention was the benefits gap that would emerge as companies struggled to adapt their traditional perks to a distributed workforce. Now in 2025, the most competitive employers have finally cracked the code.

Remote employees don't want virtual happy hours and branded webcam covers. They want benefits that actually improve their daily lives and address the unique challenges of working from anywhere. The most successful companies have moved beyond simply converting in-office perks to digital equivalents and instead reimagined their entire benefits strategy from the ground up.

This article explores five proven approaches that forward-thinking companies are using to attract, retain, and genuinely support their remote teams. We've done the research on what’s working across industries and company sizes to give you actionable strategies you can implement now before your competitors do.

Key takeaways

• Lifestyle Spending Accounts (LSAs) empower remote workers to choose personalized benefits that fit their lifestyle, from wellness to tech upgrades.
• Expanding access to mental health resources and reducing stigma boosts well-being, engagement, and retention in distributed teams.
• Remote-friendly professional development, including stipends, virtual learning, and transparent growth paths, ensures equity and career progression.
• Home office stipends for ergonomic equipment and faster internet directly support productivity and physical health.
• Global benefits platforms ensure parity and compliance across countries, making remote support truly inclusive and scalable.
• Forma helps HR teams deliver high-impact, flexible remote benefits through one platform — <span class="text-style-link text-color-blue" fs-mirrorclick-element="trigger" role="button">schedule a demo</span> to see how.

Types of remote employee benefits

As a remote employer, you have the chance to think creatively about benefits that will actually matter to your team. Here are some top employee benefits that make a real difference in your remote workers' lives without the fluff or complexity.

• Lifestyle Spending Accounts: Lifestyle Spending Accounts empower your remote employees to choose benefits that align with their unique needs and preferences. Whether it's a gym membership, childcare support, or a subscription to a meditation app, LSAs give your team the flexibility to prioritize their well-being in a way that works for them.
• Wellness programs: Remote work can sometimes lead to feelings of isolation or burnout. That's why investing in comprehensive wellness programs is so valuable. Consider offering virtual fitness classes, access to mental health resources, or even a monthly wellness stipend that employees can use for self-care activities of their choice.
• Professional development opportunities: Just because your team is remote doesn't mean their career growth should take a backseat. Providing opportunities for skill development, such as online courses, workshops, or conference attendance, shows your commitment to their long-term success. You can even create a personalized learning stipend that allows employees to choose their own learning path.
• Technology stipends: A high-performing remote team needs the right tools and technology to thrive. Offering a stipend for home office upgrades, such as ergonomic furniture, noise-canceling headphones, or a faster internet connection, can boost productivity and comfort. It also shows your employees that you value their workspace needs and want to set them up for success.
• Flexible time off: In a remote work environment, the traditional 9-to-5 schedule may not always make sense. Trusting your employees to manage their own time and offering flexible paid time off (PTO) can go a long way in promoting work-life balance. Consider implementing unlimited PTO or allowing employees to take mental health days as needed.

Benefits of supporting remote employees

Supporting remote employees isn’t just a logistical necessity; it’s a strategic advantage. Here’s how thoughtful support can positively impact both your team and your organization.

1. Increased productivity

Remote workers often have fewer distractions and can optimize their work environment, leading to higher levels of productivity. In fact, studies have shown that remote employees can be up to 13% more productive than their office-based counterparts.

Spending accounts for remote work help maximize employee productivity by providing them with the tools and resources they need to create an efficient home office setup. This could include ergonomic furniture, noise-canceling headphones, or even a faster internet connection.

2. Improved employee retention

Offering tailored benefits shows remote employees that their well-being is a priority for the company. When employees feel valued and supported, they are more likely to stay with the organization long-term.

Providing benefits such as flexible work hours, mental health support, and professional development opportunities can go a long way in boosting job satisfaction and reducing turnover rates among remote teams.

3. Access to a wider talent pool

Providing comprehensive remote benefits allows companies to hire the best candidates, regardless of location. This opens up a world of possibilities for finding top talent that may not have been accessible with a traditional office-based model.

Remote work benefits also make a company more attractive to job seekers who prioritize flexibility and work-life balance. By offering a strong benefits package, companies can differentiate themselves in a competitive hiring market and attract highly skilled professionals from diverse backgrounds.

5 strategies to optimize benefits for remote workers

As remote work becomes the new norm, it's time to rethink your benefits strategy to better support your distributed team. Potential employees will almost always compare your benefits to competitors and you need to stand out. Here are five ways to optimize benefits for remote employees:

1. Prioritize flexibility with LSAs

Remote employees have widely varying needs depending on their location, family situation, work environment, and lifestyle. One of the most effective ways to meet those diverse needs is through Lifestyle Spending Accounts. These employer-funded, post-tax benefits allow employees to choose how to allocate funds across a broad range of categories; from wellness and mental health to home office setups and professional development.

Unlike table-stakes solutions or pre-defined perks, LSAs empower employees to select benefits that actually improve their daily lives. A remote worker in a rural area might use their funds for faster internet or access to coworking spaces, while someone in a city might prioritize fitness memberships, therapy sessions, or learning platforms. 

This personalization drives higher utilization rates and greater satisfaction while giving employers better control over benefit budgets and return on investment.

2. Expand access to mental health and wellness support

Remote work offers more autonomy but can also lead to isolation, blurred work-life boundaries, and burnout. Mental health benefits are essential for any modern workforce but become even more critical for remote employees who may lack in-person support networks or easy access to local resources.

Forward-thinking companies now offer comprehensive virtual mental health solutions, including therapy apps, online counseling services, stress management programs, and mindfulness platforms. Just as important is creating a culture where using these resources feels normal, regularly promoting them, integrating them into onboarding, and fostering an environment where mental health conversations are welcomed, not stigmatized.

Consider pairing these digital tools with LSA-funded wellness stipends so employees can engage in preventive self-care that fits their individual needs and preferences.

3. Rethink professional development for a distributed workforce

Career growth significantly drives employee satisfaction and retention, yet remote workers frequently report fewer development opportunities than their office-based colleagues. Closing this gap requires proactive investment in remote-accessible learning and upskilling options.

Provide dedicated stipends or reimbursement programs for online courses, professional certifications, and virtual conferences. Consider developing company-sponsored training that is accessible asynchronously or across different time zones. Connecting remote employees with mentors, coaches, or peer learning groups adds valuable structure and human connection.

Clearly document internal mobility pathways, promotion criteria, and growth expectations to ensure remote employees feel equally considered for advancement opportunities. A thoughtful development strategy reinforces that physical location has no bearing on professional growth potential.

4. Support home office and ergonomic needs

A functional, comfortable workspace is essential for productivity, but it remains a common challenge for remote employees. Many work from suboptimal setups due to space limitations, inadequate lighting, or lack of proper ergonomic furniture.

Address this by offering dedicated home office stipends or including these expenses within a Lifestyle Spending Account. Cover essential items like standing desks, monitors, ergonomic chairs, proper lighting, and high-speed internet upgrades. 

This investment improves not only performance and focus but demonstrates a genuine commitment to employee health and long-term wellbeing. It's a practical, high-ROI benefit that reduces work-related strain and distractions while boosting engagement.

5. Ensure global accessibility and equity

For globally distributed teams, benefit parity becomes particularly challenging. Benefits that work perfectly in one location may be unavailable, impractical, or even legally problematic elsewhere. Yet providing meaningful benefits to all employees regardless of geography remains crucial for building trust and equity.

Implement a benefits platform specifically designed to support international teams with features like multi-currency management, region-specific tax handling, and country-specific vendor integrations. Remember that benefits should be equitably designed rather than identically replicated; flexibility in delivery is essential.

Localizing benefit categories and offering truly global support services, such as international mental health providers, regional learning platforms, or tax-compliant reimbursement systems. This helps ensure that remote workers in all locations feel properly supported, valued, and included.

How can companies improve benefits for remote employees?

Remote work is here to stay, so companies need fresh ways to support their scattered teams. The right blend of flexible, personalized benefits can keep your remote employees happy, healthy, and loyal to your company.

Here are some practical strategies that actually work, complete with their benefits and how much effort they'll take to put in place.

Closing thoughts - Do employees need remote-specific benefits?

Remote employees need benefits that actually fit their lives. The old office-centered packages miss the mark for people working from home or across different locations. Remote workers struggle with unique challenges like isolation, makeshift workspaces, and limited local resources. They deserve benefits flexible enough to address these realities. Smart companies know that tailored remote benefits build stronger, more engaged teams that excel regardless of location.

Forma was designed with distributed teams in mind. As a leading flexible benefits platform, we help companies create personalized programs that truly work for remote employees. Our Lifestyle Spending Accounts let you support everything your team needs, from proper home offices to mental health services, wellness programs, and career development, all through one user-friendly platform.

We take care of the complex parts: compliance across regions, efficient claims processing, clear employee communications, and vendor relationships. Your HR team gets to focus on strategy instead of paperwork, whether your workforce is fully remote, hybrid, or spread across multiple countries.

Trusted by innovative companies like Honda, lululemon, and Tripadvisor, Forma makes delivering meaningful benefits simple and effective, boosting productivity and retention wherever your people work. 

*This document is for informational purposes. Forma is not engaged in the practice of law. Nothing contained herein is intended as tax or legal advice nor to replace tax or legal advice from counsel. If you need tax or legal advice, please consult with counsel or a certified tax professional.