Lures like “unlimited vacation,” “ping-pong tables at the office,” or “free snacks every day” have long been common attempts to attract and retain talent. But when these perks lose relevance – or even create stress – it’s time to talk about anti-perks.

The term anti-perks refers to benefits that instead generate frustration, guilt, or uncertainty – rather than satisfaction.

So, what exactly are anti-perks?

‍According to Inc., anti-perks are benefits that look attractive but in practice:

• Create stress or guilt (e.g., unlimited vacation – employees don’t dare to use it)
• Lack structure or clarity (regarding use, belonging, or expectations)
• Say one thing but signal another (e.g., offered flexibility that in reality is impossible to use)

Two clear examples:

• Unlimited PTO (Paid Time Off): Despite the intention of promoting balance and recovery, employees often take fewer days off – they feel judged or worry about losing trust.
• Hybrid/remote work without clear guidelines: Blurred boundaries between work and private life make employees feel they are always “on.”

Why have anti-perks become a growing trend?

1. Poor alignment with employees’ needs
Anti-perks often result from benefits being poorly matched to what employees actually want. It’s not about “fun extras” – but about more flexibility, clarity, and support.

2. Pandemic and hybrid work models
Office-related perks – like snacks or relaxation rooms – have less impact when many work from home. They become symbols without function. TechTarget calls them “game-like elements” that replace real needs.

3. Greater transparency and candidate criticism
Dissatisfaction spreads quickly. Social media and employer review platforms mean that failed perks can easily become an Achilles heel for the employer brand.

Consequences – what happens when anti-perks take over the workplace?

• Eroded trust: Benefits that can’t be used, or that create guilt, undermine trust in the employer.
• Reduced engagement: Anti-perks signal that the organization doesn’t understand or prioritize employees’ real needs. This increases feelings of alienation.
• Damaged employer brand: Disappointed employees spread criticism and discourage candidates – especially in a strong talent market.

What works instead? Move away from anti-perks.

Clarity + structure
– Give employees a fixed number of vacation days and encourage them to use them.
– Define how and when remote work is possible – show that it’s allowed, not taboo.

Real support for well-being
– Offer mental health support (e.g., therapy, counseling), but also realistic workloads and leadership that encourages recovery.

Development and career paths
– Invest in mentoring, development programs, and clear opportunities to grow within the company.

Differentiated benefits
– Adapt rewards to life stages – e.g., childcare support, student loan repayment, or home office tech stipends.

Communication and employee involvement
– Include employees in the dialogue on benefits – let them define what is actually meaningful and useful.

Examples of anti-perks in practice

TechTarget highlights several common examples often considered anti-perks:

• Free dinners, lunches, capsule coffee, massage sessions, nap rooms
• Video games and leaderboards, game rooms, “happy hours” with alcohol
• Unlimited vacation, gyms, pet-friendly offices, and “mandatory fun events”

For many employees, these don’t matter much – value creation feels low, and the risk of exclusion is high.

Anti-perks: In short

Anti-perks are not just failed attempts to impress – they signal the wrong focus.

By choosing structured, relevant, and inclusive benefits, you create:

• Greater trust and satisfaction
• Stronger employer branding
• Long-term engaged employees

In practice, it’s about listening – not just broadcasting – and choosing smart over flashy.