Most employers provide their employees with certain employee benefits in addition to the employee’s salary or hourly wage. The nature of these employee benefits varies from employer to employer—and sometimes varies among employees of a given employer. Private employers are generally not obligated to provide any such employee benefits—although employers with 50 or more full-time equivalent (FTE) employees are required to provide health insurance or pay a penalty (known as the employer mandate). Some common employee benefits that may be provided (in whole or in part) by an employer include:

• health insurance (medical) (required for employers with 50 or more full-time equivalent or FTE employees)

• dental and vision insurance

• Flexible Spending Account (FSA)—a savings account that helps employees pay for items that typically are not covered by health insurance—such as out-of-pocket medical, child care, or other dependent care expenses—using pre-tax dollars.

• Health Savings Account (HSA)—often used with high-deductible insurance plans to offset some of the costs of the high deductible. Employees may contribute to their HSA with pre-tax dollars. HSAs are available to self-employed persons but FSAs are not.

• Employee Assistance Program (EAP)—a work-based intervention program designed to help employees, managers, and organizations meet life challenges and remain healthy, engaged, and productive. An EAP is generally a free, confidential, and professionally staffed service available to help employees resolve personal problems that may adversely impact their job performance, attendance, and conduct. Such personal problems may include emotional, alcohol, drug-related, family and relationship, and financial issues. The EAP can help by providing high-quality problem assessment, short-term counseling and referral to appropriate community treatment resources, and follow-up—but the cost of care by a community treatment resource may be the employee's responsibility.

• disability insurance

• life insurance

• long-term disability insurance

• short-term disability insurance

• retirement and investment accounts/plans—including 401k plans, pension plans, and thrift savings plans (for federal employees)—sometimes with employer-matching of employee contributions

• paid personal leave/paid time off (PTO) days for vacation, illness, and family care

• flexible work hours or alternative work schedules (AWS)

• work from home (WFH) options

• on-site childcare

• childcare subsidies

• paid maternity and paternity leave

• tuition reimbursement

• on-site fitness centers and subsidized gym memberships

• wellness programs

• employee recognition programs

• relocation assistance

• severance pay

• profit sharing

• use of company car

• payment of school loan debt

• additional skills training

• team bonding events

• on-site coffee, snacks, drinks, meals

In Virginia, private employers are not required by law to provide employee benefits beyond wages, except for health insurance for employers with 50 or more full-time equivalent (FTE) employees, under the Affordable Care Act's employer mandate. However, many employers choose to offer a variety of benefits to attract and retain employees. These benefits can include health, dental, and vision insurance; Flexible Spending Accounts (FSAs) and Health Savings Accounts (HSAs); Employee Assistance Programs (EAPs); various types of insurance (disability, life, long-term disability, short-term disability); retirement and investment plans with potential employer matching; paid personal leave or Paid Time Off (PTO); flexible work hours; remote work options; childcare services or subsidies; paid parental leave; tuition reimbursement; wellness programs; and other perks such as gym memberships, employee recognition, and relocation assistance. The specific benefits offered can vary widely from one employer to another and may also depend on the employee's status within the company. While some benefits like FSAs are not available to self-employed individuals, HSAs are. It's important to note that while these benefits are common, they are not mandated by Virginia state law, except for certain leave entitlements under specific circumstances, such as the Virginia Workers' Compensation Act for job-related injuries and illnesses.