Your compensation includes more than the number on your paycheck. Employer benefits can add meaningful value through retirement contributions, healthcare accounts, wellness incentives, tax-advantaged programs, and other workplace resources.
However, many employees overlook benefits simply because they do not know they exist or never take the steps to use them.
A closer look at your benefits package may reveal opportunities you are already eligible to use. Therefore, knowing where to look and what questions to ask can help you get more from your overall compensation.
Quick Answer: Which Employer Benefits Should You Review?
Start with the benefits that may directly affect your finances.
Depending on your employer, these may include:
- 401(k) or other retirement plan matching contributions
- Health Savings Account (HSA) contributions
- Flexible Spending Accounts (FSAs)
- Dependent Care FSAs
- Wellness incentives
- Commuter and transit benefits
- Tuition reimbursement
- Employee Assistance Programs (EAPs)
Additionally, review your benefits whenever you receive a raise, change jobs, experience a major life event, or enter open enrollment. Your available programs and financial needs can change over time.
Start With Your 401(k) Employer Match
If your employer offers a 401(k) matching contribution, understanding the match formula is an important first step.
For example, suppose an employer matches 50% of the first 4% an employee contributes. An employee earning $80,000 who contributes only 2% instead of 4% could miss $800 in employer matching contributions during that year.
Over time, missed matching contributions may also mean missing potential investment growth.
Therefore, log in to your retirement plan portal or contact your human resources department and determine:
- Your employer’s matching formula
- Your current contribution percentage
- How frequently the employer deposits matching funds
- Whether you are contributing enough to receive the full available match
- Whether the plan has a vesting schedule
Then, revisit your contribution percentage periodically, particularly after a raise.
Know the 2026 401(k) Contribution Limits
For 2026, the employee contribution limit for 401(k), 403(b), and most 457 plans is $24,500.
Employees age 50 or older may generally make an additional $8,000 catch-up contribution, bringing the employee contribution total to $32,500.
However, SECURE 2.0 provides a larger catch-up contribution for participants ages 60 through 63. For 2026, that limit is $11,250, allowing eligible participants in that age range to contribute up to $35,750.
The IRS also confirms these 2026 limits. (irs.gov)
Remember, your employer’s matching contribution generally does not count toward your individual employee deferral limit. Instead, employee and employer contributions are subject to a separate combined annual limit.
Higher Earners Should Know About the New Roth Catch-Up Rule
SECURE 2.0 also changes how certain higher-income employees make catch-up contributions.
Beginning in 2026, if your prior-year wages from the employer sponsoring the plan exceeded the applicable threshold, your catch-up contributions may need to be made on a Roth basis rather than a pre-tax basis.
The 2026 threshold is $150,000 in prior-year FICA wages, subject to the applicable IRS rules.
If you are age 50 or older and make catch-up contributions, ask your plan administrator whether the Roth catch-up requirement applies to you.
Check Whether Your 401(k) Has a True-Up Feature
Employees who contribute aggressively early in the year should understand their plan’s matching schedule.
Some employers calculate the match each pay period. Consequently, if you reach the annual contribution limit early and stop contributing for the remainder of the year, you could potentially miss part of the employer match.
A true-up provision may correct that issue by making an additional employer contribution after reviewing your full-year contributions.
Before front-loading your retirement savings, ask HR:
“Does our 401(k) plan include a true-up feature?”
If the answer is no, consider how your contribution schedule interacts with the employer’s matching formula before making changes. The source material notes that not every plan offers this feature.
Look for Employer Wellness Incentives
Wellness programs may offer financial benefits that are easy to overlook.
Depending on the employer, incentives might include:
- Health insurance premium discounts
- Gift cards
- HSA contributions
- FSA contributions
- Rewards for health assessments
- Biometric screening incentives
- Fitness or activity challenges
Individually, these rewards may seem modest. However, several incentives throughout the year can add up.
More importantly, many wellness rewards have deadlines. Therefore, check your employer’s wellness portal and identify both the available incentives and the steps required to earn them.
Review Your HSA Benefits
If you are eligible for a Health Savings Account, determine whether your employer contributes money to it.
An employer HSA contribution can help offset qualified healthcare expenses. Additionally, HSAs offer federal tax advantages when used according to IRS rules.
Before open enrollment, estimate your expected medical expenses and determine how much you want to contribute.
However, remember that employer contributions generally count toward your annual HSA contribution limit. Therefore, include both your own contributions and your employer’s contributions when tracking the limit.
Don’t Overlook Your Healthcare FSA
A healthcare Flexible Spending Account can allow eligible employees to set aside pre-tax money for qualified medical expenses.
For example, FSA dollars may help cover eligible:
- Copays
- Deductibles
- Prescriptions
- Dental expenses
- Vision expenses
- Medical supplies
However, FSA funds can be subject to plan-specific forfeiture, carryover, or grace-period rules. As a result, estimate your anticipated expenses carefully before choosing a contribution amount.
If your employer offers both options and you are trying to determine which account may fit your circumstances, reviewing the differences between an HSA and FSA can help.
For additional articles about workplace benefits and financial planning, visit the Holland Strategic Wealth Advisors blog.
Consider a Dependent Care FSA
A Dependent Care FSA is different from a healthcare FSA.
This benefit may allow eligible employees to use pre-tax dollars for qualifying dependent care expenses, such as certain childcare or adult dependent care costs.
For 2026, the federal dependent care assistance limit increased to $7,500 for single filers and married couples filing jointly, or $3,750 for married individuals filing separately.
The IRS confirms the increase applies beginning with the 2026 tax year. (irs.gov)
If you regularly pay for eligible dependent care, review your expected annual costs during open enrollment. However, avoid contributing more than you reasonably expect to use under your plan’s rules.
Check for Commuter and Transit Benefits
If you regularly commute to work, your employer may offer tax-advantaged commuter benefits.
Depending on the program, eligible employees may be able to use pre-tax dollars for certain:
- Public transportation expenses
- Qualified parking expenses
- Commuter transportation costs
Because these expenses can recur every month, the savings may become meaningful over the course of a year.
Ask HR whether your company offers commuter benefits and how enrollment works. Additionally, check whether you can change your election during the year if your commuting habits change.
Tuition Reimbursement May Be Worth More Than You Think
Professional development benefits can also have significant value.
Some employers offer tuition reimbursement for eligible:
- College courses
- Graduate programs
- Professional certifications
- Continuing education
- Job-related training
If you are considering additional education, review the company’s eligibility requirements before enrolling.
For example, the employer may require you to work for the company for a certain period, earn a minimum grade, attend an approved institution, or remain employed for a specified time after receiving reimbursement.
Therefore, read the policy before committing to an educational expense.
Review Your Employee Assistance Program
An Employee Assistance Program, or EAP, may offer more than many employees realize.
Depending on the program, services may include:
- Counseling sessions
- Legal consultations
- Financial coaching
- Family support resources
- Referral services
- Other personal or workplace assistance
These programs may not appear directly on your paycheck, yet they can provide services that might otherwise require out-of-pocket spending. The employer benefits guide specifically highlights counseling, legal consultations, and financial coaching as examples of EAP resources.
Search your employee handbook or benefits portal for “Employee Assistance Program” or “EAP.” Then, save the contact information before you actually need it.
Read Your Entire Benefits Guide During Open Enrollment
Open enrollment is an ideal time to look beyond health insurance.
Rather than immediately renewing last year’s elections, review your entire employer benefits package.
Look for:
- New benefits
- Changed contribution limits
- Employer contribution changes
- New insurance options
- Updated retirement plan features
- Wellness incentives
- FSA and HSA options
- Dependent care benefits
- Education programs
- Commuter benefits
- EAP services
Additionally, compare the new materials with last year’s benefits. A program you previously ignored may be more useful now because your financial situation or family needs have changed.
Review Your Benefits After a Raise
A salary increase is another useful time to revisit workplace benefits.
If your retirement contribution is based on a percentage of pay, your dollar contribution may automatically increase with your salary. However, a raise may also provide an opportunity to increase your contribution percentage without significantly disrupting your existing budget.
Additionally, higher compensation can affect contribution limits, catch-up rules, taxes, and other planning considerations.
Therefore, consider making your benefits review part of your routine whenever your compensation changes.
Your Benefits Are Part of Your Total Compensation
Salary is only one component of what an employer may provide.
Employer retirement contributions, insurance coverage, paid leave, HSA contributions, educational assistance, wellness incentives, and other programs can add meaningful value to a compensation package.
Consequently, comparing jobs based only on salary may provide an incomplete picture.
When evaluating an employment opportunity, consider asking for a complete benefits summary. Then, estimate the value of the benefits you are likely to use.
A Simple Employer Benefits Checklist
You do not need to review every benefit at once. Instead, start with the programs most likely to affect your finances.
Before your next open enrollment period or paycheck cycle:
- Confirm your retirement contribution captures the employer match available to you.
- Ask whether your retirement plan includes a true-up feature.
- Check your wellness portal for incentives and deadlines.
- Review employer HSA contributions.
- Estimate healthcare expenses before setting an FSA election.
- Estimate eligible dependent care expenses.
- Check whether commuter benefits are available.
- Review tuition reimbursement opportunities.
- Find your EAP contact information.
- Revisit your benefits after a raise or major life change.
The original employer benefits guide emphasizes these same practical steps as a way to identify workplace benefits that may otherwise go unused.
Frequently Asked Questions About Employer Benefits
What employer benefits should I review first?
Start with benefits that directly affect your finances, such as your retirement plan match, HSA or FSA options, health insurance, wellness incentives, and dependent care benefits. Then review additional programs such as commuter benefits, tuition reimbursement, and your EAP.
How do I know if I am getting my full 401(k) match?
Check your employer’s matching formula and compare it with your current contribution rate. Your HR department or retirement plan portal should provide the formula. Also check whether the plan has a true-up provision if you plan to reach the annual contribution limit early.
What is a 401(k) true-up?
A true-up is an employer contribution that can help ensure an eligible participant receives the appropriate annual matching contribution when the timing of employee contributions would otherwise result in a smaller match. Not every employer plan offers one.
Are employer benefits really part of my compensation?
Yes. Benefits such as retirement contributions, health insurance, HSA funding, tuition assistance, and other employer-paid programs can have financial value beyond your salary.
When should I review my workplace benefits?
Open enrollment is an important time to review your benefits. However, you should also consider another review after a raise, job change, marriage, birth or adoption, change in healthcare needs, or another significant financial or family event.
Holland Strategic Wealth Advisors offers insurance products and services. We are not affiliated with any government agency and do not provide tax or legal advice. This information is for educational purposes only and should not be construed as advice or a recommendation specific to your situation. Investing involves risk, including possible loss of principal. Insurance product guarantees are backed by the financial strength and claims-paying ability of the issuing company.
