Why Remote-First Companies Are Rethinking Culture Perks

Perks like beer fridges and ping pong tables once helped shape office culture. In a remote-first world, those extras have lost their appeal. Today’s workers care more about flexibility, wellness support, and core employee benefits that address real-life challenges, such as income protection, fair pay that meets or exceeds minimum wage, and at least one guaranteed day off per week.

Remote employees expect companies to move beyond surface-level perks and invest in benefits that improve daily life and long-term stability. The shift is clear: Meaningful support now defines what a strong workplace culture looks like.

IMAGE: PEXELS

Rethinking Growth and Learning in Remote Work

Without in-person mentorship and face-to-face learning moments, remote-first companies need to rethink how they support professional development.

Access to online certifications and learning stipends is becoming more standard. Some teams also offer virtual workshops and mentoring programs to help employees upskill. These resources help workers stay engaged and show them that their company invests in their growth, even without a traditional office structure in place.

Mental Health Is the New Must-Have

It’s easy for boundaries to blur for remote workers. Without a commute or a change of environment, burnout can creep in unnoticed. That’s why many startups are building mental health into their culture from day one. Some offer monthly mental health budgets that employees can use for therapy or meditation apps. Others include wellness breaks in the weekly schedule or encouraging team-wide recharge days.

These benefits can also help remote teams do their best work. Usually, remote workers stay productive when they have flexible scheduling and rewards that keep them motivated.

Clear time-off policies are also important for businesses and remote workers. Employees need to know they can step away when needed without worrying about backlash or confusion. Effectively communicate leave policies to remote employees by reviewing these policies during onboarding, documenting them in easily accessible formats, and explaining how to request time off.

For example, a company might include a walk-through during a new hire’s first week, followed by a quick guide in the company’s internal hub.

When these systems are in place, employees can feel supported and build trust in their employer. And that trust is what will make a measurable difference in retention, focus, and team morale.

Leading With Empathy (Even From a Zoom Window)

Remote leadership today requires building trust from behind a screen. Leaders are rethinking how they connect with teams by holding regular check-ins, offering async flexibility, and keeping communication lines open through DMs.

These practices help create psychological safety, where employees feel safe speaking up, asking for help, and offering feedback. According to McKinsey, 89% of employees say feeling psychologically safe in the workplace is essential.

Emotionally intelligent leaders pay attention to signs of disengagement and step in early. For example, if someone who’s usually vocal in Zoom meetings goes quiet, a manager might send a private message to quickly check in. You don’t need grand gestures to lead with empathy, but you do need to be willing to listen, respond, and support people in ways that align with how they work.

Connection Without the Office

Building connections without a shared office can be challenging, but it’s not impossible. However, it does need to be intentional. Remote-first companies are realizing that building a strong company culture can happen wherever employees work as long as those employees feel supported and connected to others every day.

Affirm, a remote-first financial technology company, is one example of how to do it well. Business Insider reports that the company organizes quarterly in-person gatherings in cities across the United States, swapping team-building exercises and presentations for more connecting activities, like exploring local spots or grabbing dinner together. These meetups help employees build trust and empathy with their teammates, which carries into their day-to-day work environments.

However, between in-person gatherings, companies should also reinforce remote culture through smaller, everyday practices. Many teams create Slack channels dedicated to non-work topics, such as parenting, pets, or hobbies, that give people room to connect authentically. Others set up peer support groups or one-on-one coffee chats that rotate through the team each month.

These are small but intentional ways to help people feel seen, included, and supported. When companies lead with care and build space for connections, they create cultures that can thrive, even without a typical shared office space.

Redefining Culture for Remote Teams

The shift to remote work has exposed the limitations of surface-level perks. What once passed for culture — office snacks, game rooms, happy hours — no longer resonates with remote teams. Instead, the focus has moved to support that improves daily life, such as mental health resources and scheduling flexibility.

In remote-first workplaces, culture is shaped by whether people feel heard, respected, and connected. Building a strong emotional foundation within your company can turn teams into trusting, productive, and long-lasting communities.