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Whether it’s financial, like offering commuter benefits, or other means, companies are making it easier for employees to commute with the help of government and nonprofits.

In Austin, Texas, the Central Texas Transportation Management Association works with businesses to help get employees to work. The association is called Movability, and it is “dedicated to working hand in hand with employers to improve the region’s economic vitality by connecting commuters with mobility options that save time and money.”

Employees and businesses focus on health care as the No. 1 benefit in any benefits package. But a new trend is making people rethink a lot of things about jobs and benefits: Longer commutes. It’s making some people wonder if commuting is the next health care in terms of how it impacts the job market.

Employers are offering more benefit options as they know it’s essential to attract and retain employees in today’s hot job market.

But the benefits landscape has changed tremendously in the past decade. No longer are health plans and vacation time the only thing employees want in a benefits package.

Work perks, the fringe benefits that go beyond traditional offerings, are on the rise. Millennial workers tend to favor “non-traditional” benefits like student loan reimbursement or tuition reimbursement, and paid personal days. Older workers still want strong benefits packages that have stood the test of time.

So what does a great employee benefits package look like? It’s going to depend on your workforce, but here’s what many would consider a modern version of “great benefits.”

Perhaps it’s the hot job market, or maybe employers are doing a better job motivating employees. Whatever the reason, more employees than ever are saying they feel “engaged” in their work.

Gallup conducts an annual employee engagement survey, and the 2018 results were all-time highs. About 34 percent of U.S. Workers said they were engaged at work, tying the highest percentage in the poll’s history.

But it doesn’t stop there. The number of workers who say they are “actively disengaged” is now 13 percent — the lowest in history.

Studies show an engaged workforce is related to positive business outcomes. Having engaged employees help reduce turnover and creates a better bond with employees. Ultimately, you get a more a productive workforce that drives better results.

Would you like to know if your employees are engaged? Gartner recommends at least nine questions for an employee engagement survey including:

Would you forgo a 56 percent pay increase if you could go from the worst job benefits and perks to the best?

If you answered yes, then you agree with a new research from the National Bureau of Economic Research. The study showed people switching from a job with the worst mix of perks and benefits to the best was worth 56 percent in increased wages.