{"id":3816,"date":"2023-12-15T16:00:00","date_gmt":"2023-12-15T16:00:00","guid":{"rendered":"https:\/\/compt.io\/nonprofit-employee-benefits\/"},"modified":"2026-02-04T14:24:37","modified_gmt":"2026-02-04T19:24:37","slug":"nonprofit-employee-benefits","status":"publish","type":"post","link":"https:\/\/compt.io\/blog\/nonprofit-employee-benefits\/","title":{"rendered":"Nonprofit Employee Benefits: The Complete Guide for Employers"},"content":{"rendered":"\n<p>There&#8217;s a common misconception about nonprofit employers, that they don&#8217;t offer employee benefits, instead relying on the goodwill of their employees and volunteers to keep their cause going.<\/p>\n\n\n\n<p>In reality, there are ~2 million nonprofits in the US alone. Most have countless similarities to your standard for-profit company, including employee benefits.<\/p>\n\n\n\n<p>So you might wonder, if so many nonprofits offer competitive benefits, what will make mine stand out? In today&#8217;s article, we&#8217;ll break it down for you.<\/p>\n\n\n\n<h2 class=\"wp-block-heading has-large-font-size\" id=\"what_makes_nonprofit_employee_benefits_different\"><strong>What Makes Nonprofit Employee Benefits Different?<\/strong><\/h2>\n\n\n\n<p>Nonprofits share many of the same goals as their for-profit counterparts. Despite their tax-exempt status, they must follow the same regulations regarding <a href=\"https:\/\/compt.io\/blog\/pre-tax-vs-post-tax-benefits-differences\/\">pre-tax vs. post-tax benefits<\/a> and <a href=\"https:\/\/compt.io\/blog\/which-fringe-benefits-are-taxable-and-nontaxable\/\">taxable vs. nontaxable fringe benefits<\/a>.<\/p>\n\n\n\n<p>So, what&#8217;s the difference?<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Lower compensation levels. <\/strong>Nonprofits generally offer much lower <a href=\"https:\/\/compt.io\/guide\/total-compensation\/\">total compensation<\/a> compared to for-profits because they operate with limited budgets and place a significant portion of their funds towards their mission-related activities. If they don&#8217;t generate much revenue for themselves (instead relying on donations and grants), this is even more the case.<\/li>\n\n\n\n<li><strong>Fewer compliance resources. <\/strong>Like for-profits, they have to consider the impact of working hours on benefits like retirement and health plans. This means, generally, that nonprofits opt for less complex benefit packages overall.<\/li>\n<\/ul>\n\n\n\n<p>Of course, this doesn&#8217;t apply to <strong>all<\/strong> nonprofits. Large nonprofits-especially those with commercial ventures linked to their mission (e.g., a hospital)-provide high-quality benefits.<\/p>\n\n\n\n<p>This doesn&#8217;t mean nonprofit <strong>can&#8217;t<\/strong> offer competitive benefits. On the contrary, plenty of nonprofits provide their employees with a broad range of benefits.<\/p>\n\n\n\n<p>As with any company (profit or not), creating an impactful employee benefits package is easier than you think.<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Determine how much you can afford.<\/li>\n\n\n\n<li>Figure out what matters most to your employees.<\/li>\n\n\n\n<li>Administer them using a tax-compliant platform to keep end-of-year surprises at bay, and keep admin costs low.<\/li>\n<\/ol>\n\n\n\n<p>It&#8217;s that simple.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"affordable_care_act_aca_compliance_for_nonprofits\"><strong>Affordable Care Act (ACA) Compliance for Nonprofits<\/strong><\/h2>\n\n\n\n<p>Nonprofit organizations must comply with the Affordable Care Act just like for-profit companies.<\/p>\n\n\n\n<p>Under the ACA, nonprofits with fewer than 50 full-time equivalent (FTE) employees \u2014 those clocking in 30 or more hours weekly, or at least 130 hours monthly \u2014 don&#8217;t need to offer medical coverage. This provides some flexibility for smaller nonprofits that lack the resources of larger entities.<\/p>\n\n\n\n<p>Once an organization reaches the 50-employee threshold, it becomes an <a href=\"https:\/\/www.irs.gov\/affordable-care-act\/employers\/determining-if-an-employer-is-an-applicable-large-employer\">Applicable Large Employer (ALE)<\/a>. That means it must offer health insurance or face significant fines ($2,970 per full-time employee, minus the first 30, in 2024), aligning it with its for-profit peers in terms of healthcare obligations.<\/p>\n\n\n\n<p>Despite these requirements, a few incentives encourage health benefit offerings.<\/p>\n\n\n\n<p>Notably, nonprofits&#8230;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>with 25 or fewer FTE employees<\/li>\n\n\n\n<li>and average annual wages under $56,000<\/li>\n\n\n\n<li>that also pay at least half of their employees&#8217; health premiums<\/li>\n<\/ul>\n\n\n\n<p>&#8230;may be eligible for the <a href=\"https:\/\/www.healthcare.gov\/small-businesses\/provide-shop-coverage\/small-business-tax-credits\/\">Small Business Health Care Tax Credit<\/a>.<\/p>\n\n\n\n<p>This mainly benefits for eligible nonprofits that obtain their benefits through state health exchanges (e.g., the State of California&#8217;s Covered CA for Small Business). It&#8217;s a strategic approach for nonprofits to offer team benefits while managing costs.<\/p>\n\n\n\n<p>Nonprofits must also adhere to Federal COBRA administration, ERISA notices and disclosures, Section 125 non-discrimination testing, and others. Given they might not have the luxury of a dedicated benefits administrator, partnering with a knowledgeable broker and using <a href=\"https:\/\/www.compt.io\/how-it-works\">100% tax-compliant software<\/a> is a make-or-break.<\/p>\n\n\n\n<h2 class=\"wp-block-heading has-large-font-size\" id=\"nonprofit_employee_benefits_packages_simplified\"><strong>Simplifying Nonprofit Employee Benefits Packages<\/strong><\/h2>\n\n\n\n<p>As we mentioned, nonprofits offer many of the same <a href=\"https:\/\/compt.io\/guide\/employee-perks\/\">employee benefits<\/a> as any other company. You have to apply them in a different context, though.<\/p>\n\n\n\n<p><strong>Here&#8217;s a look at the most essential ones and how they fit into a nonprofit benefits program, specifically:<\/strong><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Group health insurance<\/strong><\/h3>\n\n\n\n<p>Most nonprofits offer employees group health insurance because it is the most practical and cost-efficient way to provide health coverage.<\/p>\n\n\n\n<p>With a group health insurance policy, the employer and employees share the cost. Nonprofit employees can purchase health insurance at a lower price because the risks are spread across a pool of insured individuals, making it much cheaper for the company.<\/p>\n\n\n\n<p>They also typically come with more extensive coverage options. You could supplement your group plan with a Health Reimbursement Arrangement (HRA), which adds more value to workers while creating a more competitive benefits package.<\/p>\n\n\n\n<p>Group health insurance also offers appealing tax advantages. Employers can deduct 100% of their contributions to insurance premiums, and employees can make pre-tax contributions to their own health insurance plans, decreasing their taxable income.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Paid time off (PTO)<\/strong><\/h3>\n\n\n\n<p>Although most states don&#8217;t require you to offer PTO as a benefit, you&#8217;ll never find top talent (or retain employees) without it. The <a href=\"https:\/\/www.trinet.com\/insights\/how-much-is-average-pto-in-the-us\" target=\"_blank\" rel=\"noreferrer noopener\">average PTO<\/a> is 10 days, but many nonprofits offer more as a way to attract top candidates who may desire a higher salary.<\/p>\n\n\n\n<p>PTO grants employees personal time for:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Vacation<\/li>\n\n\n\n<li>Sick leave<\/li>\n\n\n\n<li>Personal time (appointments, kids&#8217; extracurricular activities, etc.)<\/li>\n<\/ul>\n\n\n\n<p>Extending this to an employee-giving program is in your best interest as a nonprofit. Offering additional PTO for volunteering and philanthropy activities will reinforce your organization&#8217;s mission and values and improves its potential for investment, grants, and donations.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Retirement benefits<\/strong><\/h3>\n\n\n\n<p>As a nonprofit, you might offer these main retirement benefits: 401(k), 403(b), and SEP plans.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>401(k) plans<\/strong> are similar to any other company&#8217;s retirement plan. Employees can contribute a pre-tax portion of their income towards savings.<\/li>\n\n\n\n<li><strong>403(b) plans <\/strong>are tax-sheltered annuities (TSAs). They&#8217;re only available for select tax-exempt nonprofits and government agencies. Like 401(k) plans, employees make contributions (through salary deferrals).<\/li>\n\n\n\n<li><strong>SEP (Simplified Employee Pension) plans <\/strong>are solely employer-funded. They allow you to contribute to your employees&#8217; traditional IRA (SEP-IRA).<\/li>\n<\/ul>\n\n\n\n<p>Employers can match employee contributions in both 401(k) and the 403(b) plans.<\/p>\n\n\n\n<p>The primary advantage of a 401(k) plan is its adaptability. Should your organization transition from a 501(c)(3) nonprofit to a for-profit status like a C-Corp or S-Corp, you can maintain a 401(k) throughout the change. This isn&#8217;t possible with a 403(b), specific to certain nonprofit statuses.<\/p>\n\n\n\n<p>403(b) plans stand out for their simplified compliance obligations, as they aren&#8217;t subject to many of the IRS&#8217;s annual nondiscrimination tests that apply to 401(k) plans (except safe harbor plans). Certain public sector nonprofit employees, like healthcare workers and librarians, find a 403(b) more suitable than a 401(k) for retirement planning.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-modern-fringe-benefits\"><strong>Modern fringe benefits<\/strong><\/h3>\n\n\n\n<p>All the above is what we call &#8216;table stakes&#8217; for a benefits package. It&#8217;s in your best interest to offer <a href=\"https:\/\/compt.io\/blog\/unique-employee-benefits\/\">unique employee benefits<\/a> that go above and beyond (if you want to retain your best employees).<\/p>\n\n\n\n<p>Depending on the nature of your nonprofit organization, your industry, and what&#8217;s essential to your people, the exact <a href=\"https:\/\/compt.io\/guide\/fringe-benefits-hr-guide\/\">fringe benefits<\/a> you offer will likely vary quite widely.<\/p>\n\n\n\n<p><strong>Here are a few of our favorites for nonprofits:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Flexible work arrangements, like remote work (if possible), unlimited PTO, and flexible schedules<\/li>\n\n\n\n<li><a href=\"https:\/\/compt.io\/guide\/health-and-wellness-stipends\/\">Health and wellness stipends<\/a> to support your employees&#8217; mental and physical health<\/li>\n\n\n\n<li>Professional development benefits include <a href=\"https:\/\/compt.io\/blog\/employee-tuition-reimbursement\/\">tuition reimbursement<\/a>, college grants, scholarships, or conference attendance.<\/li>\n\n\n\n<li><a href=\"https:\/\/compt.io\/blog\/employee-referral-bonuses\/\">Employee referral bonuses<\/a> to bring more great employees without incurring massive hiring costs.<\/li>\n\n\n\n<li><a href=\"https:\/\/compt.io\/guide\/family-stipends-benefits\/\">Family stipends<\/a> to support your employees&#8217; childcare, adoption, or eldercare needs.<\/li>\n\n\n\n<li>Workplace giving programs, including matching donation contributions.<\/li>\n<\/ul>\n\n\n\n<p>The great thing about these benefits is how easy they are to set up and how little they cost to maintain.<\/p>\n\n\n\n<p>For example, offering a flexible work arrangement only requires setting employee expectations and guidelines. Health and wellness stipends can be as simple as setting an annual budget per employee (usually around $100 to $250 per month, with a median of $735 per employee per year in 2025). Take a look at typical health and wellness benchmarks, shown through Compt client data in our annual <a href=\"https:\/\/compt.io\/resources\/2026-lifestyle-benefits-benchmark-report\/?internal_source=blog_text\" target=\"_blank\" rel=\"noreferrer noopener\">Lifestyle Benefits Benchmark Report<\/a>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-incentives-and-bonuses\"><strong>Incentives and bonuses<\/strong><\/h3>\n\n\n\n<p>Bonuses and incentives encourage employees to do a great job.<\/p>\n\n\n\n<p>They also motivate employees to stay. Out of 200,000 employees who partook in a recent survey, <a href=\"https:\/\/www.fastcompany.com\/90665927\/gratitude-may-be-the-secret-to-overcoming-the-talent-crisis\">79%<\/a> cited &#8220;lack of appreciation&#8221; as a reason for leaving their jobs.<\/p>\n\n\n\n<p>While they&#8217;re far more common in profit-driven companies, nonprofits can (and should!) use them too.<\/p>\n\n\n\n<p>Here are some examples of <a href=\"https:\/\/compt.io\/blog\/guide-to-employee-spot-bonuses\/\">spot bonuses<\/a> and incentives that work well in a nonprofit setting:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/compt.io\/blog\/guide-to-employee-spot-bonuses\/\">Spot bonuses<\/a> for meeting fundraising goals<\/li>\n\n\n\n<li>Rewarding employees for securing new grants or donations<\/li>\n\n\n\n<li>Performance-based bonuses tied to achieving organizational milestones or objectives<\/li>\n<\/ul>\n\n\n\n<p>You might also include non-monetary rewards, like extra PTO days or <a href=\"https:\/\/compt.io\/guide\/charitable-giving-stipends\/\">charitable giving opportunities<\/a>.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large is-resized\"><img decoding=\"async\" src=\"data:image\/gif;base64,R0lGODlhAQABAIAAAAAAAP\/\/\/yH5BAEAAAAALAAAAAABAAEAAAIBRAA7\" data-src=\"https:\/\/compt.io\/wp-content\/uploads\/2025\/01\/health-wellness-stipend-funding-ranges-1024x1024.png\" alt=\"compt health and wellness stipend benchmark example\" class=\"wp-image-13889 lazyload\" style=\"width:726px;height:auto\"\/><noscript><img fetchpriority=\"high\" decoding=\"async\" width=\"1024\" height=\"1024\" src=\"https:\/\/compt.io\/wp-content\/uploads\/2025\/01\/health-wellness-stipend-funding-ranges-1024x1024.png\" alt=\"compt health and wellness stipend benchmark example\" class=\"wp-image-13889 lazyload\" style=\"width:726px;height:auto\" srcset=\"https:\/\/compt.io\/wp-content\/uploads\/2025\/01\/health-wellness-stipend-funding-ranges-1024x1024.png 1024w, https:\/\/compt.io\/wp-content\/uploads\/2025\/01\/health-wellness-stipend-funding-ranges-300x300.png 300w, https:\/\/compt.io\/wp-content\/uploads\/2025\/01\/health-wellness-stipend-funding-ranges-150x150.png 150w, https:\/\/compt.io\/wp-content\/uploads\/2025\/01\/health-wellness-stipend-funding-ranges-768x768.png 768w, https:\/\/compt.io\/wp-content\/uploads\/2025\/01\/health-wellness-stipend-funding-ranges.png 1200w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/noscript><\/figure>\n\n\n\n<p>These benefits improve your employees\u2019 quality of life, reinforce your organization\u2019s values, and make it seem like a <a href=\"https:\/\/compt.io\/blog\/what-makes-a-company-a-great-place-to-work\/\">great workplace<\/a>.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"do_nonprofit_employee_benefits_the_easy_way_with_compt\"><strong>Offer nonprofit employee benefits the easy way with Compt.<\/strong><\/h3>\n\n\n\n<p>Don&#8217;t spend your limited resources on setting up a complicated benefits program. Using Compt makes offering fringe benefits is effortless.<\/p>\n\n\n\n<div class=\"hs-cta-embed hs-cta-simple-placeholder hs-cta-embed-182042453609\"\n  style=\"max-width:100%; max-height:100%; width:1000px;height:250px\" data-hubspot-wrapper-cta-id=\"182042453609\">\n  <a href=\"https:\/\/cta-service-cms2.hubspot.com\/web-interactives\/public\/v1\/track\/redirect?encryptedPayload=AVxigLIe8mlin1bBKob5PEJ02XOTJWFACJJu%2B%2FkcAo7aqy1%2FxAhE42mLm1ItlLt7Ei35EZ4RXQC3rQi%2FDqBH1r5sAhzy17y3DLUW7XM%2FWfVqYS4J55SqpKsCDodaS%2FoNOyo8fOwUXr%2BEEF3%2FlNBCFRMvr3DYm9NJhNNsNxBfBdDhWMZ1CHMzCfGa8VeELQioJKIYC62kwfx9OXP2s3wfeuKDuEG7kPq6ixwYlqAbgx0DH03Pfq2csxJvUFjrELsWrUF66h8E&#038;webInteractiveContentId=182042453609&#038;portalId=3919194\" target=\"_blank\" rel=\"noopener\" crossorigin=\"anonymous\">\n    <img decoding=\"async\" class=\"lazyload\" alt=\"generic-guides-demo-cta\" loading=\"lazy\" src=\"data:image\/gif;base64,R0lGODlhAQABAIAAAAAAAP\/\/\/yH5BAEAAAAALAAAAAABAAEAAAIBRAA7\" data-src=\"https:\/\/no-cache.hubspot.com\/cta\/default\/3919194\/interactive-182042453609.png\" style=\"height: 100%; width: 100%; object-fit: fill\"\n      onerror=\"this.style.display='none'\" \/>\n  <\/a>\n<\/div>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Set up your program with eligibility, budget, and approval rules.<\/li>\n\n\n\n<li>Onboard qualifying employees with a few clicks.<\/li>\n\n\n\n<li>Release tax-compliant benefits through payroll (we integrate with your payroll provider!).<\/li>\n<\/ol>\n\n\n\n<p><strong><a href=\"https:\/\/www.compt.io\/request-a-demo\">Request a demo to see how it works<\/a>.<\/strong><\/p>\n\n\n\n<p>Editor\u2019s Note: Compt software supports the categorization and proper reporting of benefits according to IRS guidelines, helping businesses maintain compliance. However, <em>Compt cannot provide tax advice<\/em>, and users should consult their own tax, legal, and accounting advisors when necessary.<\/p>\n\n\n\n<p>Editor&#8217;s Note: Originally published in 2023<em>, <\/em>this post has been recently updated for clarity and relevance for our readers.<\/p>\n\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>There&#8217;s a common misconception about nonprofit employers, that they don&#8217;t offer employee benefits, instead relying on the goodwill of their employees and volunteers to keep their cause going. In reality, there are ~2 million nonprofits in the US alone. Most have countless similarities to your standard for-profit company, including employee benefits. So you might wonder, [&hellip;]<\/p>\n","protected":false},"author":9,"featured_media":11132,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[28],"tags":[],"class_list":["post-3816","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-lifestyle-benefits"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.1 (Yoast SEO v27.1.1) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Nonprofit Employee Benefits: The Complete Guide for Employers<\/title>\n<meta name=\"description\" content=\"Discover more about how to show your nonprofit employees you appreciate them through key benefits. 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