Are you getting the most out of your workplace benefits? trends now Employers offer a host of little-known work perks - but most are widely under-used by staff. In recent years the number of benefits provided by workplaces has exploded, with everything from IVF support to counselling up for grabs at many organizations. Figures from the Bureau of Labor Statistics show these benefits amount to an effective 30 percent pay rise for the average worker. But employees are slow to take up the offerings. A study by insurer The Hartford found that 70 percent of employers believe their workers underutilize services, benefits and programs available to them. While healthcare plans and 401(K) pots tend to have high take-up rates, there are a many other little-known extras that could save households thousands of dollars. From support financing IVF to childcare benefits, Dailymail.com analyzes the value of the perks on offer. Employers offer a wide range of little-known work perks which are going under-utilized by their employees Child and dependent care benefits Employer-provided childcare, or dependent care assistance, is a benefit where employers cover part or all of their worker's childcare costs. This might be by providing on-site childcare facilities, reimbursing employees for childcare expenses or paying childcare facilities directly on behalf of their employer. Workers who directly or indirectly pay for or provide dependent care also qualify for financial assistance. These perks count as 'fringe benefits' and are exempt from federal income tax. Social Security, Medicare and federal unemployment taxes. This is capped at $5,000 a year (or $2,500 for married employees filing separately). Employer support with childcare counts as a 'fringe benefit' meaning it is exempt from federal income tax Federal tax exemption also does not apply to certain highly compensated employees. These are defined as anybody who has owned more than 5 percent interest in the business at any time during the year or preceding year or if they received compensation from the business of more than $135,000 in the last year and $130,000 the year prior. Workers must declare any dependent care benefits on their W2 form. Fertility support During the pandemic, interest in fertility preservation procedures like egg freezing shot up, with some clinics reporting they quadrupled their revenue in 2020. It prompted a surge in employers offering financial support to their workers to cover the costs: in 2020, around a fifth of US employers offered egg freezing, compared to 5 percent in 2015. Offering these treatments benefits employers too as it allows them to keep would-be mothers in the workplace for longer before they start a family. For example, Amazon will pay for its workers to have a 1+1 Smart Cycle model from provider Progyny. The package - which is available exclusively to employers - offers free egg, sperm and embryo freezing and storage for up to one year. In 2020, around a fifth of US employers offered egg freezing, compared to 5 percent in 2015 Meanwhile Apple offers up to $20,000 for fertility treatments, American Express provides support worth up to $35,000 for surrogacy and adoption and Bank of America gives its employers unlimited IVF coverage after an infertility diagnosis. What's more, some states mandate that employers must provide coverage for IVF treatments. These include: Arkansas, Connecticut, Delaware, Hawaii, Illinois, Maryland, Massachusetts, New Jersey, New York or Rhode Island. A further six states - California, Louisiana, Montana, Ohio, Texas and West Virginia - offer mandates for employers to cover partial treatment. Even if your employer does not cover the treatment as standard, it is worth asking them to consider it as they can liaise with their health insurance broker to adjust your plan. The average cost of a round of IVF is $12,400, according to figures by the American Society for Reproductive Medicine - but it can set you back as much as $30,000. It means workers stand to save tens of thousands of dollars if they seek support through their employer. And a recent IRS ruling indicates the cost for infertility treatments qualify as a medical expense meaning employers are likely eligible for a tax deduction for the costs. Commuter perks Workers in some states can claim up to $300 per year expensing their commute The IRS allows employers to provide tax-free commuter expenses to their employees - which qualify as a 'fringe' benefit. The transportation that qualifies includes public transit, vanpooling, bicycling and parking. The benefit is capped at $300 per year per employee. Some states such as New York City, San Francisco and Washington D.C. make it mandatory for employers to offer these benefits. Some exemptions apply: for example, in New York firms with less than 20 full-time non-union employees do not have to provide the package. Firms can also offer their own schemes such as help with fuel funds, free parking, toll reimbursement and vehicle maintenance. Employer-decided schemes are generally offered pre-tax or after-tax. Pre-tax is preferable as workers can use the funds to lower their taxable income. Tuition reimbursement Many firms will offer to pay for their employees to take undergraduate or graduate courses. Other one-off non-degree courses may also be available to workers. Workers can claim up to $5,250 in educational benefits before they must declare the amount on their federal income taxes. What's more, workers are still eligible financial aid such as loans and grants on top of their employer reimbursement. Employers such as Target, Home Depot, Chipotle and Wells Fargo all offer to pay for their employees to take undergraduate or graduate courses Workers must agree with their employer on the amount, courses and requirements for support. Often the employee pays upfront and then is reimbursed by the employer after they have completed the course. Target offers its employees up to $5,250 for an MBA degree while UPS provides $25,00 in tuition assistance. Home Depot, Chipotle, Wells Fargo and Amazon all offer similar programs. Employee assistance programs Employee assistance programs (EAPs) offer workers access to short-term counseling or therapy services. This is often capped at a certain number of sessions - typically around six. Firms generally offer internal or external EAPs. Internal is when a company employs counsellors or similar providers to offer the service in-house. External is when the company pays a non-affiliated third-party to provide the benefit. The service is fully deductible for tax purposes. With the average cost of a therapy session hovering around $100-$180 according to the Psychotherapy Networker magazine, employers stand to save hundreds of dollars. All rights reserved for this news site (dailymail) and under his responsibility