The Right Benefits, or Why Healthy Growers Means Healthy Plants
February 26, 2026 
Photo: Zorica Nastasic, via iStock
Since the pandemic, companies across all industries have invested heavily in improving employee benefits. Undoubtedly, one of the most challenging positions to hire and retain in the horticulture industry are growers of all levels. While the industry is responding with strategies and programs to attract a new wave of professionals who are passionate about propagation, the fact is we continue to have a significant gap in supply and demand of these professionals. Retirements are draining decades of grower expertise, and backfilling these roles is proving difficult.
So, what role do benefits play in attracting grower candidates? And what benefits are most effective?
Growers are the backbone to our industry, with the work being physically and mentally demanding. To attract and retain the limited talent pool, companies are shifting benefit strategies to support work-life balance, mental, financial, and physical health, and overall well-being. Here are the top areas of focus:
Work-Life Balance
A healthy work-life balance has always been key to a long-lasting career and retention. Virtual work is not possible for growers tending to plants demanding 24/7 care. Yet controlling work hours and providing support for growers with family responsibilities can be provided to improve work life balance to keep your growing team fresh.
- Flexible schedules: Options like a 4/10 work week or rotating shifts allow growers to manage family responsibilities and personal appointments.
- Dependent care support: This can involve childcare reimbursement or in-house childcare programs, as well as emergency backup care for children or aging parents.
- Lifestyle perks: i.e House cleaning stipends or on-site laundry or uniform service.
Vacation and PTO
This is another critical factor. Many companies still start growers at only five days of PTO with limited holidays in year one, which can deter candidates. Progressive options include:
- Unlimited time off – While controversial, data shows that this is not abused and employees do not use more than 15 days in a year.
- 9/80 work week – Employees working 80 hours over nine days gain an extra paid day off every two weeks.
- Family sick and bereavement leave
- Volunteer paid time off (valued by younger generations)
- Mental health days
- Floating holidays
- Birthday, anniversary, or work anniversary paid time off
Health and Wellness Benefits
Here’s why health and wellness is more relevant than ever today:
- The World Health Organization identified that mental health is costing businesses around the world $1 trillion a year due to lost productivity.
- The American Psychiatric Association found that employees with unresolved depression experience a 35% reduction in productivity.
- The Society for Human Resources Management (SHRM) found that every dollar invested in health and wellness resulted in nearly six dollars returned in cost savings (think lower health care costs due to fewer claims, disability, and workers comp) and productivity.
- A clinical study done for Forbes “Live Outcomes Report” showed that employers save $580 per employee engaged with mental well-being tools.
- Absenteeism due to mental health issues is up 300% from 2017 per analysis from ComPsych, a mental health service provider.
For growers, physical and mental burnout is real. The lower the stress level, the lower the chance of burnout occurring. Companies are responding with:
- Covering health insurance with low employee contributions continues to be an attractive benefit for growers of all ages.
- Disability, life, and death insurance especially with the physical nature of a grower role.
Insurance becomes more challenging every year for all companies. At the very least, providing an insurance stipend to offset set what a grower at smaller company pays for self-funded insurance.
In addition, progressive grower companies are adding wellness perks:
- Gym memberships, discounts, or reimbursement (or on-site facilities)
- Mindfulness apps and guided mediations
- Teletherapy or health coaching
- Mental health services
- Wellness rewards programs for gift cards
- Company-sponsored sports teams
- Healthy breakfast, lunch, or snacks
- On-site nurse or massage services
Financial Wellness Programs
83% of HR Professionals reported in a SHRM study that personal financial challenges impact overall employee performance and 57% of employees cite finances as the top cause of stress in their lives.
Standard offerings like a 401k or Roth retirement plan remain essential in attracting growers. Emerging financial wellness programs growers are being offered, including:
- Personal financial education
- Employee referral bonus
- Donation matching
- Identity theft coverage
- Legal counseling/resources
- Employee discounts on plant material
- Tuition reimbursement
Pets
Finally, don’t underestimate the power of pets! A vast majority of greenhouses and nurseries already have dogs or cats on site for morale. Adding pet-friendly policies and pet insurance can be a differentiator for attracting grower candidates.
Millennials and Gen-Z growers will prioritize companies that invest in employees’ total health and wellness. These benefits don’t just attract talent; they strengthen your company’s brand as a top place to work in the community and industry.
Healthy growers = healthy plants. And the right benefits make it possible.
Subscribe to eNewsletter
