A benefits page is a one-page summary that goes with the offer so candidates can see what they get beyond salary. Copy the template below, fill in the brackets and delete any line you do not offer. Only list benefits that are in place and that your provider has confirmed. This guide also covers current plan limits and leave rules, what to verify and how to send the page with an offer in Dover.
Step 1: Decide what you actually offer
What to do: List every benefit you provide today, with the details a candidate would ask about: who is eligible, when it starts, and what you pay for. Separate what is live from what is planned.
Why: Candidates compare offers line by line. A short, accurate list builds trust, and an over-promise is hard to walk back.
If you are not sure what to offer, start with the basics most candidates expect: health coverage, a retirement plan, time off, equipment and flexibility. See the compensation strategy guide for how benefits fit with pay and equity.
Step 2: Check current rules and limits
What to do: Review these rules and limits with your provider or advisor before you finalize the page. The figures below come from the IRS limits as summarized by law firms and from state program reporting, so confirm them against the official source for your situation.
| Area | What to know | Source |
|---|---|---|
| 401(k) | The employee deferral limit is $24,500, the age 50 and over catch-up is $8,000 and people aged 60 to 63 can contribute a higher catch-up of $11,250 | Davis Wright Tremaine, Venable |
| HSA | Contribution limits are $4,400 for self-only coverage and $8,750 for family coverage, with a $1,000 catch-up for age 55 and over | Davis Wright Tremaine |
| Health FSA | The limit is $3,400 | Davis Wright Tremaine |
| Dependent care FSA | The limit rose to $7,500 ($3,750 if married filing separately) from January 1, 2026 | Davis Wright Tremaine |
| State paid family and medical leave | Delaware and Minnesota benefits began January 1, 2026, Maine’s began May 1, 2026, and other states expanded coverage. Many apply even if you have one employee in the state | HR Dive, JD Supra |
| Federal leave | The Family and Medical Leave Act gives eligible employees of covered employers up to 12 weeks of unpaid, job-protected leave | US Department of Labor |
| Health coverage mandate | Employers with 50 or more full-time equivalent employees must offer affordable coverage under the Affordable Care Act or face penalties | IRS |
| Small employer coverage | Smaller employers can look at options for small business health coverage | HealthCare.gov |
| Benefits in job postings | Some states require a general description of benefits in the posting | Compensation requirements for job postings |
New retirement plans have extra rules too. Under SECURE 2.0, many plans started after 2022 must automatically enroll eligible employees, with exceptions for very small and new businesses, and some small employers can claim tax credits for starting a plan. Ask your plan provider which rules apply to you.
Why: Limits and leave laws change every year, and a benefits page that quotes last year’s rule is wrong on day one.
Step 3: Fill in the template
What to do: Copy the template into a document, replace each bracket with your real information and delete any benefit you do not offer rather than leaving a blank or a vague promise.
[Company name] benefits summary for [Candidate name], [Job title]
This summary describes benefits available to employees as of [date].
Details are set by plan documents and company policies, which will
control if there is any difference. We may update benefits over time.
This summary is not a contract of employment.
HEALTH AND WELLNESS
- Medical, dental and vision: [carrier or "through our provider"];
the company pays [percentage or amount] of the premium for
[employee only / employee and dependents]. Coverage starts [date
rule, e.g. first day of the month after you start].
- HSA or FSA: [HSA with company contribution of [amount], health FSA,
dependent care FSA, or delete]
- Wellness: [stipend or program, amount and frequency, or delete]
- Mental health support: [program or benefit, or delete]
- Family-building or caregiving support: [program, or delete]
- Other: [life or disability coverage, or delete]
RETIREMENT
- [401(k) or local equivalent] through [provider]
- Company match: [match formula, or "none at this time"]
- Eligibility and vesting: [rules]
TIME OFF
- Vacation or PTO: [policy, e.g. number of days or open policy with
guidelines]
- Sick and personal time: [policy, including any state-required
paid sick leave]
- Company holidays: [number or list]
- Parental leave: [policy and eligibility]
- State paid family and medical leave: [state program that applies to
you, and how it works alongside company leave]
- Other leave: [bereavement, volunteer time, or delete]
DEVELOPMENT
- Learning budget: [amount and what it covers]
- Conferences, courses or books: [policy]
- Mentorship or coaching: [program]
FLEXIBILITY
- Work location: [remote / hybrid / on-site, with days or region
limits]
- Hours: [core hours or flexible schedule]
- Equipment and tools: [laptop, monitor, software, home office
stipend of [amount]]
- Coworking or commuting support: [policy, or delete]
EQUITY
- You will be granted [stock options / restricted stock / other] as
described in your offer, subject to board approval and the terms of
the [equity plan name].
- Vesting: [schedule, e.g. over four years with a one-year cliff].
- If options: the exercise price, how long you have to exercise after
you leave, and the tax rules are in your grant documents.
- Your grant agreement lists the number of shares, the exercise price
and the rules for leaving the company. The value of equity can go up
or down, and we cannot guarantee any future value.
- Questions about equity or taxes: speak with [HR contact] and your own
tax or financial advisor.
OTHER PERKS
- [Meals, events, team offsites, employee discounts, or delete]
Questions? Contact [name, email].Why: A consistent structure makes it easy to compare with other offers, and bracketed placeholders keep you from sending a page with a blank you forgot to fill.
Step 4: Explain equity clearly
What to do: In plain words, say the type of equity, the vesting schedule and where to find the details. Leave out any estimate of future value. Point candidates to their own tax or financial advisor, since stock options and restricted stock are taxed differently. The IRS explains the basics of the tax treatment of stock options in Topic 427.
Why: Equity is the part of an offer candidates understand least, and the part where a vague promise causes the most damage later. See how to make an offer for how to present equity on the call.
Step 5: Verify with providers and counsel
What to do: Check each item before you send the page, because the details differ between providers and locations.
- Health coverage: the start date, the share of premiums you pay, whether dependents are covered and which plans are available where your employees live.
- Retirement plan: the match formula, when employees become eligible and when matched funds vest, and whether your plan must automatically enroll people.
- Leave: local rules on sick leave, family leave and parental leave, which may require more than your policy says, and how your policy works with state programs.
- Equity: your counsel or equity plan provider should confirm the type of grant, vesting terms and the wording about value.
- Part-time, contractor or international hires: benefits often differ, so adjust or use a separate page.
- Accuracy: have a lawyer or your HR provider review the page once, then update it whenever benefits change. This is general information, not legal or tax advice.
Why: A benefits page is a promise in the candidate’s mind. A short review before you send it is cheap insurance against a mistake that is expensive to correct.
Step 6: Send it with the offer
What to do:
- Save the page as a PDF with your company name and the date.
- After the verbal offer, include the PDF with your offer email and mention it on the call so the candidate knows to read it.
- Keep a copy with the candidate’s record.
In Dover: each offer gets a link you share with the candidate, and it appears in their candidate portal. Send the PDF with your offer email or alongside that link, or paste the summary text into your offer template in Settings → Offer Templates. Offer templates are on the free and Premium plans, and generating, sending and e-signing offers is a Premium feature. See Offers and how to make an offer.
Why: One consistent package, sent at the same moment as the offer, means the candidate sees the full picture when they decide.
Step 7: Keep it current
What to do: Review the page every January, when tax limits and state leave rules change, and whenever a plan, carrier or policy changes. Update it after funding rounds if equity terms or benefits change.
Why: An outdated page erodes trust with new hires and with candidates who compare it to what employees actually receive.
Further reading from outside sources
- IRS Topic 427: Stock options
- IRS: Employer shared responsibility provisions
- HealthCare.gov: Health coverage for small businesses
- US Department of Labor: Family and Medical Leave Act
- HR Dive: State paid family leave benefit changes in 2026
- Davis Wright Tremaine: IRS 2026 benefit plan limits
Frequently asked questions
Do you have to include a benefits page with an offer?
No, but it helps. Candidates compare offers, and a clear summary shows what they get beyond pay. Only list benefits you actually provide, and some places also require a general description of benefits in the job posting.
Should the benefits page be legally binding?
Treat it as a summary. Your plan documents and policies control the details, so say that on the page and have your counsel and providers review it.
How do you explain equity without giving numbers?
Describe the type, the vesting schedule, and where to find the grant details. Leave out any estimate of future value, because no one can promise one.
Which benefits should a small company list?
List what you offer today, including time off, health coverage if you have it, a retirement plan, equipment and flexibility. If a benefit is planned but not live, say so or leave it out.
Are paid leave benefits required?
In a growing number of states, yes. Several state paid family and medical leave programs started or expanded in 2026, and they can apply even if you have one employee there. Check the rules for every state where you have employees.
How often should you update the benefits page?
At least once a year, and whenever a plan, carrier or policy changes. Annual tax limits and state leave rules also change each January, so review the page then too.
Send your offer and benefits in Dover
Attach your benefits summary to the offer email or paste it into an offer template, then share one link in the candidate portal. Offer templates are free, and sending and e-signing offers is on Premium.