Marvin OnumonuLove-life perks such as paid time off for dating, known as ‘Tinder leave’, could be the new workplace norm, according to career expert Lauren Mastroni.
Mastroni said: “Love life benefits like Tinder leave, fertility support, and family-planning perks are part of a bigger shift: workers increasingly expect employers to support their lives outside of work.
“That expectation is only getting louder as the UK workplace grapples with burnout and economic uncertainty.
“In CV Genius’ Future of Work Survey of 1,000 UK workers, 87% reported experiencing stress or burnout, with long hours and heavy workloads named as the top driver (50%).”
Mastroni added: “Just as telling, 90% of employees said work-life balance is ‘important’ or ‘very important’ when choosing their next role.
“When people are stretched thin, benefits that help them protect their personal time, whether that’s for dating, maintaining relationships, or starting a family, are more practical than frivolous.
“These perks are appealing because they acknowledge a reality many employees already live: personal milestones don’t pause for the work week.”
She said: “In our survey, workers overwhelmingly pointed to flexible working hours (61%) as the benefit that would boost their productivity the most.
“Tinder leave fits naturally into this trend: it’s a way for employers to say, ‘We trust you, and we want you to thrive’.”
Additionally, Mastroni noted that there is a strong business case for companies to offer extra support to staff.
She said hiring managers are worried about retention, with 45% fearing that young employees will leave within a year.
Reliability concerns are a major reason candidates are filtered out.
She added that when commitment is fragile on both sides, benefits that strengthen employees’ stability emotionally, socially and financially can help improve retention rates.
Mastroni also said the way these benefits are delivered is important.
She stated that Tinder leave should be inclusive and flexible, not just for one type of relationship, and should have clear guidelines to avoid resentment or feeling performative.
She also said that when its managed properly, love-life benefits can show that a company recognises employees as whole people and understands that a supported life often leads to a more sustainable and engaged worker.
