Overall, the survey of 463 HR professionals had some good news for employees: 35 percent of those employers said they increased employer-sponsored benefits in the last year. That number is up from the 28 percent who said so last year.

SHRM examined the prevalence of more than 300 benefits—from the most common, which include paid holidays (offered by 98 percent of respondents), dental insurance (96 percent), mental health coverage and professional memberships (both 91 percent) and 401(k) plans (90 percent)—to less common benefits, including on-site massage therapy (11 percent) and prepared take-home meals (1 percent).

The report also showed five-year trend increases in the percentage of organizations offering mental health coverage, contraception coverage, vision insurance, short-term disability insurance, critical illness insurance, and coverage for laser-based vision surgery.

As for what workplace perks are on the decline, those include health benefits (SHRM noted declines in the percentage of organizations offering health care premium flexible spending accounts over the last five years); some work travel perks (reimbursing people for personal calls while they're on business travel dropped to 37 percent, down from 51 percent in 2011) and on-site stress reduction programs (down from 12 percent in 2011).

Family friendly benefits also experienced a big dip when compared to five years ago: bringing children into work in an emergency (22 percent, down steadily from 33 percent in 2011), child care referral services (9 percent), and on-site parenting seminars (1 percent).

And, maybe most interesting to note, SHRM also included some new benefits in the survey’s mix this year: egg freezing for nonmedical reasons (offered by 2 percent of respondents), paid surrogacy leave (5 percent), company-provided fitness bands/activity trackers (13 percent), company-organized fitness competitions (34 percent), and company-provided student loan repayment (3 percent).

Also interesting to note from SHRM's survey:

Telecommuting on the rise. Three out of five organizations offered some form of telecommuting: 56 percent of respondents reported that their organizations offered telecommuting on an ad-hoc basis, 36 percent part of the time, and 22 percent on a full-time basis.

Slow health care cost shift. Five-year trends also show a slow shift of health care costs to employees. For example, consumer-directed health plans such as health savings accounts have risen by 8 percentage points, and employer contributions to HSAs have also increased by 10 percentage points.