Unconventional Employee Benefits: examples, application, and impact on engagement

Unconventional employee benefits are non-wage perks that go beyond the standard offer, addressing the individual needs of a team and building a competitive advantage in the job market. In 2025, we are witnessing a dynamic rise in the importance of personalized benefit programs that not only attract talent but also genuinely influence team motivation and loyalty. Organizations investing in original perks tailored to employee needs report higher team engagement and lower turnover, which translates into better business results.

What Are Unconventional Employee Benefits?

Unconventional employee benefits are innovative non-wage perks that distinguish an employer from the competition and address the specific needs of various employee groups. Unlike classic solutions, these benefits focus on holistic support for the employee in areas of physical and mental health, personal development, and work-life balance. Modern organizations are increasingly introducing perks such as menstrual leave, nap rooms, IVF funding, or the option to work from exotic locations—benefits that were unheard of on the Polish market just a few years ago.

A key feature of unconventional benefits is their adaptability to the changing expectations of employees, especially younger generations who value flexibility and an employer's authentic commitment to their well-being. These types of perks often go beyond the financial dimension, offering employees emotional, time, or organizational support that has a direct impact on their quality of life.

Differences Between Standard and Unconventional Benefits

Standard employee benefits primarily include health insurance, gym cards, meal subsidies, and vocational training—perks that have become almost universal in most organizations. According to data from the Up Bonus 2025 report, private medical care remains the most valued benefit and forms the basis of most benefit packages. While valuable, these solutions no longer distinguish an employer in the job market and are perceived as industry standards.

In contrast, unconventional benefits are characterized by a higher degree of personalization and innovation, responding to the niche needs of different employee groups. An example could be "heartbreak leave," which supports employees during difficult life moments, or veterinary care subsidies for pet owners. While standard perks focus on physiological and safety needs, unconventional benefits address the higher levels of Maslow's hierarchy—needs for belonging, esteem, and self-actualization.

A significant difference also lies in implementation—standard benefits are usually offered to all employees in a uniform form, whereas unconventional perks often function within cafeteria systems, allowing for individual selection based on preferences. Studies indicate that as many as 43% of employees do not regularly use the benefits granted to them, suggesting a need for greater personalization of the offer.

Why Do Companies Decide on Unconventional Perks?

The main reason for introducing unconventional benefits is declining employee engagement. Gallup's State of the Global Workplace 2025 report shows that engagement levels dropped from 23% in 2023 to 21% in 2024, marking the second decline in the last 12 years. In Poland, the situation is even more challenging—engagement fell by 2 percentage points to just 8%, placing the country below the European average of 13%. In response to this worrying trend, companies are seeking innovative solutions that can genuinely impact team motivation and loyalty.

Introducing unconventional perks is also a strategy for building a positive employer brand and a competitive edge in the talent market. Organizations offering unique benefits are perceived as more modern and open to employee needs, facilitating the attraction of top candidates, especially from Gen Z. A well-constructed benefit package is no longer just an additional element of remuneration today, but primarily a strategic tool for building competitive advantage.

From an economic perspective, the global drop in engagement has tangible consequences—Gallup estimates that a 2 percentage point decrease in engaged employees translated into approximately $438 billion in lost productivity worldwide. Companies offering attractive perks tailored to individual employee needs can count on lower turnover and higher team loyalty.

Benefits Supporting Health and Employee Well-being

Menstrual Leave as a Form of Women's Health Support

Menstrual leave in Poland is not legally regulated by the Labor Code—it functions as an employee benefit introduced voluntarily by employers based on internal company regulations. Female employees in companies offering this benefit can use one additional day off per month from a pool of 12 days annually, with unused days not carrying over and no cash equivalent provided. In Poland, companies such as CD Projekt Red, Organizacja Harcerska Plus, Digitalk, and PLNY LALA boast this benefit.

Introducing this perk brings benefits to both women and employers—it increases productivity by enabling rest during periods of discomfort and builds a positive image of the organization as an employer caring for the health and comfort of female staff. Employers typically do not require any medical certificate, relying on trust in their employees. For comparison, Spain has legally regulated this issue, allowing for a 3-day paid leave (extendable to five days) upon obtaining a doctor's note confirming debilitating symptoms.

Subsidies for IVF and Medical Care

Funding infertility treatment via IVF as an employee benefit has grown significantly in popularity. According to a 2020 Mercer study, among employers with at least 20,000 employees, 42% subsidized IVF costs, compared to 36% in 2015. In the group of employers with at least 500 employees, this figure stands at 27%, indicating growing awareness of the importance of pro-family support. The law does not formulate a catalog of benefits that an employer can subsidize, giving organizations great freedom in shaping this perk.

Employers can finance IVF subsidies from the Social Fund, which is intended for social activities organized for employees and their families. The value of the funding can be defined by amount or quantity limits, for example, one-time support during employment or within a period specified by the employer. From the employees' perspective, this type of benefit constitutes significant support in the area of well-being and work-life balance, while for employers, it is an element of a strategy to build team loyalty.

Wellbeing Platforms and Online Fitness

Wellbeing platforms and online fitness became a key element of the benefit offer in 2025, responding to growing needs in the scope of mental and physical health care for employees. Wellbeing is crucial because it directly affects employees' mental and physical health, as well as their engagement, motivation, and productivity. These programs offer access to online psychological sessions, health apps, and telephone psychological support lines that help employees cope with daily stress.

Regular psychological support through wellbeing platforms brings many benefits to both the organization and its team—improved performance through the reduction of stressors, increased employee loyalty, and greater commitment to achieving company goals. Professional psychological support in difficult crisis situations and individual counseling tailored to specific employee needs form the basis of effective wellness programs. Managers should regularly monitor employee wellbeing, identify signs of burnout, and respond to reported needs.

Subsidies for Vision Correction and Fitness Equipment

Subsidies for vision correction and fitness equipment are benefits gaining importance in the context of remote and hybrid work, where employees spend long hours in front of computer screens. Reimbursement for glasses or contact lenses provides practical support for office workers whose jobs require intensive use of eyesight. This type of benefit not only improves work comfort but also influences the long-term health of the team.

Subsidizing fitness equipment, such as exercise mats, weights, or yoga accessories, supports employees in maintaining an active lifestyle, which translates into better well-being and higher productivity. Combined with gym cards and online fitness platforms, this benefit creates a comprehensive ecosystem of physical health support. Employees value diverse forms of health support that respond to their individual needs and lifestyles.

Relaxation and Regeneration Benefits

Nap Rooms and Relaxation Rooms in the Office

Nap rooms, also known as "power nap" spots, are becoming an increasingly popular benefit in Polish companies that appreciate the importance of regeneration during the workday. It is no surprise that more organizations are starting to create relaxation zones and even special nap rooms in their offices, allowing employees a short rest. Studies confirm that a 15–20 minute nap can significantly improve concentration, creativity, and productivity for the remainder of the day.

A parent-child room is another facility that allows employees to combine professional duties with caregiving, offering a long break at work and the possibility of a nap. These solutions are particularly valued by employees struggling with burnout or intense stress who need a moment of respite during the day. Employers offering such benefits are perceived as caring for team wellbeing and building an organizational culture based on trust.

Vacation Subsidies and Sabbatical Leave

Sabbatical leave, also known as regenerative leave, is a period of several months (paid or unpaid) intended mainly for employees struggling with burnout. Practice in some European Union countries, such as Austria or Germany, shows that employees returning from a sabbatical are refreshed and rested, usually returning to the same position. An interesting trend is sabbatical programs offering long-term leaves lasting 1–3 months after 5 years of work, which can be used for travel, personal development, or pursuing passions.

The decision to grant sabbatical leave belongs to the employer and should take place on the basis of mutual agreement, establishing detailed issues such as leave length, payment, and other conditions. For employees, it is a guarantee that they have a place to return to, and for the employer—an ideal solution to retain key positions without risking company stability. Vacation subsidies in the form of holiday vouchers or integration trips complement the standard leave offer and support work-life balance.

Additional Day Off for Birthdays

An additional day off for birthdays is a benefit gaining popularity because employees increasingly prefer free time over extra money or gym cards. The employee receives an extra day off in the month they celebrate their birthday—for example, a person born in January can take one extra day off in January. A good practice is to include all employees, even those whose birthdays fall on non-working days—such leave is not lost and can be taken in the given month or quarter.

This benefit is particularly valued because it shows that the employer sees the employee as an individual, not just a human resource. Additionally, some companies offer extra days off for using all due vacation leave—employees who use their entire leave (20 or 26 days) in a given year receive 3 additional days off from the new year. This solution has been very well received by teams and motivates regular rest.

Additional Days Off for Volunteering

Additional days off for volunteering are a benefit supporting employees' social engagement and building an organizational culture based on values. This type of perk allows employees to engage in charity work, social projects, or pro-ecological initiatives without having to use their vacation leave. Employee volunteering programs bring benefits to both local communities and the organizations themselves, which build a positive image of a socially responsible employer.

Employees who have the opportunity to participate in volunteer projects feel greater job satisfaction and identify with the company's values, which translates into higher engagement and loyalty. Additionally, volunteering activities develop soft skills such as teamwork, empathy, and problem-solving, which are then used in daily work. Companies offering this benefit often organize joint charity actions that further integrate the team and build a sense of community.

Emotional and Mental Health Support Benefits

Heartbreak Leave as Emotional Support

"Heartbreak leave" is one of the most unusual benefits, originated in Japan in 2008 at the company Hime & Company in Tokyo. This firm was the first to introduce paid leave granted to employees after a romantic disappointment, the length of which depends on the employee's age and can range from 1 to 3 days. This benefit recognizes that difficult emotional experiences can affect work ability and productivity, offering space for grieving and rebuilding mental balance.

Although heartbreak leave is not yet common in Poland, it serves as inspiration for employers looking for innovative ways to emotionally support their teams. This type of benefit shows that the organization understands the holistic nature of employee wellbeing and is ready to support them not only professionally but also personally. Combined with other forms of psychological support, heartbreak leave can be an element of a comprehensive mental health strategy.

Wellbeing Programs and Psychological Support

Wellbeing programs and psychological support form the foundation of a modern HR strategy, responding to the growing demand for mental health care in the workplace. Psychologists can offer regular support via online sessions and collaboration within health apps, helping employees cope with daily stress. Professional psychological support in difficult crisis situations, available via telephone support lines, and individual counseling tailored to specific needs create a comprehensive care system.

Key benefits resulting from mental health support include improved performance through stress reduction, increased employee loyalty, and greater commitment to company goals. Effective strategies include psychological consultations helping employees identify stress sources, development coaching supporting professional and personal growth, and implementing support programs for employees in difficult moments. Managers should participate in mental health support training to increase their awareness of how to talk to employees in crisis situations.

Family and Parenting Support Benefits

Subsidies for Child Education and Childcare

ZUS (Social Insurance Institution) subsidizes nursery care up to a maximum of 400 PLN per month per child, but not more than the fee paid for the child's stay in a nursery or children's club. Under changes introduced as part of the "Active in Nursery" program, parents receive significantly higher nursery care funding from the state budget than before—instead of 800 PLN, from the 2024/2025 year, they can receive up to 1500 PLN paid by ZUS, but not more than the actual tuition fee. Employers can additionally supplement this support by offering their own child education and care funding programs, which is a significant benefit for families.

Benefits related to children's education also include subsidies for tutoring, extracurricular activities, or day camps organized by the company or funding for external activities. Childcare during holidays is a particularly valued perk—day camps organized by the employer allow parents to work peacefully during periods when schools are closed. These types of benefits are especially attractive to young parents, who make up a significant part of the labor market and seek employers offering support in balancing professional and family life.

Subsidies for Remote Learning Equipment

Subsidizing equipment for remote learning has gained importance in the context of the growing popularity of online education and hybrid learning. Employees with school-age children appreciate support in purchasing laptops, tablets, desks, or ergonomic chairs that enable effective learning at home. This benefit not only facilitates parents' management of their children's education but also shows that the employer understands the challenges associated with family life.

Some companies offer comprehensive support packages that also include internet subsidies or educational software, creating a complete solution for employees' families. Combined with flexible working hours for parents and additional days off for childcare, subsidizing remote learning equipment is an element of a broader pro-family strategy. Employees using these types of benefits are more satisfied with their workplace and show higher loyalty to the employer.

Bringing Pets to Work and Veterinary Care

The possibility of bringing a dog to work, also known as a "dog-friendly office," is a benefit not prohibited by law—there are no regulations in the Labor Code covering this area. Whether a given organization will be a dog-friendly workplace is decided solely by the employer, who can establish regulations defining the rules for the presence of animals. "Pet-friendly" means places adapted to their presence, often offering a water bowl or a rest area.

Employees who can take their dog with them to work are more satisfied with the company and more loyal to their employer—the awareness that the firm understands and supports their personal needs builds a positive employer image. The presence of animals in the office allows employees to focus on tasks and leads to increased productivity by reducing stress and improving well-being. Regulations for bringing a dog to work usually include a ban on aggressive dogs, a requirement for current vaccinations, owner liability for damages, and designation of the space where the dog can stay.

Educational and Development Benefits

Online Live Cooking and Cooking Course Subsidies

Online live cooking is an innovative form of team integration that, alongside stationary courses, has quickly become a popular educational benefit. Online culinary workshops are interactive cooking sessions that are a great opportunity for fun and learning together, even when the team is geographically dispersed. Participants connect via a teleconferencing system, and the workshops take the form of an interactive video webinar lasting about 3 hours.

A cooking academy provides and delivers all necessary food products to workshop participants, and during online classes, participants compete with each other and take part in contests. This benefit combines elements of team integration with the development of culinary skills, offering practical support in everyday life. Workshops can be conducted in Polish and English, and the menu and program are set individually, allowing for full personalization of the experience.

Subsidies for Language Courses and University Tuition

Subsidizing language courses is one of the most sought-after benefits in 2025, especially among younger employees planning an international career. A young employee will likely choose language courses as a priority development benefit, while older employees may prefer other forms of educational support. Key trends include flexibility and professional development through funding for training, language courses, and mentoring programs.

Subsidizing university tuition, including postgraduate studies and MBAs, constitutes significant support for ambitious employees striving to improve their professional qualifications. This type of benefit not only develops team competencies but also increases the organization's value by raising the level of employee expertise. Companies offering comprehensive educational support are perceived as investing in the development of their people, which translates into higher talent retention and better business results.

Mentoring Program as a Competence Development Tool

A mentoring program supports the professional and personal development of employees, which translates into greater efficiency and engagement in entrusted duties. Mentoring facilitates knowledge transfer and skill development, and thus professional qualifications, which can be reflected in increased efficiency and innovation within the organization. Employees under the care of mentors make fewer mistakes, adapt faster to new duties, achieve more ambitious goals, and often feel greater job satisfaction.

Implementing mentoring in a company is an effective way to increase employee efficiency and the business effectiveness of the organization. Recruitment costs drop—employees who have development opportunities change jobs less frequently, and an organization providing its crew with development support is perceived by candidates as an attractive employer. Developing manager skills through continuous growth causes their job satisfaction level to rise significantly, and an engaged leader means an engaged team.

Flexible Work Forms and Tech Support

Remote Work with Internet and Electricity Subsidies

On April 7, 2023, new regulations on remote work came into force, according to which an employee working remotely is statutorily entitled to a remote work equivalent covering reimbursement for electricity and internet costs. Reimbursement of remote work costs is due to both employees working exclusively remotely and those working in a hybrid mode, although in the case of the latter, it will be paid in proportion to the number of remote work days. The act does not explicitly state the amount of the remote work allowance but recommends estimating electricity consumption based on similar workstations in the company.

Estimates show that a standard computer consumes about 30–35 groszy of electricity per hour, which gives an amount of 2.4–2.8 PLN per working day, accumulating to around 50 to 60 PLN monthly. Reimbursement of costs incurred during remote work covers expenses for electricity, internet, telecommunications services, and other expenses directly related to remote work. If the employer does not provide the employee with materials and work tools, they should determine the amount of the due equivalent together with the employee.

Hybrid Work and Working from Exotic Locations

Hybrid work has become a standard in employers' offers, and studies show that expectations regarding hybrid work models increased by 25% as early as 2023. Flexibility and work-life balance are benefits that, according to research by Mercer, should be standard in employers' offers in the coming months. The possibility of working from exotic locations, known as workation, is a combination of remote work and vacation in an exotic destination, allowing for the discovery of new places, stimulating creativity, and increasing efficiency.

Workation not only allows for exploring new places but also enables spending time with loved ones—imagine morning coffee with an ocean view in Bali, an afternoon brainstorming session in a café in Marrakesh, or evening relaxation with family in a villa in the Maldives. A change of scenery promotes the generation of new ideas and allows for a break from daily routine—working in an inspiring place makes it easier to focus on priorities and find fresh solutions. Remote work eliminates the need to commute to the office, allowing for better day management; instead of wasting hours in traffic, one can focus on tasks or spend more time sightseeing and relaxing.

Financial and Service Benefits

Subsidies for Meals and Commuting

Meal subsidies are a benefit that translates into better results and employee well-being—healthy food at work forms the basis of energy and concentration. The most sought-after benefits are training, commuting subsidies, attendance bonuses, or private medical care. Meal subsidies can take various forms—from lunch cards and shopping vouchers to free meals from local restaurants instead of classic lunch coupons.

Cultural subscriptions are another element of an extensive benefit package—for example, access to streaming platforms, theaters, or museums. Commuting subsidies, especially in the form of free public transport tickets, constitute not only financial support but also an element of the organization's pro-ecological strategy. Prepaid cards and shopping vouchers offer flexible financial support that employees can use according to their own needs.

Concierge for Employees as Organizational Support

A concierge for employees is a unique benefit enriching the package of perks, highlighting the company's attractiveness and building its competitive advantage in the labor market. This benefit is more than a convenience—the employee gains comfort and peace of mind, and the employer gains a more motivated, satisfied, and effective team member. Concierge services cover a wide range of organizational support, from daily matters to complex tasks requiring time and attention.

The scope of concierge services includes grocery shopping, delivering clothes to the laundry, sending or collecting packages, dog walking, official, postal, and legal matters, scheduling medical appointments, product searching, booking restaurant tables, complaints and returns, purchasing medicines, buying theater or concert tickets, as well as booking hotels and planning vacations. This solution works to everyone's advantage—from the team to the entire organization, significantly reducing stress associated with daily duties and allowing employees to focus on work.

Cafeteria System and Benefit Personalization

A cafeteria system for employees is a solution allowing for the personalization of non-wage benefits, where employees receive a specific pool of points or a budget to spend on benefits they choose themselves. These perks usually include a wide range of services, such as gym memberships, shopping vouchers, health insurance, and even extra vacation days that the employee can select independently. Companies wanting to increase employee satisfaction through a flexible approach to benefits are interested in the cafeteria system.

Key benefits of the cafeteria system include increasing the company's attractiveness in the labor market—companies offering extensive cafeteria systems are perceived as more modern and open to employee needs, which helps attract talent. Cost optimization is another advantage—thanks to the ability to manage the budget allocated for social benefits, the cafeteria system allows for more effective use of available funds. Studies indicate that as many as 40% of employees believe that benefits do not meet their needs, highlighting the importance of personalization through cafeteria systems.

How to Implement Unconventional Benefits in an Organization?

Matching Benefits to Employee Needs

Matching benefits to employee needs requires conducting a wellbeing audit, which allows identifying team needs in terms of mental and physical health and work-life balance. An effective benefit strategy takes into account employee diversity—a young employee will likely choose language courses and additional sports insurance, while a parent of a small child prefers nursery funding and flexible working hours. A cafeteria system enables employees to independently choose benefits from an available pool, significantly increasing satisfaction and a sense of agency.

It is also crucial to consider market trends—in 2025, employees primarily expect private medical care, holiday gift cards (37%), and extra days off (35%). Minimalism in benefits means focusing on truly needed perks instead of extensive packages that employees do not use—43% of employees do not regularly use granted benefits, indicating a problem of offer mismatch. Personalizing perks through regular satisfaction surveys and collecting feedback from the team allows for continuous adjustment of the offer to changing needs.

The Role of HR in Managing the Benefit Offer

The role of the HR department in managing the benefit offer goes beyond administering perks and includes strategic design of programs supporting the organization's business goals. The HR department should regularly analyze market trends, benchmark the competition's offer, and adapt the benefit package to the expectations of different generations of employees. Educating employees about available benefits and encouraging their use is also key—lack of knowledge about the offer often leads to valuable perks not being utilized.

HR specialists should collaborate with managers in monitoring employee wellbeing, identifying signs of burnout, and responding to reported needs. It is worth having managers participate in mental health support training, which will increase their awareness of how to talk to employees in crisis moments. The HR department also plays a key role in establishing criteria for granting unconventional benefits, guided by the principle of non-discrimination and ensuring process transparency.

Measuring Effectiveness and Benefit Impact on Engagement

Measuring benefit effectiveness requires establishing Key Performance Indicators (KPIs) covering employee engagement, turnover, sickness absence, and productivity. Regular employee satisfaction surveys and analysis of the utilization of individual benefits allow for the identification of perks with the highest value and the elimination of those that do not enjoy interest. Only 36% of respondents rate their benefit package as attractive, indicating a need for continuous improvement of the benefit offer.

Investing in benefits brings real advantages for firms through lower employee turnover—companies offering attractive perks tailored to individual needs can count on lower staff churn. When employees feel appreciated by their employer, they are more loyal and inclined towards long-term cooperation, and lower turnover means lower costs associated with recruitment and onboarding new employees. It is also worth measuring the impact of benefits on employer branding by analyzing the number of applications, candidate quality, and opinions on platforms rating employers.

Trends and the Future of Unconventional Benefits in 2025

Changing Employee Expectations

Changing employee expectations in 2025 focus on flexibility, health and wellbeing, and professional development. Key trends include the possibility of remote work, flexible hours, access to private healthcare, psychological support, physical activity, and funding for training, language courses, and mentoring. Engagement of managerial staff dropped from 30% in 2023 to 27% in 2024, meaning that less than one in three managers shows enthusiasm and is fully engaged in their role.

Generation Z, which makes up an increasingly large part of the labor market, particularly values autonomy, real influence on their work environment, and profit-sharing programs or employee stock options. Young employees expect benefits supporting inclusivity, actions for equality and diversity, and sabbatical programs enabling personal development and travel. Ecological benefits are gaining increasing popularity as a significant element of the benefit offer—subsidies for bicycles and electric transport for employees and the possibility of working in ecologically certified office buildings strengthen the brand of a sustainable employer.

Innovations in Non-Wage Benefits

Innovations in the area of non-wage benefits in 2025 include introducing micro-bonuses that motivate young employees to greater engagement and loyalty, giving them a sense that they are an integral part of the company's success. Profit-sharing programs allow for a direct link between the organization's financial results and benefits for employees, increasing their motivation to achieve better results. Green benefits, such as electric bike subsidies, tree planting programs on behalf of the employee, or free public transport tickets, reflect growing ecological awareness.

Nais Box, as an example of an innovative benefit, offers personalized corporate gifts that can be woven into an appreciation strategy on the occasion of special events or achievements. Technologies supporting wellbeing, such as meditation apps, online fitness platforms, or mental health monitoring tools, are becoming standard in modern organizations. Online live cooking and thematic workshops are examples of benefits combining team integration with the development of practical skills, which are particularly valued in a remote work environment.

The Role of Benefits in Building a Positive Work Environment

The role of benefits in building a positive work environment is crucial for creating an organizational culture based on trust, respect, and mutual support. Employees using benefits supporting wellbeing feel that the company cares about their welfare, which builds a positive employer image and increases team loyalty. Offering unconventional perks, such as nap rooms, the possibility of bringing pets to work, or concierge services, shows that the organization understands and supports employees' personal needs.

Emotional benefits and psychological support create a safe work environment where employees can openly communicate their needs and challenges without fear of stigmatization. Professional life has a huge impact on all aspects of life, which is why helping employees through wellness and wellbeing programs and psychological services is important. Key benefits resulting from mental health support in the workplace include improved performance, increased employee loyalty, and engagement in achieving company goals. Pro-family, developmental, and relaxation benefits create a comprehensive support ecosystem that attracts and retains talent while building the company's reputation as a responsible and modern employer.

FAQ

How do unconventional benefits differ from standard ones?

Unconventional benefits differ from standard ones primarily by the degree of personalization and innovation, addressing niche employee needs that go beyond the basic offer of health insurance or gym cards. While standard perks are offered to all employees in a uniform form, unconventional benefits often function in cafeteria systems allowing for individual selection based on preferences. Examples of unconventional benefits include menstrual leave, nap rooms, IVF funding, or work from exotic locations, which were unheard of just a few years ago. These perks address higher levels of Maslow's hierarchy—needs for belonging, esteem, and self-actualization, while standard benefits focus on physiological and safety needs.

What benefits do employees choose most often in 2025?

In 2025, employees most often choose private medical care, holiday gift cards (37%), and additional days off (35%). Flexible work forms, including remote and hybrid work, have become standard—expectations regarding hybrid work models rose by 25% back in 2023. Benefits supporting wellbeing, such as access to psychological support, online fitness platforms, and wellbeing programs, are gaining increasing popularity. Younger generations, especially Generation Z, prefer developmental benefits like language course subsidies, mentoring programs, and the possibility of participating in company profits through employee shares. Pro-family benefits, including childcare subsidies (up to 1500 PLN from ZUS) and flexible hours for parents, are a priority for employees with families.

How to effectively implement a cafeteria system in a company?

Effective implementation of a cafeteria system requires conducting an employee needs audit, which helps identify the most desired benefits and tailor the offer to team diversity. The cafeteria system should include a wide range of perks, such as gym memberships, shopping vouchers, health insurance, and extra vacation days, which the employee can choose independently. Key steps include establishing transparent rules for awarding points or budgets and creating an intuitive platform enabling easy selection and management of benefits. The HR department should regularly educate employees about available options and encourage their use, as lack of knowledge often leads to valuable perks not being utilized. Measuring system effectiveness through analysis of individual benefit utilization and regular satisfaction surveys allows for continuous improvement of the offer.

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