The labor market is undergoing significant transformation. To fill numerous vacancies, employers compete fiercely for specialists. Companies had to adapt their benefit offerings to meet the high expectations and requirements of employees. The landscape of non-wage benefits is undergoing a real evolution. Unusual services are now in fashion. And there are more and more of them.
Attractive remuneration is not enough to attract and retain specialists in the company. In order to attract as many people as possible, employers bid on employee benefits. The list of non-wage benefits is very long. Special benefit platforms with a full range of services are already on top. Employees browse offers and choose the benefits that will provide them with the greatest non-wage benefits. Despite high expectations from employees, some companies can surprise even experienced experts in this industry with their creative ideas.
Non-wage benefit. Companies offer unusual services to employees
In one of Warsaw’s companies, employees can use the services of a cleaning company. Anyone can order the “maintaining order in an apartment or house” service. At the beginning of each month, the company’s employees mark the days in the internal system when they want to use the unusual benefit. Most employees said in an internal survey that this means they no longer have it “second job” At home.
In July and August, many companies offered employees holiday subsidies. Employees most often received PLN 500 net for each person in the family. For many people this amounted to a third or a quarter of their salary. In turn, a company in Łódź has introduced an application where the employer can open accounts for employees and regularly top them up with transfers. Anyone can spend this money on various services, e.g. walking the dog, shopping, or making an appointment with a doctor.
Companies offering their services fill both employers and employees with newer ideas. Some corporations decide to have internal stores for employees with special discounts, gift vouchers or the recently popular “additional days off”. – Unusual services are now in fashion – says Daria Bomba, head of the HR and Payroll Department at Ecol-Unicon.
Employee benefits. If you have more children, you will get a bigger car
AstraZeneca also decided to offer such unusual benefits. By expanding its fleet with new electric cars, the employer surprised its subordinates with an interesting benefit solution. Employees with at least three children can now count on larger company cars. The company’s representatives argue that this solution is intended to increase comfort both when using the car at work and when traveling with the family.
— This is an innovative initiative emphasizing our approach to supporting sustainable employee transport – says Łukasz Karpiński, deputy director for mobility at a biopharmaceutical company. – In this way, we want to support our employees in their everyday needs, but also contribute to building a more sustainable future – he adds.
Maciej Arwaj, commercial director at ALD Automotive, speaks in a similar tone. In his opinion, electric vehicles are still a differentiator on the market, and an even more attractive benefit for employees and co-workers. – More and more companies treat them as an innovative way of building bonds and loyalty to the company – explain.
Non-wage benefits have changed. Companies must adapt
Internet users have also noticed numerous changes in benefit offers on the labor market. They exchange information about evolutionary changes in non-wage benefits in social media groups. “Where did this sudden flood of offers come from?” – employees ask online.
The answer can be found in the “Benefits of the Future” report prepared by ICAN Institute. “Around the world, the general uncertainty caused by the pandemic, war and inflation has caused a significant shift in the employee benefits landscape.” – argue the authors of the study. In their opinion, companies were forced to quickly and innovatively adapt their offers to meet new requirements and challenges.
Mercer’s research shows that sudden changes were introduced by over 90 percent. organization, with 60% of respondents made changes to additional benefits, and 40 percent in basic, transforming into, as it were, “suppliers” of prosperity and work.
Employee benefits. Employees decide what they want to use
Changes can be noticed in many international companies with headquarters in the largest Polish cities. Large corporations are already creating employee wish lists. The most noticeable change is the fact that more and more often it is employees, and not employers as before, who choose what they would like to use and what they want to give up.
However, this is not the end of changes related to benefits. The report shows that employers are increasingly expanding their assistance programs and developing online resources to meet needs in this area. Offerings include teletherapy, mindfulness programs, stress management programs and digital cognitive behavioral therapy.