[Poland] Non-wage benefits – how to ensure employee well-being?

Innovative employee benefits and well-being are becoming key elements of the HR strategy of every company that wants to build a strong and committed team. Entrepreneurs, striving, among other things, to reduce employee turnover, significantly increase budgets for additional non-wage benefits. In this article, we present employee benefits that are gaining popularity among employees and suggest how to use them effectively in the company.

Investing in an employee: are benefits the key to success?

Employee benefits are much more than just salary supplements. They are a tool that allows employers to build team engagement and loyalty. In 2025, as shown by the results of the “Benefits in SMEs” report, investment in non-wage benefits is becoming an increasingly important element of the HR strategy of small and medium-sized enterprises. These additional benefits, tailored to the needs of modern employees, are intended not only to improve comfort and health, but also to support professional and personal development.

The definition of non-wage benefits goes far beyond traditional medical packages or sports cards. Companies, in order to meet the expectations of employees, invest in holistic programmes that include psychological support, educational courses, and flexible work forms. These benefits, although not directly part of the salary, have a large impact on the quality of life of employees, their job satisfaction, and consequently help increase work efficiency and contribute to the success of the entire organization.

Employee benefits – which are worth investing in?

We are witnessing a revolution in the approach to employee benefits. Employers, wanting to attract and retain the best talent, must adapt their offers to the individual needs of employees. Here is a list of 10 employee benefits that, according to ICAN Research, are key non-wage benefits in companies:

1. Private medical care – employee health and comfort

Quick access to specialists and medical tests. Investing in private healthcare is a clear signal that the company cares about the health and well-being of its employees, which directly translates into efficiency and loyalty.

2. Sports cards – promoting an active lifestyle

A healthy and active team is an effective team. Sports cards are a simple way to encourage employees to engage in regular physical activity, which helps reduce stress and improve health.

3. Flexible working hours – work-life balance

Work-life balance is key to employee satisfaction. Flexible working hours and the possibility of remote work allow for a better reconciliation of professional and private life, thus contributing to greater work efficiency.

4. Remote work – a modern model of work organization

The pandemic has changed the way we approach work. Remote work has become a desirable benefit. Companies that offer flexibility in the workplace gain an advantage in the labour market and find new employees more easily.

5. Meal subsidy – comfort and savings for employees

Healthy and tasty meals at work are the basis of well-being. Co-financing meals in canteens or restaurants is an investment in the health of employees.

6. Financing of training and courses – development of competences and job satisfaction

Investing in employee development is an investment in the future of the company. Funding for training and courses helps to improve the team’s competences and increase its effectiveness.

7. Learning foreign languages – communication in an international environment

Knowledge of foreign languages is a valuable skill in the global job market. Language courses and lessons with native speakers are an investment in employee development and company competitiveness.

8. Mentoring programmes – development through cooperation and exchange of experiences

Mentoring is an effective way to develop talent and build a culture of cooperation in an organization.

9. Telemedicine – quick access to medical consultations

Telemedicine is a modern solution that helps save time and increases the availability of medical care.

10. Wellbeing programmes – comprehensive care for the mental and physical health of employees

A healthy and happy employee is an effective employee. Wellbeing programmes, including mindfulness sessions and health webinars, are an investment in the mental and physical health of the team.

Investing in human capital – how can an employer use benefits to build an advantage?

We already know that employee benefits are gaining importance. The Vanity Style report shows that as many as half of surveyed companies (48%) intend to introduce new benefits to their offer. But how can an employer use them to build engagement, loyalty, and above all, competitive advantage? Here are some key recommendations.

Choose a strategic approach to benefits

• Employers should treat benefits as a strategic element of building employee engagement and loyalty.
• A coherent strategy should be developed that supports the company’s goals, responds to employee needs and takes into account market trends.
• Conscious planning of benefits allows for cost optimization and increased efficiency of operations.

Ensure effective communication

• It is crucial to provide employees with clear and regular information about available benefits.
• The employer should ensure that employees are aware of the value of the benefits offered and know how to use them.
• It is worth using various communication channels to reach all employees.

Build employee engagement by personalizing your offer

• It is worth remembering that employee engagement is not just about material benefits. The benefits related to personal and professional development, work-life balance, and an organizational culture that promotes collaboration and values the contribution of each team member are equally important.
• The key is to personalize the offer. By taking into account the diversity of employee needs and preferences, the employer can create a more attractive system of benefits.

Consider the location of your business

• A company’s location plays a key role in the selection of employee benefits. In large cities, where the labour market is more competitive, employees can expect different benefits than employees from smaller towns, located far from large agglomerations. Therefore, the benefit policy should be adapted to the specifics of the local labour market and should take into account the real needs of employees.

In addition, companies that want to build an attractive benefits system must first understand the real needs of their employees. This means taking into account both benefits related to physical activity and those supporting job satisfaction and professional development.

To sum up,an employer who invests in benefits that are well thought out and tailored to the needs of employees, builds a strong employer brand and gains a competitive advantage on the labour market.Benefits are therefore not only a cost, but above all an investment in human capital that brings benefits to both employees and the company.

Benefits management – how can we help?

Take the administrative burden off your shoulders and provide your company with professional employee benefits management. Benefits management, especially in large organizations, is a task that requires time and resources. Instead of burdening internal HR departments, it is worth using professional support in this area. We offer comprehensive benefits administration.

See also: Webinar recording: Employment contract and benefits – the most common mistakes made by employers