What Types of Employee Benefits Are Available?

Broadly speaking, employee benefits – also referred to as «fringe benefits» – can be grouped into four categories.

Financial Incentives

An attractive pension scheme and accident insurance are well-established and important benefits a company can offer. In Switzerland, additional employer contributions to the occupational pension plan (above the statutory minimum) have a particularly strong effect: they are tax-efficient and unfold their impact over an entire career. How openly you talk about salaries and allowances is becoming increasingly relevant for Swiss employers too, driven by the EU pay transparency directive.

It is also common practice to provide employees with additional financial compensation or supplementary income alongside their regular salary or hourly wage. This may include expense allowances, performance-related bonuses and commissions, profit-sharing in times of business success, or stock options. For employees with children, financial support for childcare is helpful. Larger companies may even offer on-site childcare facilities. Vouchers or discounts on the company's own products or services can likewise fall under this category – as can Reka and lunch checks, which are well established in Switzerland.

Physical and Mental Health and Wellbeing

Health – both physical and mental – has firmly become one of the most sought-after benefits by 2026. Mental health in particular has moved from taboo to top topic: mindfulness apps, coaching budgets and Employee Assistance Programs (EAP) are now part of the standard package in many organisations. Acting early also amounts to effective burnout prevention.

Many employees place great value not only on physical fitness, but also on their overall wellbeing. Investing in employees' wellbeing has been shown to improve engagement and productivity. Examples include subsidised gym memberships or fitness classes, discounts on health and wellness products, free coaching services, meditation spaces or «quiet rooms» in the workplace – and not least ergonomic workstations, in the office as well as at home.

Skills Development and Professional & Personal Growth

Many employers recognise the value of investing in the development of their employees' skills and knowledge. Reimbursing or covering the costs of courses, online training or seminars supports not only the personal growth of individual employees but also strengthens the organisation as a whole. Systematic talent development therefore feeds straight into retention.

For larger investments, it is common for the company to share the costs, with the employee committing to remain with the company for a defined period. Should the employee leave earlier, they would typically repay a proportionate amount. Important in 2026: money alone is not enough. If you want training to really land, you offer dedicated learning time alongside the budget. Without protected time, every training franc evaporates – which is precisely the point of the relearning revolution.

Another attractive option: providing time for personal projects that may also benefit the company – as exemplified by Google's well-known model.

Working Hours, Commute and Annual Leave

Offering flexible working hours and locations, alongside financial support and incentives, provides significant advantages when attracting top talent. Many companies contribute to commuting costs – for example with a GA travelcard, a half-fare pass or a company-sponsored public transport subscription, alternatively a contribution to a bicycle or e-bike. In urban areas, public-transport subsidies are increasingly replacing the classic company parking space.

Modern employers also create opportunities for flexible working time models, hybrid working arrangements and, in some industries, the four-day week. Sabbaticals and the option to purchase additional annual leave are among the building blocks in 2026 that work particularly well because they signal trust.

The Most Popular Employee Benefits in 2026

As a rule, the employee benefits offered should align with your company's culture and employer branding and further strengthen them. From flexible working hours and training opportunities to a gym membership or complimentary beverages in the office – there are many ways to delight your employees and motivate stronger performance.

The Belohnungsstudie 2026 (Rewards Study), conducted by BONAGO Incentive Marketing Group in cooperation with Hochschule Fresenius, regularly analyses which benefits employers use most frequently¹. According to the latest findings, 91 percent of participating companies actively implement retention measures today, and 93 percent plan to do so this year. Whereas 2025 was dominated by topics such as health and mobility, the focus in 2026 is shifting more strongly to structural themes like financial relief and housing costs. Hybrid working remains a fixture – by 2026 it is no longer a special perk but an expectation.

The Roland Berger Employee Benefits Study 2025 confirms the trend: benefits are no longer an add-on, but a strategic tool for talent acquisition and retention². Individually selectable benefits, wellness offerings and well-designed training budgets are likely to grow further in popularity.

Boosting Motivation: The Importance of Personalised Benefits

Many companies also offer discounts on their own products. A strong alternative to general employee benefits is the provision of individualised incentives. According to the latest Belohnungsstudie, many organisations underestimate the importance of tailored benefits.

A younger employee who enjoys backpacking might value a sabbatical, while a parent may prefer financial support for childcare. The same applies to attractive pension schemes: younger employees are less likely to engage with such offers than colleagues approaching retirement.

This is exactly why the Roland Berger 2025 study advocates for a lifecycle model: benefits should meet employees in the life stage they are actually in – from career entry through the family phase to pre-retirement. Five to ten relevant benefits typically deliver more impact than 20 to 30 rarely used ones. What matters is not the length of the list, but the fit – and that is where it is decided whether benefits translate into genuine employee retention.

Summary: Why Employee Benefits Matter

The role of HR professionals has evolved significantly in recent years, and today's HR departments carry more responsibilities than ever before. Still, building strong interpersonal relationships with employees remains the highest priority. Innovative employee benefits are one of the most effective ways to connect with your staff on a human level. These benefits can make employees feel recognised, improve work-life balance and enhance personal wellbeing and motivation – all of which are key success factors for modern HR departments.

The benefits a company offers are a crucial factor in an employee's decision to join – or remain with – an employer. They can ultimately determine whether someone is happy and fulfilled in their role, and they show up directly in your turnover figures. Of course, not all benefits are relevant or practical for every individual.

Tailoring employee benefits and negotiating individual packages can be time-consuming and resource-intensive. However, it is well worth the effort to understand what your employees truly need most. A surprisingly simple starting point: a short, anonymous team survey often delivers more clarity than any trend list. And because benefits only work once they land, it pays to look at your lived corporate culture and at a solid onboarding process in which you explain them from day one.

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