Employee benefits can support health, ease household budgets and make it easier to relax. Which benefits are worth including in a company offer, and how can they be matched to the team's needs?
A medical package, sports card and meal allowance meet different needs than an extra day off or weekend voucher. The most popular employee benefits are worth treating as inspiration for creating your own package. The choice should depend on the nature of the work, team expectations and available budget.
Employee benefits – what are they?
Employee benefits are additional services and conveniences offered by an employer beyond basic pay. They may include access to services, subsidies for specific expenses or organisational solutions that help employees balance work and private life.
An employee benefit may be regular, such as a monthly medical package, or occasional, such as a voucher given for an anniversary. These forms of support should be clearly distinguished. Employees should know what they can use regularly and what is a one-off thank-you.
The most popular employee benefits – examples
In the Pracuj.pl survey conducted in December 2024, respondents most often indicated an attractive private healthcare package (49%), flexible working hours (46%) and life insurance (44%). The results concern benefits respondents consider when choosing a job offer, not those most frequently offered by companies.
This is not an exhaustive list of options. The examples below also cover developing interests, supporting everyday expenses and leisure. It is worth comparing them before the company chooses a specific package.
Health and activity – everyday non-salary benefits
Private healthcare, group insurance and a sports card are options to start with when comparing available benefits. For a medical package, the range of consultations and tests matters, as does the option to book an appointment near home or work. For a sports card, check the list of facilities and the level of co-payments.
Non-salary benefits may also include psychological consultations or subsidies for selected physical activities. One person may choose a gym, another a swimming pool, yoga or dance. Choice increases the chance that the offer will suit different interests and abilities within the team.
Flexibility and extra time off as an employee benefit
Being able to choose a start time within an agreed range makes it easier to combine work duties with commuting and family matters. Where the role allows, hybrid work can serve a similar purpose. Its rules should be clearly described and linked to the duties performed.
An employee benefit may also take the form of an extra paid day off, for example on a birthday. This solution offers flexibility: employees can plan a short trip, handle personal matters or simply relax.
Development and hobbies – employee benefit ideas
Funding language learning, postgraduate studies or a selected course helps develop skills and interests. To make this opportunity easy to use, define the budget per person, proposal submission rules and expense settlement process.
Employee benefit ideas can go beyond professional development. Pottery workshops, photography courses and cooking classes let people try something new after work. The offer should distinguish optional development activities from training required to perform the job.
Everyday expenses and family – practical employee benefits
Subsidies for meals, commuting or childcare can provide meaningful support for the household budget. Before choosing a lunch card, check where and under what conditions it can be used. The offer should also accommodate remote workers and those outside the company's main office.
Practical employee benefits also include cinema, theatre and sports event tickets, as well as gift cards. For offers aimed at families with children, it is useful to include an alternative for everyone else. This helps more employees find something for themselves in the package.
Leisure and recovery – employee benefits outside the office
Holiday subsidies, hotel stay vouchers and massage invitations are options connected with free time. They can be matched to the budget and occasion: from a single service to a weekend getaway.
Such employee benefits should be chosen with their terms of use in mind. Validity, available dates, possible co-payments and travel all matter. A voucher allowing the recipient to arrange the date independently is easier to fit around personal plans than a trip scheduled in advance by the company.
How to choose employee benefits?
A short survey with specific proposals is a good starting point. Instead of asking generally about interest in additional benefits, ask employees to select the three most useful options. It is also worth finding out why some people do not use the current offer.
Shift workers may need services available in the evenings, while people living outside large cities may need benefits provided locally.
Therefore, before choosing employee benefits, check:
- availability of services where the team lives and works;
- the amount of any co-payments;
- registration, booking and cancellation rules;
- the option to choose an alternative benefit;
- how opinions and interest will be collected and assessed.
You do not need to introduce all solutions at once. Start with a few options, then review their use after an agreed period and collect team feedback.
Which employee benefits should a small company choose?
In a small company, compare a fixed subscription with subsidies for selected services or an occasional benefit. The choice depends on cost, the number of interested people and how often they will use the offer. A small team also allows direct discussion of preferences.
Employee benefits on a limited budget may include a set amount for a course, tickets to a cultural event or a gift voucher. Calculate the total annual cost and check whether using the benefit requires a high co-payment. You can also offer several options of similar value.
Cafeteria system – employee benefits to choose from
A cafeteria system lets employees choose benefits from an available catalogue within an allocated budget or points allowance. Depending on the offer, these may include sports services, culture, shopping or leisure.
Benefits organised this way can make it easier to tailor packages to different needs. Before choosing a platform, check its catalogue, fees, point validity and whether points can be accumulated. It is equally important to check whether the services are available where the team lives.
Vouchers for employees at Villa Park MED & SPA – time to relax in Ciechocinek
An employee voucher can invite someone to a weekend with time for a leisurely breakfast, massage and walk instead of more obligations. At Villa Park MED & SPA in Ciechocinek, this break can be combined with an extensive wellness and treatment offer and cuisine at Restauracja Preludium. Its location beside Zdrojowy Park also encourages relaxation outside the hotel – simply step out for a walk along the park avenues.
One of the hotel's attractions is Saltaris SPA with a brine pool, jacuzzi, sauna area and indoor brine graduation tower. In summer, guests can also use the outdoor pool overlooking the park. A stay can therefore be planned around swimming and sauna sessions or quiet time with a book by the pool.
At the MED & SPA Institute, guests can enjoy massages and facial and body treatments. The hotel also houses the Structural Rehabilitation Clinic – an additional option for those interested in a stay with an individually tailored rehabilitation programme. Restauracja Preludium serves Polish and European cuisine, so the day can end with dinner without looking for a restaurant outside the property.
For a company, this means an opportunity to give relaxation in a place where guests can choose from different ways to spend their time. Employee vouchers are available as a monetary or stay option and remain valid for 12 months from the issue date. At purchase, we agree the benefits and booking rules, tailoring the offer to the budget and occasion.
The most popular employee benefits – frequently asked questions
How can you check whether employees use their benefits?
Combine aggregate benefit-use data with a short anonymous survey. Also ask about obstacles such as co-payments, location or booking difficulties. Low usage alone does not explain why the offer fails to meet the team's needs.
Should an employee pay extra for a benefit?
A co-payment is one possible solution, but it may limit interest in the benefit. Before choosing a package, check whether the team accepts the amount. Sometimes a more modest benefit funded entirely by the company will be better received.
Can an employee voucher include a stay for two people?
Yes, if the selected offer provides for it. Before purchasing, agree the number of guests, length of stay, meals and extra services. The term “stay voucher” alone does not define all the conditions.
What should you do if an employee does not want to use the selected benefit?
Find out why and, if the programme rules allow, offer another option. Lack of interest in one service does not mean the employee needs no additional support. They may prefer another benefit or more flexible terms of use.
