According to the analysis by Great Place to Work and Bonda, benefits tailored to the real needs of teams were crucial to achieving organizational cultures that are strong and sustainable in a context of financial stress for employees.
Inflation is a challenging variable for well-being at work. Employee benefits are no longer an “extra” but a strategic element that directly impacts employee satisfaction, retention and productivity.
In this context, and according to data from Great Place to Work and Bonda, benefits tailored to the real needs of teams were key to building strong and sustainable organizational cultures. And they still are.
To address 2025 with new challenges, these are the trends, challenges and opportunities that companies must consider to successfully transform their benefits policies.
The most valued benefits of 2024
With an annual cumulative increase of 112% and a year-on-year increase of 166% , according to INDEC data, the purchasing power of employees remained under pressure in 2024. Despite a year-on-year salary growth of 140.5% , income failed to match the cost of living and this generated dissatisfaction in more than 50% of employees , according to Michael Page’s Remuneration Report.
In this scenario of increasing financial stress and with 93% of employees reporting financial difficulties, employee benefits took a central role in organizational strategies.
Employees are looking for concrete solutions to support them in their daily work, and companies have responded to this need.
According to the Bonda Top Ranking, these were the benefits most used and valued by employees during the past year:
Fuel and transportation: Subsidies on fuel and SUBE charges led the preferences, especially in urban environments where mobility costs are significant.
Essential purchases: discounts in various stores such as linen stores, supermarkets and food delivery services have become an effective way to alleviate basic household expenses.
Clothing and fashion: benefits in sports stores were valued for their impact on the daily lives of employees.
Gastronomy: agreements with food chains were valued for offering moments of leisure and family connection.
Beauty and health:
preferential access to perfumeries stood out for their contribution to personal well-being.
Essential services: subsidies for services such as internet, cable television, telephone and electricity were preferred for the peace of mind of guaranteeing basic needs.
Beyond discounts and subsidies, employees highlighted that personal well-being and work-life balance benefits were the ones that generated the greatest impact on their job satisfaction.
These, combined with tangible incentives for everyday spending, strengthened commitment and emotional connection with the organization.
In this context, the key data was that 68% of employees appreciate it required that their company has a benefits program that helps them manage daily expenses.
This trend is not only a response to the solvent situation, but also a reflection of the pressure of groupto improve the quality of life of their teams.
What are the key trends for 2025?
2025 brings unique challenges and opportunities for companies looking to optimize their benefits strategy.
In an economic environment where employee well-being is closely linked to organizational decisions, employee benefits are emerging as a key strategic tool.
The following are the most relevant trends that will mark this year:
Personalization as a standard
Organizations that are able to adapt their enjoyment to the specific needs of their employees will stand out in the labor market.
The ability to alleviate financial concerns, such as high costs for essential services, will improve employees’ financial well-being and boost their engagement and job payment.
Benefits as a complement to salary adjustments
Balancing salary adjustments with an attractive benefits offering will be crucial.
In a context of inflation and changing economic expectations, employees value programs that allow them to maximize their income and reduce essential expenses.
Measure to improve
Despite the positive impact that benefits generate, many companies face challenges in measuring their effectiveness.
According to recent data, 53% of organizations say that measuring the impact of benefits is their biggest challenge. While lack of budget affects 24% of companies.
Meanwhile, poor communication and lack of adequate tools , both at 12% , also complicate management.
Practical and accessible solutions
Focusing on benefits that directly impact employees’ daily lives will be a priority.
Bonda’s projection shows that by 2025, benefits focused on solving everyday needs such as grocery stores, utilities, health and education will gain even more prominence.
By 2025, companies that lead the change in employee benefits will build stronger, more resilient organizational cultures.
Prioritizing personalization, measuring impact, and ensuring effective communication of these benefits will be the keys to standing out in this year’s competitive job market.
Read also: Labour market 2025: more mobility, talent challenges and changes in work patterns
