2024 trends in fringe benefits

With competition for high-quality talent in Belgium being more fierce than ever before, the distinctive nature of fringe benefits provides a crucial edge for organisations. These benefits not only play a key role in employee well-being, but also serve as a valuable asset for employers in creating attractive pay packages.

As part of this strategic approach, Robert Walters surveyed the current trends and preferences of Belgian employees regarding fringe benefits. We explain the main findings of the study.

Current offerings 

The annual Robert Walters salary survey reveals a diverse range of fringe benefits offered by Belgian employers. Remarkably, the majority of respondents benefit from a company car or transport allowance (82%) and health insurance (81%), followed by group insurance (73%) and flexible/home working (70%). Bonus systems (63%) are also frequently offered, indicating a comprehensive approach to employee welfare and financial incentives. 

In addition, employers show an active commitment to expanding their benefits package, including coverage for life-threatening illnesses (46%), subsidies for training (45%), involvement through company shares (27%), extra leave days (18%) and the possibility of gym membership (9%).

This diversity of fringe benefits is testament to employers' commitment to offering a comprehensive and attractive benefits package to their employees.

Desired benefits 

When considering a new job, respondents clearly prefer receiving a company car (70%) and bonus schemes (69%). Moreover, they attach considerable importance to hybrid/home working (62%) and having hospitalisation insurance (53%).

Dynamic development in the past 18 months 

In a dynamic labour market, organisations are actively adapting to the changing needs of their workforce. Robert Walters' survey shows that in the past 18 months, employees have received new or additional fringe benefits. Bonus systems (29%) and flexible/home working (24%) take the lead in this regard, indicating a continued focus on financial incentives and employers' commitment to work-life balance for their employees. 

Other notable shifts include an increase in company cars or transport allowance (25%) and group insurance (13%). These adjustments show that employers are paying due attention to providing long-term financial security to attract and retain talent in this dynamic and tight labour market.

More information

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