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Research Shows That Professionals Want to Review Benefits Packages and Seek Customization, Highlighting Bonuses and Health, but Companies Still Primarily Offer Meal Vouchers and Traditional Plans. The Survey Reveals Clear Differences Between Desire and Offer.
The pressure to review benefits packages increased in 2025.
Seven in ten professionals (76%) want changes to what they receive today and 84% would like to customize the benefits according to their needs, but only 21% say they have this possibility in their current job.
The picture appears in a survey by Robert Half with 1,400 professionals with higher education and exposes a mismatch: the agreed bonus is the most desired item, even though it ranks only fifth among the most offered.
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Preferences in 2025: Main Desired Benefits
The survey indicates that workers prioritize components with a direct impact on their wallets and long-term protection.
The agreed bonus (annual, quarterly, monthly, or occasional) is considered important by 83.72% of respondents.
Next come the private health plan (77.52%) and the meal voucher (74.42%).
Benefits aimed at future security, such as private pension, appear with 57.75%, while dental assistance is mentioned by 53.49%.
Still on the list of priorities, incentives or reimbursements for education and courses are seen as relevant by 43.80%.
Items related to mobility, such as fuel assistance and fuel expense reimbursement, total 36.43%, the same proportion attributed to life insurance and accidental insurance.
Meanwhile, company car or cost assistance for vehicles reaches 31.01%, and corporate cell phone or mobile plan reimbursement, 30.23%.
Benefit Customization is Still an Exception
Despite strong demand for customization, only one in five workers reports having the autonomy to adjust their package.
The gap between preference and offer is also reflected in the stability of the indicator over time: last year, 77% of professionals already stated they expected changes in benefits, a proportion practically identical to what is seen now.
What Companies Offer Most in 2025
On the organizational side, some items dominate the shelf.
Meal voucher and health plan are offered by 80.23% of companies.
The dental plan appears in 71.32% of packages, followed by life insurance and accidental insurance (59.30%).
The agreed bonus appears with 57.36%, behind traditionally mass-distributed aids.
Other relevant components include transportation allowance (48.84%) and gym membership or gym subscription (48.06%).
Corporate cell phone or mobile plan reimbursement are found in 46.90% of offers. Meanwhile, private pension reaches 34.88%, and childcare assistance or vouchers for childcare, 31.01%.
Offer x Demand: Where is the Mismatch
The main point of divergence is the workers’ priority for structured variable compensation, while companies remain focused on classic maintenance items.
Benefits well-rated by professionals, such as education incentives, fuel cost assistance, and company car, are not among the most distributed.
In a statement recorded by the survey, Leonardo Berto, manager at Robert Half, summarizes this picture.
“The data show a mismatch between the benefits offered by companies and what workers truly value. It is essential that organizations continue to seek solutions aligned with their realities to reconcile these interests,” he said.
Benefits and Retention of Professionals
When it comes to retention, 53% of professionals recognize that benefits directly influence their decision to stay at the company.
On the other hand, 37% disagree that the aids have this power, and 10% were unsure.
The figures indicate that although the package is not the only factor, it is an important axis alongside salary, growth prospects, and work-life balance.
Among those seeking new opportunities, the analysis shows that half of the unemployed consider benefits when evaluating a proposal.
If the items deemed essential are not present, many resort to salary negotiation as a form of compensation.
Why the Bonus Leads Preference
The interest in the agreed bonus combines predictability and performance recognition.
Professionals see this mechanism as a way to value results without turning them into a permanent fixed cost.
Still, the pace of adoption depends on each company’s margin and the sector in which it operates, factors that explain why the item remains behind traditional aids in offers.
Health and Nutrition Remain Essential
Even with the search for variables, protection and well-being items remain decisive.
Health plan and meal voucher appear simultaneously at the top of preference and offer.
These benefits preserve income, reduce unforeseen events, and impact quality of life, which is why they remain as the foundation of packages.
Education and Pension Gain Space
The presence of private pension among relevant items, combined with the desire for education incentives, suggests a focus on development and future security.
While support for courses appears as a tool for technical updating, the pension deals with financial planning.
In both cases, the design of the benefit — counter-benefits, company participation, and eligibility rules — influences adherence.
The Advancement of Customization in Packages
Expanding flexibility tends to bridge the gap between offer and demand.
Models that allow employees to choose between different aids — combining health, nutrition, education, pension, mobility, and well-being — emerge as an alternative to address varied profiles.
For companies, the issue involves balancing costs and transparency in the rules. What benefit would weigh most in your decision to accept a job offer in 2025?
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