Sep 1, 2024
A good salary will always be important, but it’s not the whole story. As an employer, you also want to offer benefits that reflect your culture and make your company stand out. Think: extra vacation days, a vitality budget, or a home office allowance. These are the extras that help attract and keep the right people.
Quick Recap: what’s the difference between Primary and Secondary Benefits?
Primary employment benefits are the basics: salary, working hours, paid leave. These are the dealbreakers. If they’re not right, people won’t join.
Secondary employment benefits are the extras that bring your offer to life. Think pension plans, mobility budgets, personal development, sports subscriptions. These are the things that make your company feel like a better place to work, and where you can really stand out.
Why secondary employment benefits are important
Secondary employment benefits are not “nice extras”, but essential for attracting and retaining talent. They provide:
Better work-life balance: Flexible working hours or the option to work from home are often decisive.
Health and vitality: Investing in sports and wellness programs reduces absenteeism and increases productivity.
Personal growth: Training budgets show that you care about the long-term development of employees.
According to the Benefits Trend Report 2025 , 92.1% of companies offer secondary employment benefits that focus on improving well-being and health.
Original examples of secondary employment benefits
Want to go beyond the basics? Here are some real-world benefits that employees love, and that show your company goes the extra mile:
Mobility budget or travel allowance
Let employees choose how they commute, whether that’s a lease bike, train pass, or shared car service.Wellness budget
Support mental and physical health with flexible budgets for gym memberships, meditation apps, or coaching sessions.Extra vacation days
Offer the option to buy extra time off for better work-life balance.Personal sports budget
A flexible approach to fitness, so employees can choose what suits them.Learning & development budget
Cover short courses, mentoring, or microlearning that fits into busy schedules.Healthy snacks and fresh fruit
A simple way to support healthy habits at the office.Home office allowance
Cover practical costs like a good desk, office chair, or high-speed internet.Volunteer days
Give staff paid time off to support a cause they care about.Vitality programs
Offer access to classes, coaching, and apps like Meditation Moments.Birthday leave
Give employees their birthday off, a small gesture that goes a long way.Childcare allowance
Help working parents manage the cost of daycare.Cultural or educational budget
Encourage employees to visit museums, attend talks, or take courses.Vacation swap options
Let employees exchange vacation days for a bonus or vice versa.Company bike scheme
A lease bike program with tax benefits that promotes sustainability.Paid sabbatical
Offer long-term team members the chance to take extended time off to recharge or explore a personal project.
In the Benefits Benchmark Report, you can find many more inspiring examples and trends regarding employment benefits.
How do you start improving your package?
A good starting point: critically examine your current benefits offerings. The following steps can help with that:
Understand what employees want. Create a short survey or have conversations to gather wishes.
Compare with the market. Use benchmarks such as the Dutch Benefits Benchmark Report to determine your position.
Make it personal. Flexibility and options are often mentioned, but YES! they are really important. ‘Benefits’ platforms can make this process easier by providing a wide range of options. It also saves you a lot of administration!
Making a difference with Alleo
The modern individual choice budget allows employees to customise their benefits. With over 350 partners, 10,000 sports locations, and solutions from mobility to vitality, companies can reduce their employer costs while increasing employee satisfaction. Alleo offers options with and without free space in the wage cost scheme that are tax attractive for both employee and employer.
Conclusion
Employee benefits are the foundation, but secondary benefits are where you truly make an impact. By approaching your offerings creatively and flexibly, you not only strengthen your position as an employer but also build an engaged and productive team. Curious how your organisation can benefit from a flexible benefits package? Let’s discuss this together in a demo.
