What benefits should you offer your employees?

Well, I think we've captured your attention! And rightly so, since company benefits represent a real strategic challenge: they are levers for recruitment, retention and collective performance. In a changing business environment, marked by the rise of teleworking and employees' growing expectations in terms of flexibility, companies are also having to rethink their benefits policies. Bonuses and luncheon vouchers are no longer the only solutions. Among the emerging solutions, flexible workspaces are emerging as a key lever for responding to these changes and attracting talent. We tell you all about it!

Employee benefits: changing expectations

The quest for a better work-life balance is at the heart of employees' expectations. Particularly at a time when the tables have turned, as companies have used a number of arguments in recent years to attract and retain talent.

According to a recent study conducted by Harmonie Mutuelle Groupe VYV, "Nearly nine out of ten employees highly value the presence of company benefits. It's even their number one loyalty criterion, on a par with remuneration policy," notes mutualist expert Sébastien Otto in the columns of the French newspaper Les Echos.

These benefits, once focused on financial aspects such as bonuses and profit-sharing, are now diversifying. Among the most popular fringe benefits, employees prefer high-quality supplementary health insurance (86%), supplementary retirement benefits (77%), employee savings schemes (73%), retirement savings plans (72%), time savings accounts (72%) and other benefits.pargne-temps (72%) et un contrat de prévoyance (72%) ... However, while the security and financial aspects remain the order of the day, WTW's "Global Benefits Attitude Survey" (GBAS) reveals high expectations in terms of flexibility.
Companies must now offer global solutions to meet their teams' aspirations.

From traditional benefits to flexibility

Traditional employee benefits, such as extended health insurance, meal vouchers or company savings plans, remain essential pillars of the company's strategy. However, a shift towards forms of benefits more in tune with new lifestyles is taking place. These include

• Wellness and mental health : Access to health platforms, meditation or yoga sessions, and teleconsultation services have become standard in many companies.
• Support for parenthood : Company crèches , extended parental leave and financial assistance for childcare are among the most popular measures.
• Mobility and sustainability: Encouraging the adoption of green modes of transport, through incentives or subscriptions to soft mobility services, is gaining in popularity.
• Flexible spaces: Telecommuting may be popular, but it also has its limitations: isolation, lack of social ties or difficulties in collaborating effectively. Flexible workspaces offer a balanced solution. These environments, which are modular and adapted to the varied needs of teams, transform the office into a place of choice rather than obligation. Brainstorming rooms, rest areas, nomadic workstations: everything is designed to adjust to the tasks and pace of employees.

Flexible workspaces are not a passing fad. They embody a structural transformation of the working world, where flexibility and well-being are no longer privileges, but legitimate expectations. For companies, the challenge is clear: to rethink their offering in response to these changes, and to ensure that their social policies are both attractive and sustainable. The message is clear: the future of work is flexible, inclusive and people-centred.