Free coffee, the most modern office, and a ping-pong table may look good on Instagram, but they are not enough to attract quality talent. In a labor market that is crying out for people, employers must offer more. Flexible working hours, monetary rewards, Christmas bonuses, and vacation allowances are just some of the ways employers attract employees, according to a statement from Kompare, which researched the most common benefits offered by Croatian employers.
Monetary rewards are a classic
Bonuses for achieved results, Christmas bonuses, vacation allowances, or gifts for children are still among the most frequently mentioned benefits. These are the oldest and most well-known forms of rewarding, so employees generally expect them.
However, no matter how welcome they are, such additions are no longer the main lure for attracting and retaining workers. A one-time reward or Christmas bonus rarely solves problems that mean much more to employees. For this reason, an increasing number of employees are seeking benefits that have a long-term impact on their quality of life.
Flexibility is the new standard
One of the key benefits is the balance between private and professional life. In this regard, flexibility in the workplace plays an increasingly important role.
Working from home – which before the pandemic was a privilege for only a small number of employees – is now almost commonplace. Along with this, hybrid work models and flexible working hours are becoming increasingly popular benefits.
A strong emphasis on health
In addition to flexibility, there is also a strong emphasis on employee health. Multisport and PassSport cards, office gyms, and health preservation programs are increasingly present in larger companies.
– In this context, additional health insurance stands out. The reason why more and more employers are opting for this benefit is explained by – Bojan Radlović, CEO of kompare.hr.
Year after year, additional health insurance is becoming more popular among employers, and we also notice that employees highly value it. The reason is clear – in a system where waiting months for appointments is common, it means a faster and simpler path to doctors and specialists.
Often, such a policy encourages employees to undergo check-ups that they would otherwise postpone. This not only preserves their health but also reduces the number of sick leaves. A group policy, unlike an individual one, includes individuals who already have a diagnosis.
Another important detail is that premiums up to 500 euros per year per employee are exempt from income tax. This benefit is therefore not just an investment in employee health. It is a smart way for employers to show care while strengthening their competitiveness.
How to distinguish benefits from basic working conditions?
Although job advertisements still mention various things, free coffee, laptops, or break rooms can hardly be considered benefits. These are basic working conditions that cannot and should not be the only offerings from an employer.
Real benefits should provide employees with genuine added value – whether through financial security, flexibility, or health care. Ultimately, benefits are not a luxury but a way to retain quality and capable staff.
