MyBenefit survey shows that one in two employees in Poland includes benefits in their household budget.

The Polish non-financial benefits market is currently valued at approximately PLN 17 billion.^[3] Several factors contribute to the steady growth of this market’s value, including the competitiveness of employers striving to attract the best talents.

Employers are aware of the economic environment and the condition of the business sector, and so they are striving to improve employee retention in various ways: 25% of companies plan to raise salaries, while 14% of them are opting to introduce more attractive non-financial benefit packages.^[4]

According to the Hays Salary Guide 2026, the benefits most desired by employees include extra days of leave, flexible working hours, medical care, a company car, a sports card, and funding for professional development, as well as bonuses like meal subsidies or cafeteria-style benefit plans that directly support the household budget.

The process of implementing the provisions of the Pay Transparency Directive is underway in European Union countries. In Poland, the consultation and review phase for the second draft act on strengthening the application of the right to equal pay for men and women for equal work or work of equal value concluded on 3 June. The Ministry of Family, Labour and Social Policy is preparing a third draft, which will likely reach Parliament in the summer. Under the new regulations, benefits are classified as supplementary and variable components of remuneration. Alongside the base pay rate, they will be valued and reported in the pay gap statement (note: exceptions include benefits funded by the Social Benefits Fund or those available to all employees without any qualifying criteria). This is a major shift – not only legal but, above all, a shift in mindset, because both employees and employers will have to learn to take a holistic view of remuneration. The remuneration will include all pay components, benefits, training, and other entitlements (e.g.: pension schemes, financial instruments) that the employee receives from the employer by virtue of their employment.

– We are entering a new era of remuneration. It is time for organisations to implement the Total Rewards model, that is, to build an employee value proposition based on a compensation package comprising financial components (base salary, bonuses, commissions, awards), benefits, training, and other bonuses, which together create an attractive and market-competitive offer for both candidates and current employees. In an era of the war for talent and a shortage of skilled employees, this approach offers an opportunity to build a market advantage based on benefits and bonuses. It is they that retain employees within the organisation, support household budgets, and optimise employer costs as employers frequently take advantage of tax exemptions and preferential tax treatment. We can offer more and the benefit to the employee can be higher – comments Joanna Liksza, MyBenefit expert at Benefit Systems and head of the Compensation & Benefits postgraduate programme at Lazarski University.

Companies want to build awareness regarding benefits

The Aon’s Global Benefit Trends Study shows that companies want to raise employee awareness regarding the benefits offered. Only 18% of organisations admit that awareness of benefits within their company is at a satisfactory level.

– In Poland, 9 out of 10 employees of small, medium, and large enterprises have access to benefits. On average, they make use of about six different benefits. Our data shows that 36% of employees who receive benefits still do not know their value. The Pay Transparency Directive is beginning to change this situation, and companies should prepare for it – emphasises Anna Voit, Deputy Director for Product Development at MyBenefit, Benefit Systems.

The Aon’s study indicates that in Central and Eastern Europe, as many as 58% of international organisations still rely on distributing information about benefits in paper form. Companies worldwide are seeking solutions to help build awareness of employee benefits, with 86% believing that technology plays a key role in this regard. 70% of organisations operating in Central and Eastern Europe plan to implement Total Reward Statement tools.

– Communicating the full range of benefits and their value is a challenge that can be easily addressed by implementing a tool such as TRS, which is available in our portfolio of HR solutions. The technology used allows for easy updating of information and its distribution among employees – notes Anna Voit, adding: – TRS as an approach is not new. It originated in the 1980s but in the era of pay transparency, it is set to gain in importance. It makes the work of HR teams easier and enables employees to find all information in one place. Another set of features increasingly attracting the attention of HR teams comprises automated benefits management options that enable the ordering of access to benefits.

It is difficult to predict today how the non-financial benefits market will change in the coming years. However, the directive soon to be incorporated into the Polish legal system places great emphasis on ensuring that all types of salary supplements become part of the salary itself. However, it should be noted that, according to experts, the level of preparedness among Polish companies remains limited. One in five companies reports a lack of expertise in remuneration management, while nearly half of enterprises indicate a lack of tools to meet the requirements of the Pay Transparency Directive.^[5]

^{[1] Ariadna – January 2026 survey}

^{[2] PARP report: “Rynek pracy, edukaсjа, kompetencje. Aktualne trendy i wyniki badań” (April 2026), p.27}

^{[3] “Oferta, która motywuje i zatrzymuje pracowników,” GazetaPrawna.pl}

^{[4] Labour Market Barometer 2026, p. 44}

^{[5] “TRENDS 2025: Pay Transparency”, Compensation & Benefits Club}

Agnieszka Bemowska-Niewiarowska

Kierownik Zespołu PR, Benefit Systems

• a.bemowska@benefitsystems.pl
• 517 172 559

^{Benefit Systems has been a leader in the Polish non-financial benefits market for over 20 years and one of the most important players in the fitness industry in the region. For years, the company has been setting market development directions, creating modern solutions that support employee wellbeing and promote an active lifestyle. Benefit Systems’ flagship product is the MultiSport Programme – the most recognizable and most frequently chosen sports programme in Poland, providing access to thousands of sports and recreational facilities. The company’s strong portfolio is complemented by the MyBenefit cafeteria platform and the comprehensive Multi.Life wellbeing programme, creating a unique ecosystem of benefits for companies that care about their employees. Benefit Systems is also dynamically expanding its presence abroad. The company’s sports offer is available in the Czech Republic, Slovakia, Bulgaria, Croatia and Turkey, which strengthens its position as one of the key providers of wellbeing services in Central and Eastern Europe. The group is also a major operator of fitness clubs in six markets, and in Poland it is responsible for well-known networks, including Fabryka Formy, FitFabric, Fitness Academy, My Fitness Place and Zdrofit. Benefit Systems’ mission is to inspire physical activity and care for health at every stage of life. That’s why the company runs numerous educational and health-promoting initiatives for children, adults, and seniors, including through the MultiSport Foundation. Its actions confirm that the role of a leader is not only about scale, but also about real social influence. Since 2018, Benefit Systems has been a member of the prestigious B Corp community, which brings together companies that adhere to the highest standards of responsibility and social involvement in their business. More information at benefitsystems.pl/en and biuroprasowe.benefitsystems.pl/releases/English.}