2025 trends in fringe benefits

Competition for highly qualified talent in Switzerland remains fierce, and fringe benefits remain a crucial asset for organisations looking to stand out in the ‘war for talent’. To support organisations in this strategic approach, recruitment specialist Robert Walters surveyed the current trends and preferences of Swiss employees and employers when it comes to fringe benefits. Christian Atkinson, Country Director at Robert Walters Switzerland, shares the key findings.  

Preferred benefits  

For professionals considering a new job, some fringe benefits remain crucial. The preferences of Swiss professionals in 2025 include:  

• Flexible working or working from home (67%)   
• Performance bonus (66%)   
• Pension contribution (61%)   
• Personal development and training allowance (44%)  
• Company stock options/shares (34%)  
   

“These results show that employees increasingly value benefits that support both their well-being and financial security,” says Christian. “By finding a balance as an employer between offering financial security and personal growth, companies can differentiate themselves in a competitive job market.” 

Dynamic development   

In a dynamic labour market, organisations continue to adapt their offerings to the changing needs of their workforce. Robert Walters' research shows that many employers have offered new or improved fringe benefits to their employees in the past year. The top improvements were:  

• Bonus scheme (14%)   
• Company stock options/shares (12%)  
• Additional leave days (12%)  
• External training opportunities (7%)  
   

Christian: "The introduction of new or improved benefits reflects how employers are responding to a rapidly changing job market. Real impact occurs when organisations look beyond standard solutions and tailor benefits to the specific needs of their teams. Considering flexible benefits that support both professional growth and personal balance not only increases satisfaction, but also improves engagement and loyalty, creating a strong competitive advantage in the long term.” 

Focus in 2025: flexibility and recognition  

In 2025, employers will focus more than ever on flexibility and personal recognition as key strategies to retain talent.

The Robert Walters survey found that 63% of employers consider flexible working to be one of the most effective retention strategies within their organisation. Christian: “This trend highlights that the hybrid workplace - where employees can flexibly choose between working from home and working in the office - has taken hold. Organisations that invest in this not only demonstrate their responsiveness to the changing needs of their employees, but also position themselves as modern, attractive employers.” 

Alongside flexibility, the focus on personal recognition is also increasing. The same survey shows that 72% of organisations value their employees' performance through verbal appreciation or personal feedback, while 66% opt for bonuses or financial incentives. These figures show that a mix of formal and informal recognition is crucial to motivate employees and keep them engaged.  

“The most successful employers in 2025 will not only compete on salary and benefits, but also on how they recognise and support their employees. It is no longer just about what you offer, but how you do it. Flexibility, personal appreciation and a focus on well-being are no longer luxuries, but necessary pillars of a strong HR policy,” Christian concludes.    

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