76% of professionals want changes to their benefits package

Despite advances by companies, gaps in the provision of incentives persist

The 2025 Robert Half Benefits Survey reveals that, although most respondents (57%) say they are satisfied with the corporate benefits they receive, 76% would like to see changes to their packages. These figures, very close to those observed in 2023 and 2024 (74% and 77%, respectively), show that overall satisfaction remains stable, but the desire for adjustments remains high.

The survey was conducted with 1,400 qualified professionals, aged 25 or older and with a college degree. Eighty-four percent of them desire to choose their incentives, but only 21% have this option. This data shows an improvement compared to 2024, when 15% had flexible packages, indicating that personalization is gaining ground and momentum.

"The data shows a mismatch between the benefits offered by companies and what employees truly value. It's essential that organizations continue to seek solutions aligned with their realities to reconcile these interests," explains Leonardo Berto, manager at Robert Half.

The survey also confirms the perception that benefits are crucial in attracting and retaining talent: 53% of employees and 49% of companies recognize their direct influence.

TOP 10 benefits most valued by employees versus those most offered by companies

MOST VALUED	MOST OFFERED
Agreed bonus (annual, quarterly, monthly, occasional)	Meal/Food Vouchers
Private health plan	Private Health Plan
Private health plan	Dental Plan
Private pension plan	Life/Accident Insurance
Dental plan	Agreed Bonus (annual, quarterly, monthly, occasional)
Education incentive/reimbursement	Transportation Voucher
Fuel assistance/reimbursement	Gym Agreement
Life/Accident Insurance	Company Cell Phone and/or Mobile Plan Reimbursement
Company car/expense allowance	Private Pension Plan
Corporate cell phone and/or mobile plan reimbursement	Childcare Allowance

“É válido reforçar que, com o desemprego em níveis historicamente baixos, a oferta de profissionais com qualificação no mercado é mínima. Isso significa que, para atrair talentos, muitas vezes as companhias precisam recrutá-los de outras organizações. Nesses casos, especialmente quando o salário não pode ser um diferencial significativo, os benefícios tornam-se um instrumento poderoso de negociação”, complementa Berto.

Source: Opinião RH