At the end of each year, companies are faced with a key opportunity to review and design their employee benefit plans for the coming year.
Strategic planning not only has an impact on employee retention and satisfaction, but also on the costs, taxes and organisational competitiveness. For 2026, this task is even more relevant in an environment where Flexible Remuneration and Social Benefits are consolidated as key talent management and retention tools.
1. Assess the current benefit situation
Before starting to plan for the 2026 budget, it is essential to review in detail what Social Benefits the company already offers (if any) and how they are being used. It is not just about cost accounting, but about understanding the real value that employees perceive:
- Analyse which of the current benefits have wider adoption and identifies which elements actually meet the team's needs and which might require adjustment.
- Observes usage trendsfor example, in Spain, the benefits related to mobility, Ticket Restaurant, Edenred Nursery o health insurance are often among the most valued. Knowing which services are most attractive to professionals helps to prioritise investments and design a package that really impacts on their satisfaction and well-being.
- Conduct internal surveys to find out what your teams really value: you can discover what they value most and what they perceive to be lacking, something that numbers alone do not always reveal. This exercise is key even if your company does not yet have an active benefits package, as it allows you to identify expectations, priorities and needs before launching any initiatives.
This combination of objective data and direct feedback allows identify strengths, areas for improvement and opportunities to innovate in next year's benefits offering, ensuring that 2026 decisions are aligned with the real needs of employees and the company's strategic objectives.
2. Analyse costs and taxation
The Social Benefits represent an investment for the company, but this investment can be optimised by taking into account both the fiscal impact as well as the way in which the programmes are structured. Many of the benefits offered by the company include deductible for corporate income tax purposes, This reduces the real cost to the company. On the other hand, the plans for Flexible Compensation enable employees to improve their net salary using personal income tax exemptions, without generating additional costs for the company.
When planning the 2026 budget, it is essential to consider both aspects togetherThe cost of Benefits and the impact of Flexible Remuneration. This provides a clear view of how much the total compensation investment will represent within the budget and allows informed strategic decisions to be made, ensuring that resources are used efficiently and that benefit programmes deliver real value to both the business and employees.
If you want to know more about the difference between Social Benefits and Flexible Remuneration read our article!
3. Adjust your growth and business objectives
Each company has unique goals for the coming year such as workforce growth, international expansion, retention of premium talent, etc. The Benefits budget should align with these objectives. Some key points:
- If you anticipate growth or want to be more competitive in attracting talent, consider increasing or diversifying benefits.
- Design various budget scenarios in order to have flexibility of decision in the event of a change in the economic or fiscal context.
- Assesses how the benefits can reinforcing the company's culture and values, The company's commitment to the motivation, commitment and satisfaction of its employees goes beyond the simple economic component.
4. Considers trends and habits of workers
Employees' habits and expectations are changing. Today, in addition to financial retribution, employees value the work-life balance, The flexibility and wellness-focused benefits.
Benefits such as restaurant vouchers, health insurance, transport cards or even flexible working arrangements can strengthening team commitment and satisfaction, improving your employer brand.
Not all employees value the samecustomising options or allowing each person to choose from a range - as in a Flexible Remuneration system - improves the perception of the total package.
5. Plan the internal communication of the plan
Good planning is not just about numbers:
clearly communicate the benefits to your teams will make them perceive their real value.
Include in your budget planning:
- Explanatory materials for each benefit
- Workshops or information sessions
- Supporting employees in understanding how to use benefits
Effective communication is key to maximising adoption and satisfaction with the plan.
Communicate your decisions transparently
It is not enough to define the benefits: it is essential to
explaining to employees the decisions that have been made, Both improvements and possible cutbacks are important to understand. When a company adjusts its benefits package, whether to adapt to budgetary or strategic changes, workers value understanding the
why each decision.
Clear and honest communication
helps build trust and avoids misunderstandings or negative perceptions. Even in the case of reductions, explaining the reasons - e.g. the need to maintain the sustainability of the plan, to balance costs or to prepare for future improvements - allows employees to understand that the decision is a strategic one and not a whim.
In addition, conveying how each change fits into the overall vision of the company
strengthens the relationship with the teams and contributes to the benefits package being perceived as fair and balanced, increasing motivation and commitment.
6. Rely on Edenred to design your profit strategy.
In this planning process, having a specialised partner makes all the difference. Edenred assists companies in the design, management and optimisation of their benefits and Flexible Remuneration plans, offering solutions adapted to each business reality and to the real needs of employees. Its benefits include
Ticket Restaurant, Edenred Mobility, Edenred Nursery and health insurance with Edenred Flex, The new training programmes cover different key areas of team wellbeing and motivation.
Thanks to its experience, technology and in-depth knowledge of the fiscal framework, Edenred helps transform the profit budget into a strategic lever for motivation, efficiency and competitiveness, ensuring that each decision brings value to both the company and its teams.
