How to plan the Social Benefits budget for 2026?

1. Evaluate the current benefit situation

Before starting to plan for the 2026 budget, it is essential to Review in detail what employee benefits the company already offers (if any) and how they are being utilised.. It is not just about cost accounting, but about understanding the real value that employees perceive:

• Analyse which of the current benefits have greater adoption and identify which elements truly satisfy the team's needs and which might require adjustments.
• Observes usage trendsFor example, in Spain, the benefits related to mobility, Ticket Restaurant, Nursery or health insurance tend to be among the most valued. Knowing which services are most attractive to professionals helps to prioritise investments and to design a package that truly impacts their satisfaction and wellbeing.
• Conduct internal surveys This will help you find out what your teams really value, so you can discover what aspects they value most and what shortcomings they perceive, something that numbers alone don't always reveal. This exercise is key even if the company doesn't yet have an active benefits package, as it allows you to identify expectations, priorities and needs before launching any initiative.

This combination of objective data and direct feedback allows Identify strengths, areas for improvement, and opportunities for innovation In next year's benefits offering, ensuring that 2026 decisions are aligned with the real needs of employees and the strategic objectives of the company.

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, which reduces the actual cost for the company. On the other hand, the plans for Flexible remuneration 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 Social Benefits and the impact of Flexible Remuneration. This provides a clear view of how much the total investment in compensation will represent within the budget and allows for informed strategic decisions, ensuring resources are used efficiently and that benefit programmes deliver real value to both the company and employees.

If you want to know more about the Social Benefits and Flexible Remuneration Read our article!

3. Adjust your growth and business objectives

Each company has unique goals for the upcoming year such as staff growth, international expansion, premium talent retention, etc. The Employee Benefits budget should align with these objectives. Some key points:

• If you anticipate growth or want to be more competitive in talent acquisition, consider increasing or diversifying your benefits.

• Design several budget scenarios to have flexibility of decision in the event of a change in the economic or fiscal context.
• Evaluate how benefits can reinforcing the company's culture and values, contributing to employee motivation, engagement, and satisfaction, going beyond the simple economic component.

4. Consider worker trends and habits

Worker habits and expectations are evolving. Nowadays, in addition to financial remuneration, 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 Reinforce 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 Benefits system – improves the perception of the total package.

Download our e-book and discover the most popular Flexible Benefit options in Spain!

5. Plan internal communication for the plan

Good planning doesn't just stop at the numbers: clearly communicate the benefits to your teams will make these perceive their true value. Include in your budget planning:

• Explanatory materials for each benefit
• Workshops or information sessions
• Employee support to understand 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 the improvements and the potential cuts. When a company adjusts its benefits package, either to adapt to budgetary or strategic changes, employees greatly value understanding the why for each decision.Clear and honest communication helps build trust and avoids misunderstandings or negative perceptions. Even in the case of reductions, explaining the reasons – for example, the need to maintain the sustainability of the plan, balance costs or prepare for future improvements – allows employees to understand that the decision is part of a strategic approach and not a whim. Furthermore, conveying how each change fits into the company's overall vision Strengthens the relationship with the teams and contributes to the benefits package being perceived as fair and balanced., increasing motivation and commitment.

6. Trust Edenred to design your benefits strategy

In this planning process, having a specialised partner makes all the difference. Edenred supports companies in the design, management and optimisation of their benefits and Flexible Remuneration plans, offering solutions tailored to each business's specific situation and the real needs of employees. Among its benefits, it highlights Ticket Restaurant, Edenred Mobility, Edenred Guardería and health insurance with Edenred Flex, which allow for coverage of different key areas of team well-being and motivation. Thanks to its experience, technology, and deep knowledge of the fiscal framework, Edenred helps to transform the benefits budget into a strategic lever for motivation, efficiency, and competitiveness, ensuring that each decision brings value to both the company and its teams.