In 2026, Flexible Remuneration will cease to be just a salary supplement to become a strategic tool that combines well-being, sustainability and family reconciliation. Companies that want to attract and retain talent will have to offer benefits that truly adapt to the needs of their professionals, allowing them to improve their quality of life without directly increasing costs for the company.
This ranges from comprehensive wellness programmes and health insurance to sustainable mobility plans, as well as family reconciliation solutions such as childcare tickets. In this scenario, Flexible Remuneration is consolidating its position as a instrument able to protect the purchasing power of professionals, offering practical and economic advantages that reinforce motivation and commitment to the company.
As modern models of work become more established, the Flexible Compensation has become a key tool for attracting talent and building loyalty. More and more workers are looking for benefits that fit their personal priorities, from health insurance to options that make it easier to reconcile work and family life.
This change is particularly visible among younger generations who highly value flexible benefits as an integral part of their compensation package, with a direct impact on their perception of their job.
In 2026, the company benefits linked to holistic wellbeing - covering physical, mental and emotional health - will be cornerstones of any competitive compensation package. Unlike traditional approaches that focus only on very basic annual medical visits, modern programmes include emotional support, access to preventive services and strategies that promote a better work-life balance.
For companies, offering financial support to the health insurance represents an investment in the productivity, talent retention and reduced absenteeism, especially in a scenario where health and general wellbeing are priorities for workers.
One element that will be on the rise in 2026 is the sustainable mobility as a corporate benefit. Schemes that support green transport - such as transport tickets - not only help reduce the company's carbon footprint, but also bring tangible value to employees.
By facilitating greener commuting options, companies can respond to two key challengesThe following benefits: reduce environmental impacts and improve the purchasing power of workers by reducing commuting costs.
In addition, these plans are aligned with and comply with the new Sustainable Mobility Act, which encourages and demands responsible and environmentally friendly transport policies from companies. This green approach is part of a broader vision of corporate welfare and corporate social responsibility, strengthening the reputation of the companies that adopt it.
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The reconciling work and family life has become a top priority for professionals of all ages. In this respect, the benefits that support family responsibilities - such as Edenred Nursery- are increasingly valued.
These products not only facilitate the management of childcare, but also make it easier to help to reduce stress and costs related to family life, The inclusion of family-friendly solutions also contributes to improved employee satisfaction and engagement. In addition, including solutions that support families contributes to a more sustainable and sustainable more inclusive and humane corporate culture, The programme is aligned with the current expectations of the labour market.
Inflation, changes in the labour market and economic pressures mean that many companies are looking for ways to maintain or improve the purchasing power of their teams without substantially increasing labour costs.
This is where Flexible Remuneration shows its potential: it allows employees to allocate part of their compensation to tax-advantaged benefits, maximising their take-home pay without raising the total wage cost of the company.
This model favours both the company - which can offer a more competitive value proposition - and the employee - who enjoys benefits that bring direct and tangible value, saving each month based on the use of the benefits.
Many workers do not take full advantage of the benefits available, either due to a lack of awareness or a lack of effective communication from the company. In 2026, it will be key for companies to educate their teams on how to make the most of them and the tax or practical benefits they bring. A well-designed internal communication strategy can make the difference between an underutilised programme and one that really impacts on employee motivation and satisfaction.
Among the most effective actions to boost adoption are:
Effective internal communication not only increases the use of available benefits, but also reinforces the perception of the company as an employer that is close and committed to the well-being and development of its team.
