{"id":918720,"date":"2026-06-16T13:57:10","date_gmt":"2026-06-16T13:57:10","guid":{"rendered":"https:\/\/www.capgemini.com\/pl-pl\/?p=918720"},"modified":"2026-06-16T14:00:04","modified_gmt":"2026-06-16T14:00:04","slug":"benefity-to-za-malo-firmy-odkrywaja-benefit-gap","status":"publish","type":"post","link":"https:\/\/www.capgemini.com\/pl-pl\/insights\/blogi-eksperckie\/benefity-to-za-malo-firmy-odkrywaja-benefit-gap\/","title":{"rendered":"Benefity to za ma\u0142o. Firmy odkrywaj\u0105 &#8220;benefit gap&#8221;"},"content":{"rendered":"\n<header class=\"wp-block-cg-blocks-hero-blogs header-hero-blogs\"><div class=\"container\"><div class=\"hero-blogs\"><div class=\"hero-blogs-content-wrapper\"><div class=\"row\"><div class=\"col-12\"><div class=\"header-title\"><h1>Benefity to za ma\u0142o. Firmy odkrywaj\u0105 &#8220;benefit gap&#8221;<\/h1><\/div><\/div><\/div><\/div><div class=\"hero-blogs-bottom\"><div class=\"header-author\"><div class=\"author-img\"><img decoding=\"async\" src=\"https:\/\/www.capgemini.com\/pl-pl\/wp-content\/uploads\/sites\/27\/2026\/02\/A4A9198-\u2014-square.jpg?w=960?w=200&amp;quality=10\" alt=\"\" loading=\"lazy\"\/><\/div><div class=\"author-name-date\"><h5 class=\"author-name\">Ma\u0142gorzata Kubiak<\/h5><h5 class=\"blog-date\">Jun 16, 2026<\/h5><\/div><\/div><div class=\"brand-image\"><\/div><\/div><\/div><\/div><\/header>\n\n\n\n<section class=\"wp-block-cg-blocks-group section section--article-content\"><div class=\"article-main-content\"><div class=\"container\"><div class=\"grid-container\"><div><div class=\"article-text article-quote-text\">\n<p class=\"has-medium-font-size\"><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-benefity-to-za-malo-firmy-odkrywaja-benefit-gap-i-zaczynaja-dostrzegac-problem\"><strong>Benefity to za ma\u0142o. Firmy odkrywaj\u0105 &#8220;benefit gap&#8221;- i<\/strong>\u00a0<strong>zaczynaj\u0105 dostrzega\u0107 problem<\/strong><\/h2>\n\n\n\n<p>Jeszcze niedawno wystarczy\u0142o mie\u0107 w\u00a0ofercie pakiet medyczny, kart\u0119 sportow\u0105 i\u00a0kilka \u201emi\u0142ych dodatk\u00f3w\u201d, \u017ceby m\u00f3wi\u0107 o atrakcyjnych benefitach. Dzi\u015b taka lista nie robi ju\u017c wra\u017cenia \u2013 ani na pracownikach, ani na kandydatach. W\u00a02026 roku coraz wyra\u017aniej wida\u0107, \u017ce benefity przesta\u0142y by\u0107 przewag\u0105. A\u00a0dla wielu firm zaczynaj\u0105 by\u0107 \u017ar\u00f3d\u0142em\u2026 problemu. Bo cho\u0107 organizacje inwestuj\u0105 w\u00a0nie coraz wi\u0119ksze bud\u017cety, pracownicy cz\u0119sto z\u00a0nich nie korzystaj\u0105. I\u00a0w\u0142a\u015bnie w\u00a0tej luce \u2013 mi\u0119dzy ofert\u0105 a\u00a0realnym u\u017cyciem \u2013 zaczyna rysowa\u0107 si\u0119 jedno z\u00a0najwa\u017cniejszych wyzwa\u0144 HR ostatnich lat.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-od-wyroznika-do-obowiazkowego-standardu\"><strong>Od wyr\u00f3\u017cnika do obowi\u0105zkowego standardu<\/strong><\/h4>\n\n\n\n<p>Na poziomie globalnym nie ma ju\u017c w\u0105tpliwo\u015bci \u2013 benefity to dzi\u015b sta\u0142y element tzw.&nbsp;total rewards. Nie dodatek, nie \u201enice to have\u201d, ale cz\u0119\u015b\u0107 ca\u0142kowitego wynagrodzenia. Polski rynek pod\u0105\u017ca dok\u0142adnie w&nbsp;tym samym kierunku. Coraz wi\u0119cej pracownik\u00f3w bierze pod uwag\u0119 dodatkowe korzy\u015bci przy wyborze pracy i&nbsp;traktuje je jako co\u015b oczywistego, a&nbsp;nie bonus. To oznacza jedno: firmy przesta\u0142y konkurowa\u0107 samym faktem ich posiadania. Dzi\u015b pytanie brzmi nie \u201eczy oferujesz takie \u015bwiadczenia\u201d, ale \u201eczy one maj\u0105 dla kogokolwiek znaczenie\u201d.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-benefit-gap-cichy-problem-ktory-wychodzi-na-wierzch\"><strong>\u201eBenefit gap\u201d \u2013 cichy problem, kt\u00f3ry wychodzi na wierzch<\/strong><\/h4>\n\n\n\n<p>Najciekawszy wniosek z&nbsp;raport\u00f3w z&nbsp;ko\u0144ca 2025 i&nbsp;pocz\u0105tku 2026 roku? Benefity cz\u0119sto\u2026 nie dzia\u0142aj\u0105. Z&nbsp;najnowszych bada\u0144 rynku polskiego wynika, \u017ce:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>tylko ok. 22% pracownik\u00f3w uwa\u017ca je za dopasowane<\/li>\n\n\n\n<li>a\u017c 43% nie korzysta z\u00a0nich regularnie<\/li>\n<\/ul>\n\n\n\n<p>To ogromna zmiana w&nbsp;sposobie my\u015blenia o&nbsp;\u015bwiadczeniach pozap\u0142acowych. Firmy oferuj\u0105 coraz wi\u0119cej, ale pracownicy nie widz\u0105 w&nbsp;tym realnej warto\u015bci. Brzmi znajomo? Nic dziwnego- globalne raporty (Aon, SHRM czy ADP) pokazuj\u0105 dok\u0142adnie ten sam trend \u2013 spadaj\u0105c\u0105 percepcj\u0119 warto\u015bci benefit\u00f3w i&nbsp;ich niedopasowanie. Ten rozd\u017awi\u0119k ma ju\u017c nawet swoj\u0105 nazw\u0119: <em>benefit gap.<\/em> I&nbsp;wszystko wskazuje na to, \u017ce to w\u0142a\u015bnie on b\u0119dzie jednym z&nbsp;kluczowych temat\u00f3w HR w&nbsp;najbli\u017cszych latach.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-dlaczego-wiecej-benefitow-nie-oznacza-lepiej\"><strong>Dlaczego wi\u0119cej benefit\u00f3w nie oznacza lepiej?<\/strong><\/h4>\n\n\n\n<p>Przez lata strategia by\u0142a prosta: je\u015bli pracownicy chc\u0105 wi\u0119cej \u2013 dodajemy wi\u0119cej. Efekt? Inflacja benefit\u00f3w. Lista \u015bwiadcze\u0144 ros\u0142a, jednak ich realna warto\u015b\u0107 \u2013 niekoniecznie. W praktyce wiele firm zacz\u0119\u0142o tworzy\u0107 rozbudowane pakiety, kt\u00f3re:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>s\u0105 skomplikowane<\/li>\n\n\n\n<li>trudne w u\u017cyciu<\/li>\n\n\n\n<li>niedopasowane do r\u00f3\u017cnych grup pracownik\u00f3w<\/li>\n<\/ul>\n\n\n\n<p>W&nbsp;rezultacie pojawi\u0142 si\u0119 paradoks: pracownicy maj\u0105 dost\u0119p do benefit\u00f3w, ale z&nbsp;nich nie korzystaj\u0105. Dlatego dzi\u015b coraz wyra\u017aniej wybrzmiewa nowy kierunek:<br><strong>mniej, ale lepiej<\/strong>. Zar\u00f3wno globalnie, jak i&nbsp;w&nbsp;Polsce ro\u015bnie zainteresowanie rozwi\u0105zaniami elastycznymi \u2013 systemami kafeteryjnymi i&nbsp;ofertami dopasowanymi do etapu \u017cycia czy stylu pracy. To zmiana z&nbsp;poziomu produktu na poziom do\u015bwiadczenia.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-koniec-milych-dodatkow-liczy-sie-realne-wsparcie\"><strong>Koniec \u201emi\u0142ych dodatk\u00f3w\u201d. Liczy si\u0119 realne wsparcie<\/strong><\/h4>\n\n\n\n<p>Drug\u0105 du\u017c\u0105 zmian\u0105 jest zwrot ku benefitom, kt\u00f3re odpowiadaj\u0105 na konkretne problemy pracownik\u00f3w. Jeszcze kilka lat temu popularne by\u0142y:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>okazjonalne bonusy<\/li>\n\n\n\n<li>integracje<\/li>\n\n\n\n<li>drobne perk\u2019i<\/li>\n<\/ul>\n\n\n\n<p>Dzi\u015b ich znaczenie maleje. Na pierwszy plan wychodz\u0105:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>bezpiecze\u0144stwo finansowe<\/li>\n\n\n\n<li>zdrowie (fizyczne i psychiczne)<\/li>\n\n\n\n<li>stabilno\u015b\u0107 zatrudnienia<\/li>\n<\/ul>\n\n\n\n<p>To nie przypadek, \u017ce pracownicy coraz cz\u0119\u015bciej oczekuj\u0105 od pracodawcy czego\u015b wi\u0119cej ni\u017c \u201efajnej kultury organizacyjnej\u201d, chc\u0105 realnego wsparcia w&nbsp;codziennym \u017cyciu. I&nbsp;tu pojawia si\u0119 kolejny wa\u017cny sygna\u0142 z&nbsp;raport\u00f3w: a\u017c 64% pracownik\u00f3w nie czuje si\u0119 docenianych. A to oznacza, \u017ce nawet najlepszy benefit nie zadzia\u0142a, je\u015bli nie jest osadzony w szerszym do\u015bwiadczeniu pracy.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-personalizacja-zamiast-uniwersalnych-rozwiazan\"><strong>Personalizacja zamiast uniwersalnych rozwi\u0105za\u0144<\/strong><\/h4>\n\n\n\n<p>Je\u015bli jest jeden trend, kt\u00f3ry \u0142\u0105czy globalne i&nbsp;polskie dane, to jest nim personalizacja. R\u00f3\u017cne grupy pracownik\u00f3w maj\u0105 dzi\u015b zupe\u0142nie inne potrzeby:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>m\u0142odsze osoby oczekuj\u0105 elastyczno\u015bci i&nbsp;rozwoju<\/li>\n\n\n\n<li>rodzice \u2013 wsparcia finansowego i&nbsp;organizacyjnego<\/li>\n\n\n\n<li>starsi pracownicy \u2013 stabilizacji i&nbsp;opieki zdrowotnej<\/li>\n<\/ul>\n\n\n\n<p>W&nbsp;tym kontek\u015bcie model \u201ejeden pakiet dla wszystkich\u201d przestaje mie\u0107 sens. Firmy, kt\u00f3re to zrozumiej\u0105, zaczynaj\u0105 projektowa\u0107 benefity podobnie jak produkty \u2013 z my\u015bl\u0105 o&nbsp;konkretnym u\u017cytkowniku, a&nbsp;nie anonimowej grupie.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-co-dalej-dodatkowe-korzysci-jako-test-zrozumienia-pracownika\"><strong>Co dalej? Dodatkowe korzy\u015bci jako test zrozumienia pracownika<\/strong><\/h4>\n\n\n\n<p>To wszystko prowadzi do jednego wniosku: benefity przesta\u0142y by\u0107 narz\u0119dziem HR, a&nbsp;sta\u0142y si\u0119 testem tego, jak dobrze firma rozumie swoich pracownik\u00f3w. Bo dzi\u015b nie chodzi ju\u017c o&nbsp;to, ile \u015bwiadcze\u0144 oferujesz. Chodzi o to:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>czy s\u0105 u\u017cywane<\/li>\n\n\n\n<li>czy rozwi\u0105zuj\u0105 realne problemy<\/li>\n\n\n\n<li>czy pracownik w&nbsp;og\u00f3le widzi w&nbsp;nich warto\u015b\u0107<\/li>\n<\/ul>\n\n\n\n<p>Firmy, kt\u00f3re tego nie uchwyc\u0105, b\u0119d\u0105 dalej zwi\u0119ksza\u0107 bud\u017cety \u2013 bez efektu. Z&nbsp;kolei te, kt\u00f3re potraktuj\u0105 benefity jako element szerszego do\u015bwiadczenia pracownika, maj\u0105 szans\u0119 odzyska\u0107 ich pierwotny sens. I&nbsp;w\u0142a\u015bnie tu zaczyna si\u0119 nowy etap \u2013 w&nbsp;kt\u00f3rym nie wygrywaj\u0105 organizacje oferuj\u0105ce najwi\u0119cej, ale te, kt\u00f3re rozumiej\u0105 najlepiej.<\/p>\n<\/div><\/div><\/div><\/div><\/div><\/section>\n\n\n\n<div class=\"wp-block-cg-blocks-link-list\"><div class=\"link-list-block\"><div class=\"container\"><div class=\"row\"><div class=\"block-title col-12 col-md-8\"><h2 class=\"link-list-heading\"><\/h2><p><a href=\"https:\/\/raportcsr.pl\/benefity-pracownicze-2025-co-naprawde-liczy-sie-dla-pracownikow\/\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/raportcsr.pl\/benefity-pracownicze-2025-co-naprawde-liczy-sie-dla-pracownikow\/<\/a><br><a href=\"https:\/\/hrpolska.pl\/hr\/trendy\/trendy-benefitowe-2026-bezpieczenstwo-finansowe-i-emocje-nowa-waluta-w-hr.html\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/hrpolska.pl\/hr\/trendy\/trendy-benefitowe-2026-bezpieczenstwo-finansowe-i-emocje-nowa-waluta-w-hr.html<\/a><br><a href=\"https:\/\/www.gazetaprawna.pl\/biznes\/artykuly\/10680753,trendy-hr-2026-profilaktyka-zdrowotna-wsparcie-pracownikow-50-i-ela.html\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/www.gazetaprawna.pl\/biznes\/artykuly\/10680753,trendy-hr-2026-profilaktyka-zdrowotna-wsparcie-pracownikow-50-i-ela.html<\/a><br><a href=\"https:\/\/kadrywpigulce.pl\/benefity-pracownicze-top-trendy-na-2026-rok\/\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/kadrywpigulce.pl\/benefity-pracownicze-top-trendy-na-2026-rok\/<\/a><br><a href=\"https:\/\/www.espresa.com\/2026-Employee-Engagement-Trends-Report\/\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/www.espresa.com\/2026-Employee-Engagement-Trends-Report\/<\/a><\/p><\/div><\/div><div class=\"row\"><\/div><\/div><\/div><\/div>\n\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Benefits are not enough<\/p>\n","protected":false},"author":12521,"featured_media":897105,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"cg_dt_proposed_to":[],"cg_seo_hreflang_relations":"[]","cg_seo_canonical_relation":"","cg_seo_hreflang_x_default_relation":"","_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"cg_dt_approved_content":true,"cg_dt_mandatory_content":false,"cg_dt_notes":"","cg_dg_source_changed":false,"cg_dt_link_disabled":false,"_yoast_wpseo_primary_brand":"","_jetpack_memberships_contains_paid_content":false,"footnotes":"","featured_focal_points":"{\"x\":0.49,\"y\":0.42}","jetpack_post_was_ever_published":false},"categories":[1,537],"tags":[535],"brand":[],"service":[],"industry":[23],"partners":[],"blog-topic":[92],"content-group":[],"class_list":["post-918720","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized","category-wellbeing","tag-wellbeing","industry-healthcare","blog-topic-talent-and-people"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v22.8 (Yoast SEO v22.8) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Benefity to za ma\u0142o. 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