Which Employee Benefits Do Candidates in Ireland Really Want?
Are the benefits that your organisation offers competitive enough to attract the best candidates and retain them as employees? Well, the latest data from our brand new Benefits Guide indicates that they may not be.
In a survey of over 1,200 people around Ireland, we observed a worrying trend – that there is currently quite a significant ‘perception gap’ between the benefits that employers report offering and those that employees report receiving.
The biggest perception gaps (i.e. that were offered by employers but not reported as being offered by employees) were education and L&D benefits (41%), life protection benefits (40.5%), enhanced paid sick leave (40.2%), bereavement leave (38.7%) and Employee Assistance Programme (35.7%).
We found that while 68% of employees say that benefits influence their loyalty to their employer, and 38% rate their benefits package as below market.
So, what do candidates really look for when it comes to benefits? And how can organisations use their benefits offering to stand out to them, especially if they can’t compete with some of the bigger players on salary?
We spoke to expert recruiting consultant Amanda Carter to find out.
1. Flexibility is the New Must-Have
Since 2020, flexibility has transitioned from a perk to a baseline requirement for employees. According to our Benefits Guide, 30.9% of employees rank hybrid working as one of their most important benefits. From an employer perspective, 73.4% offer hybrid working, with 47% offer other flexible working options (such as flexible start and finish times). Employees rank flexible working options (18.2%) as a top-five benefit, while this does not appear in the employer top five.
It’s a disconnect that can certainly lose you high-quality candidates, says Amanda: “Flexibility seems to be something wanted throughout all generations. A lot of people wouldn’t be able to make their job work without flexibility. A lack of hybrid working or flexibility can really turn people off a role. And candidates will certainly take a lower salary for the option of hybrid working.”
2. Pensions Are a Top Priority for Candidates
Another similarity throughout the generations was that long-term financial security is now a primary concern, with 50.6% of employees listing pensions among their top-three desired benefits, and 90% of employers reporting it as a benefit (a figure that is only going to increase since the introduction of auto-enrolment). It’s also the number one most used benefit for each generation and second most desired benefit by employees, after bonuses and incentives.
It’s something that even if you’re both aligned on salary, can lose you great candidates, says Amanda: “Historically, people weren't so concerned with their pension; they were more concerned with a higher salary. Now people want to know exactly what they're actually getting in terms of pension. Especially if they’re leaving a company with a great offering, when another company’s is completely different – it can really have an impact on someone accepting the role.”
3. Family-Friendly Policies Are a Must
With the increased cost of living putting extra scrutiny on costs for parents, there is a growing demand for enhanced maternity and paternity benefits. Only over half (53.2%) of employers reported that they offer enhanced maternity leave. Some 13.6% of respondents stated that their organisation does not offer any maternity pay beyond the statutory minimum. Similarly, there is a massive gap in childcare support, with only 2% of employees reporting access to it.
Amanda says that a lack of maternity leave or benefits are actually some of the most common benefit gaps that can put a candidate off a role. And it’s not just female candidates you might lose: “Men want to know what paternity leave companies have now as well. They want to know straight away because a lot of companies are offering more in terms of paternity leave.”
4. Health Insurance and Life Protection Are Vital
Health insurance remains essential as the third most desired benefit and fourth most used, with 72% of employers offering it and 49% of employees ranking it as a top priority. However, this figure can vary by industry from as low as 10% in hospitality to 86% in Life Sciences. It’s also more likely to be used by Gen X and Gen Y than Gen Z or the Baby Boomer Generation. The survey shows a 15.2% gap between what employers say they offer and what employees realise they have.
It’s something that candidates often bring up early-on with Amanda: “People are definitely more conscious about health insurance, especially if they have a family. A lot of candidates will ask about long-term sickness cover and life assurance too, especially in Financial Services.”
5. Gen Z Focus on Dental and “Quick Savers”
While older generations may be particularly focused on their pensions, only 52% of Gen Z report availing of their pension offering (though again, auto-enrolment will have hopefully increased this figure). Instead, Amanda shares that younger candidates (Gen Z) are looking for benefits that impact their immediate quality of life and savings, such as dental care and tax-saver schemes for commuting.
For this cohort, Amanda recommends highlighting benefits that will help with their everyday costs: “Anything that will help cut their costs and contribute to their savings is going to be a win for them. Health and wellbeing benefits, such as payment towards the gym or educational courses, are attractive. Dental insurance and TaxSaver benefits for commuting are also beneficial for similar reasons.”
6. We Need to Close the Benefits "Perception Gap"
Worryingly, more than one in four employees (26.8%) report being either somewhat dissatisfied (17%) or very dissatisfied (10%) with their current benefits package. Some 38% of Irish employees believe their benefits are "below market," even though most employers have reviewed their packages in the last two years. By comparison, 34% view their benefits as more competitive than the market.
But as we saw in the discrepancies between what employers and employees reported in their benefits, it’s a simple thing to fix, especially at talent attraction stage. Amanda argues that the biggest mistake employers make is failing to advertise what they actually provide: "Put your benefits on the job descriptions. If companies don't show it, it becomes a trust issue for candidates. People now want to know upfront what benefits companies offer."
7. Candidates Want Cost-of-Living Relief
While pensions are great for the future, the 2026 data shows that candidates are increasingly looking for benefits that offset their daily costs. Despite this, only 12.7% of staff-level employees receive travel or commuting benefits, only 8.7% receive a work-from-home (WFH) subsidy, and only 2% receive childcare support.
It’s a new consideration for candidates that any employers looking to attract new talent need to be aware of, says Amanda: "People are now more aware that they need to get as much as they can that’s not necessarily salary related... Anything that can help contribute to savings is a big plus."
Want to learn more about the benefits defining the Irish job market? Download our new Benefits Guide – or speak to one of our consultants about your hiring.
