AMSTELVEEN, August 28, 2025 – Employers in the Netherlands are facing a dual challenge: the battle for talent on one hand, and rising costs of insured employee benefits on the other. According to WTW's 2025 Benefits Trends Survey, 63% of surveyed Dutch employers cite ongoing competition for talent as the main driver of their benefits strategy, followed by financial pressure on budgets (49%).
“Companies are increasingly forced to achieve maximum impact with limited budgets—while employee expectations regarding supplementary benefits continue to rise,” says Casper Mayenburg, Head of Client Growth Health and Benefits Netherlands at WTW. “The focus is shifting toward redesigning existing schemes to extract more value from the same budget.”
Soaring pension and health insurance costs are making it increasingly difficult for employers to fulfill their wellbeing ambitions. Yet, the vast majority of organizations are not choosing to expand their benefits portfolio, but instead are opting for a strategic reallocation of existing budgets: 61% plan to restructure their spending within the next three years. In doing so, they are actively seeking better value from current or new providers, with 70% looking for improved price-quality ratios.
More and more employers are focusing on increasing employee engagement by offering greater flexibility in employment benefits. Seven out of ten organizations plan to expand their range of choices within the next three years.
To make benefits more effective, companies are increasingly turning to digital tools. Solutions that improve the user experience and help employees make informed decisions are gaining traction. For example, 45% of employers intend to use nudging—subtle guidance at relevant moments—and 53% plan to deploy navigation tools that actively assist employees in navigating the available offerings.
“It’s not just about offering benefits, but ensuring that employees are aware of them,” says Mayenburg. “More choice, clear communication, and smart technology make the difference—without necessarily requiring extra budget.”
A growing number of organizations are using their benefits to reinforce organizational values and differentiate themselves in the labor market. Currently, 29% offer benefits that reflect their company’s purpose; this is expected to rise to 49% over the next three years. At the same time, the proportion of organizations relying solely on market-standard or compliance-driven benefits is declining sharply.
The implementation of the new EU Pay Transparency Directive and the reform of the Dutch pension system are prompting employers to take action. Organizations must not only translate this legislation into internal policies but also communicate it clearly to their employees. Transparency, engagement, and trust are becoming essential themes. In fact, 42% of respondents indicate that pay transparency has a significant impact on their benefits strategy.
Employer priorities are shifting noticeably. Helping employees get the most out of their current benefits (54%) ranks first, followed by mental health (51%) and pension schemes (45%). Organizations are not necessarily looking to expand their benefits portfolio, but they do aim to make it more effective, inclusive, and strategic.
“The future of employee benefits lies not in more, but in better,” concludes Mayenburg. “Organizations that invest now in smart redesigns of their benefits strategies will be better prepared for tomorrow’s challenges—both in cost control and talent positioning.”
