Based on almost 1,000 interviews, one point comes through clearly in our study: despite shared challenges, benefit design still varies significantly across markets
Across Central and Eastern Europe, adoption of key benefits ranges from as low as 12% to over 80% depending on the market, according to GrECo’s latest Comparative Market Study on Health & Benefits across Bulgaria, Hungary, Poland, Romania and Türkiye.
While countries across the region face similar pressures – from talent shortages and rising healthcare costs to ageing populations and increasing employee expectations – the findings underline how misleading it would be to treat CEE as a single market and how easily this can lead to misaligned benefit strategies across countries.
Key takeaways for employers in CEE
- A uniform benefits approach does not translate across CEE. Consistency in principles matters, but benefit design needs to reflect local systems and workforce expectations.
- Private medical care is increasingly a baseline. In several markets, adoption already exceeds 70 – 90%, shifting the focus to cost control and sustainable design.
- Risk benefits may not reflect actual exposure. Many programmes rely on fixed structures that do not align with workforce realities.
- Pensions remain underdeveloped despite growing demographic pressure. This creates a widening long-term gap in employee protection.
- Employee perception is increasingly shaped by everyday benefits. Fringe benefits are well established, while structured wellbeing programmes remain limited but are gaining importance.
- The cost of inaction is rising. Employers that fail to reassess their Health & Benefits strategy risk overpaying for low-impact benefits in one market, underdelivering in another, and weakening both retention and employer perception across the region.
What the data tells us
Based on almost 1,000 interviews, one point comes through clearly in our study: despite shared challenges, benefit design still varies significantly across markets. Multinational employers are not standardising benefits across their markets. They are standardising and creating alignment around underlying principles instead. What this means in practice is that benefits are most effective when they complement national social systems, make use of local tax incentives and are clearly communicated so employees understand their full value.
Those who are doing it most effectively are focusing on:
- EVP priorities,
- funding philosophy,
- governance,
- and minimum standards,
whilst allowing enough flexibility on a local level to reflect differences in plan design, financing and communication.
Private medical care is becoming essential
Across all five markets, private medical care has become a central part of the employee value proposition. Instead of being seen as a discretionary perk, our research revealed it is being used as a practical response to shortcomings in the public healthcare system, with adoption reaching up to 70 – 90% across several markets and employers typically funding 100% of employee premiums. For employers, the question is no longer whether to offer private medical care, but how to structure it in a way that remains sustainable over time, particularly given rising costs and increasing reliance on private provision.
Group life and AD&D still core, but under pressure
Group life and accident cover remain established features of the benefits offering across the region. However, most arrangements are still built around fixed sums insured, with limited differentiation by salary or role, which often leaves a disconnect between coverage and employees’ actual needs. This suggests a need for periodic review to ensure that protection levels remain aligned with actual employee exposure and expectations, rather than relying on legacy structures that may no longer reflect workforce realities.
Supplementary pension provision remains modest
Pensions continue to be one of the least developed parts of the benefits landscape in CEE. Although populations are ageing and concern about retirement provision is increasing, employer participation in supplementary pension schemes remains relatively limited, with participation in some markets still around 20 – 40%. Over time, this may increase the gap between statutory provision and employee needs, particularly in markets with ageing populations, placing greater pressure on employers to address longer-term financial security.
Fringe benefits punch above their weight
Across all five markets surveyed, fringe benefits play an important role in how employees experience their employer on a day-to-day basis. Meal support, transport allowances and similar benefits are embedded in many markets and are having a strong influence on employee engagement and employer perception. As a result, these benefits play a disproportionate role in how employees perceive the real value of their benefits package.
Wellbeing is gaining ground, but maturity lags
Wellbeing and mental health are clearly gaining attention, but the total level of maturity is still uneven. The study shows that many organisations are moving in the right direction, but fully developed and systematic wellbeing strategies are not yet consistently in place. It is here that the biggest opportunities lie for employers when competing for future talent. While still relatively limited, this area is likely to become more relevant as employers respond to evolving workforce expectations.
About the Study
The survey targeted HR professionals and decision-makers in companies that offer at least one insurance benefit, such as group life insurance, private medical care, or pension schemes. Interviews were conducted either via telephone or in person, using a quota sampling method to ensure balanced representation across company sizes and industries. The questionnaire was carefully structured into four key areas: medical care, risk benefits, pensions and wellbeing.
Read the preview of the report.
Ewelina Jaworska-Bień
Head of People Solutions
T +48 504 178 064
