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The second quarter of 2026 reinforces a trend we’ve been observing for some time: employees are no longer looking for a one-size-fits-all benefits package. Instead, they value the freedom to choose the benefits that matter most to them.
Data from the Re:benefit platform shows that benefit usage continues to diversify, reflecting employees’ different life stages, lifestyles, and personal priorities.
Looking Beyond the Numbers: Why Variety Matters More Than the Top Category
As in previous quarters, “Health” remains the most frequently used benefits category on the platform. This comes as no surprise, as supplementary health insurance is included as a standard employee benefit by many employers, naturally resulting in a high share of usage within this category.
The more interesting story, however, lies beyond the number one position.
Following Health, employees actively choose categories such as Sports, Transportation, Culinary, Meal Vouchers, Family Support, Shopping, and Culture & Entertainment. This diversity highlights the true value of flexible benefits: different people prioritize different things depending on their individual needs and lifestyles.
There Is No Such Thing as the “Typical Employee”
The data clearly shows that employees are increasingly personalizing the way they use their benefits.
For some, maintaining an active lifestyle through sports and fitness is a priority. Others focus on everyday convenience by choosing transportation benefits or meal vouchers. Parents are more likely to invest in family-related benefits, while others prefer to spend their budget on leisure activities, shopping, or cultural experiences.
This wide range of choices is exactly what makes flexible benefits so valuable. The same benefits budget can create meaningful value for different employees in completely different ways.
Different Priorities, Different Choices
The data also reveals interesting differences in benefit preferences between women and men.
While some categories are equally popular across both groups, others reflect distinct preferences and spending patterns. These differences reinforce the idea that a standardized benefits package is unlikely to meet everyone’s expectations equally well.
One Budget, Countless Possibilities
Another interesting insight comes from employees with a monthly benefits budget of €50–100.
This group clearly demonstrates how flexible benefits enable personalization. Rather than concentrating their spending in a single category, employees distribute their budget across health, sports, transportation, everyday expenses, and leisure activities according to what brings them the greatest personal value.
What Does This Mean for Employers?
The Q2 2026 data shows that the value of an employee benefits program cannot be measured solely by its most popular category. Its true value lies in giving employees the freedom to choose the benefits that best fit their individual needs.
The broader the range of available options, the greater the likelihood that every employee will find benefits that genuinely improve their daily life and overall wellbeing.
At Re:benefit, we believe that the future of employee benefits is built on personalization. Because the best benefit isn’t the one everyone receives-it’s the one each employee chooses for themselves.