Employee Benefits 2027: How to budget smartly and tackle the challenges?

Päivitetty 22.9.2026

Key findings of the article:

• 59 % of Finnish employees are more likely to stay committed if their employer prioritizes well-being over a pay raise (The Great employer benefits study 2026, p. 8)
• 56 % of Gen Z employees could turn down a job offer because of a weak benefits package (GEBS 2026, p. 17)
• The eNPS gap between groups with low and high benefit satisfaction is nearly 110 points in Finland (GEBS 2026, p. 23)
• The tax-free maximum for the Sports & Culture benefit will rise to 540 euros in 2027 (GEBS 2026, p. 37)

2027 will be here before you know it, and HR professionals across Finland are already in the starting blocks. The role of employee benefits has grown: they are no longer just a pay supplement but a key part of how an organization attracts talent, supports employee resilience and builds its employer brand. The transformation of working life, the advance of AI and employees’ higher expectations than before are also placing new demands on HR budgeting.

How can you make sure your HR budget not only covers the year’s expenses but also supports your organization’s strategic goals?

What are employee benefits?

Employee benefits are perks that an employer offers to employees to complement their cash salary. Typical employee benefits in Finland include lunch, sports, culture and commute benefits, as well as occupational health and well-being services. The total maximum for tax-free employee benefits in Finland is considerable: for Flex benefits alone (excl. lunch benefit), the tax-free maximum is 10 200 euros per year. (GEBS 2026, p. 37)

Employee benefits differ from salary in that 60 % of Finnish employers would not replace removed benefits with pay. Instead, benefits are seen as a separate part of total compensation and even as worth more than their face value. (GEBS 2026, p. 32)

Which employee benefits should you budget for in 2027?

The dynamics of the labor market have changed permanently. The establishment of remote and hybrid work, the advance of AI and employees’ growing expectations for well-being and flexibility are forcing companies to review both their practices and their budgets from a new perspective.

How do employee benefits support hybrid work and community?

Although many organizations have taken action to get employees back to the office, learning together and team bonding do not happen on their own. 61 % of Finnish employees feel that employee benefits, such as lunch, commuter or well-being benefits, make working at the office more attractive. Among Gen Z, the figure is as high as 74 %. (GEBS 2026, p. 41)

Pain points.

• Commuting takes time: The commuter benefit is a fairer choice than a traditional car benefit or an employer-paid parking space. 55 % of Finnish employees consider it fairer than a car benefit, because it is accessible regardless of employment status. (GEBS 2026, p. 36)
• Building community: 47 % of Finnish employees feel that mandatory office days have improved collaboration. Among Gen Z, as many as 72 % feel this way. To young people, on-site work at the office looks above all like an opportunity for community and learning, not an obligation. (GEBS 2026, p. 40)

• Challenges of hybrid work: One in four Finnish employees feels lonely as time spent at the office decreases. Among Gen Z, the share is 36 %. (GEBS 2026, p. 39)

How is AI changing the management of employee benefits?

AI, automation and data analytics are changing HR work irreversibly. 40 % of Finnish employees believe that the increased use of AI will have a positive effect on their well-being, which is an increase of 13 percentage points from the previous year. Employers are more confident: 54 % believe AI will increase the well-being of their employees. (GEBS 2026, p. 43)

Pain points.

• System integration: The budget must cover not only the acquisition of new tools but also their integration into a seamless whole.
• Skills development: Developing skills, leadership and capabilities is the number one priority for Finnish employers for the next three years: 31 % of respondents chose it as their most important HR area. (GEBS 2026, p. 13)
• Datasta oivalluksiin: From data to insights: Only one third of Finnish employers use data to assess the impact of employee benefits. (GEBS 2026, p. 28) The AI-based Benefit Advisor, released in Epassi Plus, helps HR dig into data from your own organization’s Epassi. Read more: How does your benefits package compare to others, and what does it mean for your budget?

Why do employee benefits decide the competition for talent?

Employee expectations have risen, and salary alone no longer decides. 59 % of Finnish employees say they are more likely to be committed to their work if their employer prioritizes well-being instead of a pay raise alone. This is an increase of 15 percentage points in three years. (GEBS 2026, p. 8)

Pain points.

• Competitive compensation: 54 % of Finnish employees consider employee benefits important when choosing a workplace. Among Gen Z, 56 % could turn down a job offer because of a weak benefits package. This is an increase of as much as 19 percentage points since 2024. (GEBS 2026, p. 17)
• Supporting well-being: Employers categorically overestimate the level of support they provide: 82 % of employers assess that their organization supports employee well-being, but only 52 % of employees feel this way. (GEBS 2026, p. 9) It is worth directing the budget especially to sports, culture and lunch benefits, which employees themselves name as the most important. (GEBS 2026, p. 33)
• Continuous learning: For Gen Z, opportunities for learning and development are among the key factors that strengthen commitment. (GEBS 2026, p. 11).

How should you build your employee benefits budget for 2027? Three strategies.

1. Invest in what delivers results.

Do not distribute the budget evenly according to the old model. Tracking the utilization rate of benefits is as natural an HR metric as sick leave or employee satisfaction; it tells you directly whether the employee benefits offered meet the actual needs of the personnel. (GEBS 2026, p. 28)

High satisfaction with employee benefits is directly linked to an organization’s eNPS: in the group with low benefit satisfaction, the eNPS in Finland is –45, and in the group with high satisfaction +63 — a gap of nearly 110 points. (GEBS 2026, p. 23)

2. See employee benefits as an investment, not an expense.

Benefit satisfaction is directly linked to resilience: in the group with low benefit satisfaction, 47 % report frequent mental exhaustion, compared with only 20 % in the group with high satisfaction. (GEBS 2026, p. 24)

Make use of the tax-free maximum as well: in Finnish organizations, the average level of the Sports & Culture benefit is only 350 euros per year, while the tax-free maximum is 540 euros. Raising it to the maximum is in practice a small decision, but the impact on employee activity can be significant. (GEBS 2026, p. 37)

3. Make use of flexibility and technology.

85 % of Finnish employees value employee benefits that help them save money or cover services they would use anyway — only 48 % of employers prioritize this perspective. (GEBS 2026, p. 32) Epassi Flex makes a flexible benefits budget easy.

Summary.

6 things HR should know about employee benefits in 2027.

1. Well-being surpasses pay as a driver of commitment. 59 % of Finns are more likely to be committed if their employer prioritizes well-being instead of a pay raise. (GEBS 2026, p. 8)
2. An unused benefit has no impact. One in four Finns leaves part of their benefits unused. The most common reason is the feeling that the employee benefits provided by the organization are irrelevant to their own life situation and needs. (GEBS 2026, p. 26)
3. Employers overestimate the level of their support. The difference in views between employers and employees on supporting well-being is 30 percentage points. (GEBS 2026, p. 9)
4. Satisfaction with benefits shows directly in eNPS and resilience. The difference between the groups with low and high satisfaction is nearly 110 eNPS points. (GEBS 2026, p. 23)
5. Gen Z is changing the rules of the game. 56 % of them could turn down a job offer because of a weak benefits package. (GEBS 2026, p. 17)
6. The tax-free maximum is rising – make use of it. The limit for the Sports & Culture benefit rises to 540 euros in 2027. (GEBS 2026, p. 37)

Cheat sheet: 3 points for success.

1. Data-driven decision-making: Base your budget on data and track the utilization rate and benefit satisfaction, do not just offer benefits.
2. Investment mindset: Think of investing in employee benefits as an investment. The right benefits show directly in employee resilience and commitment, as well as in employer brand.
3. Flexibility and technology: Build models that adapt to individual needs and make operations more efficient.

59 % of employees are more likely to be committed when their employer invests in well-being. Make sure your benefits package is in order for next year.

Discover Epassi’s flexible employee benefit solutions and take your organization’s rewards and engagement to the next level!