We explained why it makes sense for companies to tailor their benefits to the life stages of their employees in the article "Why is everyone talking about lifecycle management?" You can find the link to this article below. In this article, we will show you examples of benefits for the individual lifecycles. But first, let's answer the most important question:
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If you want to retain and attract employees, definitely!
The advantage is that you can specifically refer to benefits that are appropriate for the respective stage of life during recruitment. This increases the attractiveness. You also always have the right offer ready for the development of your existing employees. If an employee applies for parental leave, for example, you can also refer to the support offered. This shows that we understand what you need right now and are ready to support you!
You can determine the scope yourself. The concept simply states that when selecting benefits, it is worth considering the different stages of your employees' lives. This ensures that the benefits have the desired effect and are not just a nice extra.
Let's start with the individual stages of life
Focus: Orientation, integration, initial financial relief
Measures:
That's why it makes sense: those who receive support from the outset are more likely to stay with the company (1).
Focus: Motivation in everyday life, work-life balance, financial relief
Measures:
Practical example: Platforms such as FutureBens offer employees access to exclusive discounts on over 150 sustainable brands—at no effort or cost to the company. This saves employees an average of €400, or even €1,000 or more depending on the situation. Find out how we arrived at this figure in this article.
Focus: Work-life balance & relief during intense phases
Measures:
That's why it's important: many skilled workers, especially women, change employers when they start a family. This doesn't have to be the case if a suitable solution is found together and skilled workers know that family and career are possible in your company. Simply by addressing the issue, you are making an important contribution. For all skilled workers who want to start a family, family-friendliness is a reason to stay with their employer, and 85% would change jobs if their employer was not family-friendly (see peaches-benefits.com). This is where it is particularly worthwhile to support your team.
Focus: Mental and physical health
Measures:
Facts and figures: 27% of HR managers are unaware of the tax benefits associated with subsidizing health measures and are therefore missing out on potential savings (3).
Focus: Growth and meaning
Measures:
Focus: Safety and appreciation
Measures:
A well-thought-out benefits portfolio tailored to different stages of life increases satisfaction, strengthens culture, and reduces turnover. And all this without a large budget. If you factor in hiring costs, it really pays off to offer the right benefits.
If money is tight, you can start with a discount platform. This will allow your employees to purchase equipment for their stage of life at a reduced price and save an average of up to €400 per year.
If you're looking for ideas for benefits, take a look at this list of ideas from 2024. They are still relevant today and many can be implemented at low cost.
Would you like to test our discount platform without obligation? Good idea, because the selection of different brands means that discount platforms cover every phase of the life cycle. Simply write to us at employers@futurebens.co or on LinkedIn and we'll get back to you.
For an explanation of lifecycle management: www.futurebens.co/blog/alle-reden-von-lifecycle-management
Sources:
(1) Roland Berger: Lost in the German employee benefits jungle? Key market trends 2025, 2025, p. 10 (https://www.rolandberger.com/en/Insights/Publications/Lost-in-the-German-employee-benefits-jungle-Key-market-trends-2025.html)
(2) Roland Berger: Lost in the German employee benefits jungle? Key market trends 2025, 2025, p. 9 (https://www.rolandberger.com/en/Insights/Publications/Lost-in-the-German-employee-benefits-jungle-Key-market-trends-2025.html)
(3) Roland Berger: Lost in the German employee benefits jungle? Key market trends 2025, 2025, p. 5 (https://www.rolandberger.com/en/Insights/Publications/Lost-in-the-German-employee-benefits-jungle-Key-market-trends-2025.html)
