The same benefits for everyone? Yes and no. Not everyone wants the same benefits. A 28-year-old career starter with a focus on fitness and mobility wants different benefits than a father with two children or someone about to retire. This is precisely why lifecycle management is the new standard in the world of employee benefits. But let's start from the beginning:
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4 min read
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Lifecycle management means that benefits are planned and offered along the life and career phases of employees - from onboarding to retirement. Instead of blanket standard offers, the aim is to really make everyday life easier and to respond specifically to challenges and wishes in each phase. (1)
Benefits are no longer a nice-to-have, but a decisive factor for employer attractiveness. However, there are three main things to consider when choosing the right benefits:
According to the Roland Berger study from 2025, 69% of HR managers consider the lifecycle approach to be one of the most important trends in the benefits sector. (2) And this is no coincidence: those who feel seen and understood are more loyal, more motivated and stay with the company longer.
Benefits that are tailored to life stages show that you are not just rolling the dice, but that you are thinking about the needs of your employees. The additional benefits are well received and increase the perceived appreciation as well as satisfaction and retention. As many as 89% of HR managers state these keywords as the primary goal of their benefits. (3)
Instead of offering 20 general benefits "for everyone", 5-10 relevant, targeted measures are often enough to create real added value (4). Lifecycle management helps to use budgets more effectively. You can still offer free benefits, because they only increase the employees' credit side and are therefore a no-brainer.
1. discount platforms like FutureBens:
Offer employees real added value at various stages of their lives - from organic snacks in the office and sustainable children's equipment to care products and home office accessories. And all at no cost or effort for the company.
Did you know: Discount platforms offer potential savings of an average of €400 per person per year. You can find more information in this article.
2. grants that match life phases:
3. flexibilization:
Those who think about benefits along the life cycle create higher satisfaction, lower fluctuation and a strong employer profile. Getting started is easier than you might think: even a platform like FutureBens can be used to create initial, flexible offers that adapt to different life realities - and give employees the feeling: "I am seen here."
If you're looking for more ideas for benefits, take a look at this list of ideas from 2024, which are still relevant today and many are inexpensive to implement.
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.
Sources:
(1) Roland Berger: Lost in the German employee benefits jungle? Key market trends 2025, 2025, pp. 9-10.(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. 11.(https://www.rolandberger.com/en/Insights/Publications/Lost-in-the-German-employee-benefits-jungle-Key-market-trends-2025.html)
(4) Roland Berger: Lost in the German employee benefits jungle? Key market trends 2025, 2025, p. 15.(https://www.rolandberger.com/en/Insights/Publications/Lost-in-the-German-employee-benefits-jungle-Key-market-trends-2025.html)
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