German employers are offering an average of 6.6 employee benefits per company, yet 82% of HR leaders find the benefits market lacks in transparency and struggle to measure actual impact, according to the 2025 Roland Berger Study, published in February 2025.

The comprehensive survey of over 1,700 HR executives reveals a troubling disconnect between benefits investment and strategic outcomes. Companies plan to add another 1.4 benefits in 2025, often following a “keeping up with competitors” approach rather than evidence-based decision making. This has created a cycle of high costs, administrative burden, low utilization rates, and minimal measurable impact on employee engagement or retention.

The study’s most striking finding challenges conventional wisdom about benefits proliferation. Nearly 90% of HR leaders now advocate for a more targeted approach, preferring 5-10 carefully selected, precisely targeted benefits over broad, unfocused offerings. Many executives admitted limited knowledge of tax optimization opportunities, further reducing program effectiveness.

This represents a fundamental shift from quantity-focused to quality-driven benefits strategy. Companies are recognizing that strategic portfolio management trumps simply adding more perks. The trend suggests 2026 will be the year of benefits portfolio optimization, where successful employers will prioritize, simplify, and measure rather than expand their offerings.

The Roland Berger study can be downloaded here.