What employee perks companies on Meritocracy are offering?

What employee perks companies on Meritocracy are offering?

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Explore some of the most innovative companies around Europe on Meritocracy

Benefits are non-salary compensations that are given to employees: even though they represent an additional cost for companies, offering benefits can help them to attract best talents, increase their engagement and improve their long-term loyalty.

What benefits companies on Meritocracy are offering to their employees? We run an analysis on companies on Meritocracy to learn more on which benefits are the most adopted. Based on results, benefits related to education (17%), money (16%) and food (20%) are the most popular. 


Read the full article to find out more about each benefits category and to discover some great examples from real companies on Meritocracy.

Food (20%)


This category includes perks such as lunch vouchers, company cafeteria, special discounts for selected restaurants, fresh fruits, free coffee, water and equipped in-house kitchens.

Meat lovers should take a look at Eolo open job vacancies: the company offers to its employees BBQs in an open-air lunch area. Another company that is very committed to make employees’ lunches remarkable experiences is Illo: it gives to its employees “1 pizza day per week” plus “3 days of company chef”.


Entertainment (17%)

This category includes some iconic benefits such as table foosball, ping pong and dartboards: they contribute to break barriers, unite the team and improve relationships among colleagues


If your ideal break is a moment of thoughtful isolation, take a look at Younited Credit that promises you’ll enjoy a breathtaking view from its offices and to Uniplaces and its unusual relaxing area that consists of a net hanging from the ceiling where employees can comfortably lie.

Taking a bath after a warm summer workday is not just a dream at Marfeel: the company is just 15 minutes walking by the beach. Or at Empatica that offers to its employees the opportunity to move to their summer office in Sardinia.


Company parties, annual trips and team building events also fall in this category: we recently published an article about how Bla Bla Car onboard its new hires and let them spend a week in the Paris Headquarters to meet different departments of the company.

What is a better occasion than a birthday to celebrate? Iwoca allows its team to take an extra day off for their birthdays while Flixbus gives birthday presents.

Money (16%)

In this category stock options and company and performance bonuses are the benefits offered more frequently. Lamborghini also rewards ideas generation.


Education (14%)

Training programs and language courses are the most common benefits in this category. There are also companies offering non-business related educational programs such as free surf courses (Teleperformance Portugal), ski lessons and even acting courses (Younited Credit) 


Health (10%)

All the benefits that contribute to improve short and long term employee health are part of this category. Private health insurances, complementary pension funds, conventions with medical centers and discounts on gyms and wellness centers are some examples.


Managers can play an important role in reducing employees stress: take a look at eTherapists and Uniplaces examples, these companies are cuddling their workers with Yoga classes and massages respectively. Also Facile.it  demonstrates to take its employees’ health in great consideration by offering the on-site services of a nutritionist and of an osteopath.

Conversely Tummo has endorsed a completely different and more drastic approach deciding not to allow any working communication after 18:30.



Devices (10%)

Company phones and laptops are the main benefits included in this category; company laptops are nowadays considered “must haves” rather than benefits.


Flexibility (5%)

Flexible hours and thus the possibility to enter and to exit the workplace is the most common benefit in this category. Smart working is becoming an increasingly adopted solution to rebalance the division between private live and work-time but the effects on productivity are not clear. 


Transportation (5%)

Discounts on public transport, company bus, free parking are the main perks in this category. Among companies fostering sustainability, there are Davines offering electric cars charging and VEM Sistemi that encourages car sharing. Also Houzz and Funding Circle offer a cycle to work scheme that includes on-site showers and parking for bicycles.

Companies that encourage their employees to choose sustainable means of transportation create a more positive brand image in potential employees minds.



Family (2%)

Baby birth bonuses, paternity and maternity leave special policies, children vouchers and all the company policies that ease the management of domestic economies are included in this category.

There are companies like BMW arranging special Kids Day that allows children to spend some extra hours with their parents on the workplace, others like Portolano Cavallo  offering a great deal of flexibility to its employees by allowing children at work. Finally Lamborghini finds a solution to the inconveniences caused by school summer closing offering camps for employees’ kids.

Few companies allow pets at work: among them there’s Lampi whose offices welcome quite as many cats as employees. 


Looking for a job opportunity in an star company?

Explore some of the most innovative companies around Europe on Meritocracy

One Reply to “What employee perks companies on Meritocracy are offering?”

  1. Even if not offering as an official benefit, nowadays is become more common to have a welcome pets policy at the office, specially in the start up world. That’s nice in theory and makes a lot of pet lovers happy, but I find it a big issue to some people who have animal allergies or other health problems. Is this been taken in consideration when offering this kind of benefit? How does a company deal with a candidate who’s allergic to animals and can’t be near them? Is this enough to be considered a bad fit for the company? Or the company will remove this policy when faced with an employee who’s allergic?

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