The benefits landscape in Sweden hasn't evolved much over the past decades. Wages and benefits have largely been shaped by collective bargaining agreements.
New benefits have entered the market, but new tax rules continuously put a stop to benefits that were historically highly valued—such as company cars, or both laser eye surgery and IVF treatments through gross salary deductions.
It's true that these adjustments make it harder for employers to offer a broad portfolio of tax-advantaged benefits, but that doesn't mean you lose all flexibility.
With 5 generations now in the workforce—more than ever before at the same time—the younger generation both wants and demands a more tailored benefits package, something we see in study after study. Most recently in the Propel 2025 report, released in June 2025.
📉 Employers think they're delivering—employees disagree
The Propel 2025 Report shows a clear gap in how employers and employees perceive the value of both benefits and the overall employee experience:
- 60% of employers believe they offer an "excellent" employee experience.
- But only 19% of employees agree.
- 89% of HR leaders believe their offering is better than their competitors'.
- Yet a full 62% of employees find it difficult to even see the value in their benefits.
Employees often feel uncertain, confused, or indifferent about benefits. Despite good intentions and increased investment, it's common that:
- Benefits are presented in a disjointed and technical way.
- It's too complicated to understand what you actually get.
- They lack personalization. Everyone gets the same, regardless of life situation.
- Communication around benefits is one-off rather than ongoing.
💡 How can employers improve their benefits offering?
1. Create clear, value-based communication
Avoid being vague when communicating about benefits. Show the value of benefits with concrete examples. For example:
"Your occupational pension equals 12% of your salary—that's like getting an extra month's pay every year, invested in your future."
2. Bring everything together in one place
Create a digital benefits portal where employees can see everything on offer—in real time. A platform like CLVR Benefits makes it possible to visualize the entire Total Compensation package—including pension, insurance, and other benefits.
3. Personalize by life situation
More time off? Fertility support? Extra pension savings? An employee in their 30s with young children values different benefits than a recent graduate.
4. Show the actual value
Few employees know what their benefits are worth beyond their salary. Don't forget to include any employer social contributions.
5. Educate and remind—year-round
When, where, and how do you want to communicate about your benefits? Planning your communication across the year, with different focus areas, helps employees stay reminded of the benefits offering. Together with CLVR, you can build a communication plan tailored specifically to your company.
🙌🏼 CLVR Benefits helps you
At CLVR we help companies visualize, communicate, and personalize their benefits in a platform that makes the full value clear. The result?
- ✅ Higher engagement
- ✅ More employees use their benefits
- ✅ HR gets real data insights
- ✅ The value gets through—every day
🚀 Want to show the full value of your benefits?
Contact us for a demo. We'll show you how to go from "no one sees what we offer" to "wow, this is an employer that really cares."