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For a long time, employee benefits were treated as functional add-ons. A health plan, a group insurance policy, a few extra leave days. They were often framed as perks rather than priorities. That framing is changing.
In today’s talent market, benefits are no longer side notes. They have become signals — of what an organization stands for, how it views its people, and how it competes in a world where compensation alone is no longer enough.
India’s Global Capability Centers (GCCs) are at the heart of this evolution. Facing tighter hiring cycles, rising attrition, and shifting employee expectations, GCCs are rethinking how benefits are designed, delivered, and measured.
But the shift underway is not just about offering more. It is about building smarter, more responsive systems that reflect both organizational intent and employee need.
This Employee Benefits Study report, captures that transformation in action. Drawing insights from leading GCCs across the country, the study presents a comprehensive view of how benefits are evolving from static cost centers into dynamic tools for culture, retention, and performance.
These teams are using real-time data, employee sentiment, and platform analytics to design and refine offerings continuously.
Artificial Intelligence (AI) is further helping accelerate this shift. Around 31% of GCCs are already using AI to recommend lifecycle-based plans, support employees with chatbot assistance, and simplify enrollment decisions. Benefits are no longer managed on the sidelines. They are being delivered with the same product-thinking applied to customer experiences.
Incentives are becoming sharper and more structured. Retention bonuses are now built into 52% of GCCs, typically ranging between 12 and 25% of base pay. Sign-on bonuses are more strategically timed, often staggered over 12 months, with 75% of organizations enforcing payback clauses to improve retention.
Core benefits are expanding in scope and depth. Medical, maternity, life, accident, and even back-up childcare are increasingly non-negotiable. Personalized wellness is also gaining ground, with mental health, stress management, physical wellness, and financial literacy initiatives tailored to individual needs.
Leave policies are evolving too. Today’s GCCs offer parental, surrogacy, adoption, bereavement, caregiver, well-being, and volunteering leave. Many are rethinking leave encashment, introducing flexible alternatives that allow employees to convert unused time into something meaningful — like wellness days, CSR participation, or extended resets.
67% of GCCs are now using AI-powered rewards platforms to personalize appreciation and align it with company values. Recognition is becoming more timely, more inclusive, and more aligned with cultural priorities rather than just tenure or individual performance.
These shifts point to something deeper — a fundamental change in how benefits are viewed and delivered. No longer a backend function, they have become a front-line strategy that shapes culture, boosts engagement, and drives retention.
This report captures that evolution in detail. Backed by data and insights from India’s most forward-looking GCCs, it unpacks how leading organizations are reimagining benefits to meet the needs of a modern workforce.
Download the full report for practical strategies, implementation ideas, and benchmarks to strengthen your employee benefits approach.
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