When an employer offers an "expanded benefits package," IT specialists increasingly give a simple answer: give me money instead. According to DOU's winter salary survey in December 2025 among 10,644 specialists living in Ukraine or planning to return, 69% are willing to forgo additional benefits for higher income. Not because they don't value insurance or remote work — but because they don't trust its value more than a concrete sum in their account.
What actually exists — and what doesn't
The most common bonus is fully remote work: offered by 69% of companies. Medical insurance is available to 49% of respondents, English courses from employers to 39%. Gym compensation is received by 27%, mental health programs by 22%.
But behind these average figures lies sharp inequality. In companies with up to 10 employees, only 11% of staff have medical insurance, while in large corporations with over 1,000 employees — 78%. Startups, government agencies, NGOs and agencies least often provide medical coverage; service, product and outstaffing companies do most frequently.
Separately — the situation with sick leave. About 40% of IT specialists don't receive paid sick leave. This is not a minor detail: for a freelancer not protected by the labor code, illness means direct income loss. In 2026, EPAM announced a reduction in benefits for freelancers who don't transition to Dia City mode, including sick leave and vacation duration. DOU noted that other companies are following the precedent.
What IT specialists consider valuable — and what they actually have
Flexible format and location are the most valuable benefit for 60% of IT specialists, and here supply and demand align: remote work is available to most. But in second place by value — vacations and sick leave: prioritized by 57% of professionals. This is where the gap is largest.
"Overall, this data shows that for most IT specialists, salary remains a higher priority than an expanded benefits package"
DOU, analysis of winter survey 2025
Satisfaction with benefits also depends on company size. About 60% of specialists in large companies (200–1,000+ employees) are completely satisfied with their package. In microbusinesses — only 29%, in government agencies — 26%.
The gender gap nobody expected
Women in IT have lower median salaries but broader benefits packages — they more often than men receive benefits for training, vacations and sick leave. Yet women's satisfaction with benefits is slightly lower: 47% versus 50% among men. More bonuses — but less money — doesn't equal greater satisfaction.
Why this isn't just about money
The preference for salary over benefits is not greed. It's a rational response to instability: a company can revise benefits in a quarter, and a freelancer with a contract without gig status risks losing even paid vacation. Money in hand is the only benefit that doesn't depend on the HR director's decision next quarter.
If the trend of cutting benefits for freelancers continues after the EPAM precedent, the logic of "give us more money" will only strengthen — and companies competing on benefits rather than salary will need to reconsider their strategy. The question is whether they'll do it before the labor market stabilizes and candidates regain choice.
