ECPs have been designed as a system which will bring benefits to all entities engaged in it – employees, employers and the State.

The first to benefit from ECPs are the employees, as this programme has been designed for them. ECPs ensure numerous bonuses for their participants. In addition to the contributions by the employees, their funds are supplemented by contributions made by the employer and the State, allowing employees save more and faster than with other programmes. The programme simplicity is also a great advantage – the employee does not have to understand investment products or choose the strategy, as it is done for them by a financial institution. Moreover, the funds on an ECP account are entirely private; which is why they may be used at any time in the case of urgent need, e.g. in the case of an illness or as a contribution in the case of the purchase of a house or flat.

Also employers may benefit from the introduction of ECPs. The contributions they pay to employees’ individual accounts are a form of deferred pay rise. Due to this, employers have a new instrument to motivate and reward employees. An aspect particularly important from the employer's perspective is that the ECP is an expression of their responsibility for employees and their families. Moreover, the possibility to increase the basic contribution may be an additional distinguishing feature, creating a good employer image, which is of particular relevance in the context of the labour market conditions.

ECPs also mean a number of benefits for the economy. All funds within an ECP are invested, which means a new capital stream. The experiences of other countries in which similar programmes function show that ECPs ensure the inflow of local capital, which can be invested in business entities. It will translate into their faster development and, consequently, a better economic situation in the country.