Creating an Employee Benefits Package: What Today’s Talent Really Wants
Attracting and retaining top-tier talent isn’t just about offering a competitive salary. While fair pay remains essential, today’s workforce increasingly values a broader range of benefits that support their lifestyle, wellbeing, and long-term goals. A thoughtfully designed employee benefits package can significantly enhance your company’s appeal, improve staff retention, and boost morale—without necessarily inflating payroll costs.
If your basic salary offering is already at market rate, here are some smart and cost-effective ways to create a well-rounded package that truly resonates with your team.
Health and Wellbeing
Access to private healthcare continues to rank highly among professionals seeking security and peace of mind.
- Private Medical Insurance
Providing individual cover is a strong start. If full family cover isn’t feasible, consider allowing employees to add dependants at your company’s rate, with the cost deducted in instalments from their net salary. - Mental Health Support
Offer an Employee Assistance Programme (EAP), confidential counselling, or subsidised wellness app subscriptions. These options show that you care about employees’ mental and emotional wellbeing—not just their output.
Flexible Working
Flexibility has become one of the most sought-after workplace benefits, especially among those seeking a healthier work–life balance.
- Hybrid and Remote Working Options
Whether it’s compressed hours, working from home, or flexible start and finish times, these arrangements help staff stay productive while better managing personal commitments. - Outcome-Focused Culture
Move away from time-based tracking and focus on measurable results. Empower employees to manage their time effectively, providing they meet agreed targets.
Annual Leave Enhancements
The statutory minimum of 5.6 weeks’ paid holiday (including bank holidays) is no longer seen as generous in many industries.
- Buy or Earn Additional Leave
Allow staff to purchase extra holiday days or earn them through performance or long service. Even small perks, like giving employees their birthday off, can make a lasting impact.
Pensions and Financial Wellbeing
A good pension is a key factor in employment decisions, especially for experienced professionals.
- Enhanced Pension Contributions
Where possible, go beyond the legal minimum contributions to demonstrate long-term investment in your people. - Financial Education
Offer staff access to impartial financial planning advice or workshops covering pensions, savings, budgeting, and more.
Learning and Development
Ambitious employees want to work somewhere that supports their growth.
- Training Programmes
Provide internal training opportunities, access to external courses, or funding for professional qualifications. - Mentoring and Coaching
Encourage managers to act as mentors and support structured development plans. - Educational Support
Consider offering interest-free loans for further study or short-term study leave for employees pursuing qualifications.
Commuting Assistance
For staff reliant on public transport, commuting costs can be a major burden.
- Season Ticket Loans
Offer interest-free loans for annual rail or bus passes to ease travel expenses. - Car Allowance Options
If a company car is part of the offer, giving employees the option to take the equivalent cash allowance can be an appealing alternative.
Support for Parents and Carers
Balancing work with family life is crucial for many employees.
- Childcare Support
While onsite crèches may be impractical, tax-efficient childcare voucher schemes or partnerships with local nurseries are excellent alternatives. - Parental Leave Policies
Enhance statutory maternity/paternity leave or offer a phased return-to-work programme to support working parents.
Social Responsibility and Team Culture
People are increasingly driven by purpose and culture.
- Volunteer Days
Offering one or two paid days per year for charitable work is a meaningful way to give back—and boost morale. - Payroll Giving & Matched Donations
Allowing staff to donate to charities directly from their salary (with company matching) shows a commitment to social impact.
Day-to-Day Perks
It’s often the little things that make a big difference.
- Office Treats and Social Events
End-of-week socials, free snacks, or seasonal events can help foster camaraderie and improve job satisfaction. - Recognition Initiatives
A simple ‘employee of the month’ scheme or milestone anniversary gift can go a long way in making staff feel appreciated.
Flexible Benefits Platforms
A flexible approach allows employees to choose benefits that matter most to them.
- Customisable Packages
Offer a menu of benefits—including gym memberships, dental plans, cycle-to-work schemes, or tech loans—so individuals can pick and choose based on their lifestyle. - Salary Sacrifice Schemes
Many of these can be delivered in a tax-efficient way through salary sacrifice, offering value without significant employer cost.
Conclusion
Creating a compelling benefits package doesn’t have to involve vast expense—it’s about listening to your employees and aligning your offering with their needs and values. The right mix of health, flexibility, development, and recognition can make all the difference when it comes to hiring—and keeping—exceptional people.
Talk to your team, review your current offering, and adapt where needed. A strong benefits package is more than a recruitment tool—it’s a reflection of your culture, values, and commitment to your people.
