Employee benefits packages explained: a practical guide for UK businesses
Employee benefits packages could be your strongest retention tool – 75% of employees say they're more likely to stay with their employer because of the benefits offered. Staff benefits packages are growing in importance. 85% of organisations plan to boost their offerings and 76% expect to spend more next year. This piece will teach you what employee benefits are and why they matter. You'll learn which benefits UK employees value most, how to set up a package within your budget, and how to measure its success.
What are employee benefits packages?
An employee benefits package includes all non-wage compensation you provide to your team beyond their salary. These perks and advantages range from legally required provisions to voluntary offerings you create, forming a support system that goes way beyond the monthly payslip.
Your benefits offering affects more than employee satisfaction. Benefits can become contractually binding without explicit intention, attract tax and National Insurance obligations even where no cash changes hands, and expose your organisation to discrimination claims if you don't carefully control eligibility or access [1]. Understanding the different categories helps you structure your package properly.
Statutory vs discretionary benefits
Statutory benefits are non-negotiable provisions required by UK law. You must offer these to eligible employees whatever your budget or priorities. Employees in the UK are legally entitled to at least 28 days of paid leave annually [1]. Statutory entitlements also cover sick leave with Statutory Sick Pay, maternity and paternity leave, and bank holidays, along with annual leave.
Pension enrolment represents another mandatory requirement. Employers must offer pension plans to employees over 22 years of age who earn more than £10,000 annually, with a statutory minimum contribution of 3% each month [1]. Eligible employees earning an average of at least £123 per week who have been ill for more than three days consecutively must receive Statutory Sick Pay for up to 28 weeks [2].
Discretionary benefits are voluntary perks you choose to provide. The law doesn't require these, but they serve as tools to attract and retain talent, improve staff morale, and protect your company's brand [1]. Health insurance, improved pension contributions beyond the 3% minimum, gym memberships, flexible working arrangements, and professional development opportunities all fall into this category.
The risk lies in assuming discretionary benefits sit outside legal control. Many so-called discretionary benefits become enforceable through custom and practise or inconsistent drafting in reality [1]. Employees may gain enforceable rights to them if you consistently provide certain benefits or fail to clearly document their discretionary nature. Improved sick pay, commission arrangements, and allowances often fall within the statutory definition of wages. Failure to provide them can lead to tribunal claims [1].
Monetary and non-monetary benefits
Monetary benefits are financial rewards you provide beyond base salary. Bonuses represent one-time financial rewards often tied to performance achievements or project completions. Salary increments involve gradual raises based on longevity or merit. Commissions offer performance-linked financial gains, particularly common in sales environments. Stock options provide opportunities for employees to purchase company shares at predetermined prices [1].
These financial incentives serve as tangible acknowledgements of employee contributions and positively affect motivation and performance. Improved pension contributions, life insurance payouts to dependants, and various allowances all constitute monetary compensation as well.
Non-monetary benefits improve job satisfaction without direct financial transfers. Recognition programmes acknowledge accomplishments publicly and boost morale while encouraging belonging. Career development opportunities like training programmes, mentoring, and tuition reimbursement help employees develop skills [3]. Flexible working hours encourage healthy work-life balance, and additional vacation days beyond statutory minimums provide valued rest periods [1].
Professional subscriptions, use of company equipment, subsidised meals, improved parental pay, and health or wellbeing support all constitute non-monetary benefits [1]. Even informal arrangements can become benefits if you apply them consistently. Allowing employees to finish early on certain days or routinely approving paid time off beyond statutory minimums may be treated as benefits [1].
Non-monetary rewards contribute to intrinsic motivation and long-term satisfaction. They focus on improving employee experience and personal growth [1]. So organisations need to strike a balance between monetary and non-monetary offerings to address diverse employee priorities effectively.
Why employee benefits packages matter for UK businesses
Staff benefits packages have become a strategic necessity rather than an optional extra. Candidates evaluate potential employers based on total compensation. Your benefits offering sends a clear signal about how you value your workforce. The businesses that understand this connection gain measurable advantages in recruitment, retention and performance overall.
Attracting top talent in competitive markets
Knowing how to attract skilled candidates depends heavily on what you offer beyond salary. More than a third of employees would switch jobs for better benefits [3]. Four out of five mid-sized and enterprise-level businesses consider offering nontraditional benefits important for attracting and retaining employees [3]. This move reflects changing priorities, with 66% of workers saying their benefits package matters as much as or more than their salary [3].
Candidates no longer focus solely on monthly pay figures [3]. They look at your entire offer and weigh healthcare coverage, pension contributions, flexible working options and development opportunities. Nontraditional perks make the difference in someone choosing your organisation over a competitor when all primary benefits appear equal between competing offers [3].
Organisations with strong employer brands receive 50% more qualified applicants [1]. Businesses that fail to compare their benefits against competitors miss opportunities to position themselves well [3]. Only 40% compare benefits within their sector, 37% by location and merely 30% by company size [3]. This limited approach results in packages that don't match employee expectations or industry standards.
Improving employee retention rates
The financial case for staff benefits becomes clearest when you look at retention data. Replacing an experienced employee costs between 50% and 150% of their salary when you factor in recruitment, onboarding, lost productivity and institutional knowledge drain [4][5]. Against this backdrop, 55% of employees would consider moving company for a more competitive benefits package [3].
Employees satisfied with their benefits are five times more likely to say they'll stay with their employer [5]. They're also 3.5 times more likely to trust leadership. Trust represents one of the strongest predictors of long-term retention [5]. Companies prioritising employee wellbeing with robust benefits strategies showed 78.9% positive responses regarding their benefits, compared to 67.2% for those who weren't recognised in workplace culture awards [3]. This 11.7% difference underscores how a solid benefits package influences employee satisfaction.
Organisations with strong employer brands experience up to 28% lower turnover rates [1][3]. The retention effect varies across company sizes. Boutique agencies with 15 to 24 employees showed the largest satisfaction disparity. Winners reported 87.5% satisfaction compared to 65.6% for others [3]. Meanwhile, larger companies with 150+ employees demonstrated a smaller though still notable gap: 75.4% for winners versus 69.0% for the field [3].
Building a strong employer brand
Your benefits programme shapes how both candidates and current employees perceive your organisation. Employee benefits showcase your values and commitment to staff wellbeing when structured thoughtfully [3]. This reputation extends beyond recruitment, with 69% of employees believing it's important that their employer is a brand they're proud to support [1].
Companies with strong employer brands reduce their cost-per-hire by 50% [1][3]. Candidates approach these organisations organically and reduce reliance on expensive recruitment advertising and external agencies. Similarly, engaged employees become brand ambassadors and promote the company externally while bringing valuable referrals [1].
Supporting employee wellbeing and productivity
The connection between employee benefits and productivity shows clear results. Among businesses offering health and wellbeing benefits, 60% of SMEs and 69% of medium-sized organisations report boosted productivity levels [1]. Particularly noteworthy, 22% say such provision is critical for improving productivity [1].
Wellbeing support addresses why absence and disengagement happen. Mental health challenges and musculoskeletal conditions represent the two biggest causes of workplace absence [3]. Employees feel safer when foundational needs are met through benefits like health insurance, mental health resources, disability coverage and retirement accounts. This sense of security reduces flight risk [5]. Employee satisfaction, work-life balance, productivity and stress reduction all emerge as key business outcomes [1].
Types of staff benefits packages you can offer
Building your employee benefits package requires understanding the four main categories available. Each category addresses different aspects of employee needs, from physical health to career growth. The right mix depends on your workforce demographics, budget constraints, and what matters most to your organisation.
Health and wellbeing benefits
Private health insurance ranks among the most common employee benefits in corporate settings [3]. This coverage offers fast access to healthcare with features not always available through NHS provisions. You get direct access to specialists without referrals, health assessments, and flu vaccinations [3]. Employers pay premiums monthly, with costs varying based on workforce size, age profile, and the coverage level you choose [4].
Dental coverage extends your healthcare package. It ranges from regular check-ups to hygienist appointments, X-rays, and procedures [3]. Vision coverage usually has eye tests, contact lens checks, and glasses prescriptions. It may extend to ocular procedures such as laser eye surgery [3]. Some employers group these under general medical plans. Others arrange separate deals with insurance providers or opticians [3].
Specialist healthcare services broaden support beyond standard medical care. Employees get detailed wellbeing resources through access to private dermatologists, chiropractors, and mental health professionals like therapists and counsellors [3]. Mental health support has gained prominence. Work-related stress, anxiety, and depression accounted for 55% of all working days lost due to ill health in 2021 [6]. Every £1 spent on mental health benefits generates an average £5 return [6].
Gym memberships and fitness allowances encourage physical activity. These schemes offer discounted rates at thousands of health clubs and fitness centres throughout the UK [7]. Cycle-to-work schemes represent one of the most sought-after salary sacrifice benefits. They improve lifestyle while providing tax advantages [3].
Financial protection and security benefits
Income protection insurance covers employees unable to perform their job due to accident or illness [3]. The policy pays monthly benefits to replace all or some of lost salary for up to two years of absence [8]. Modern policies have early intervention services, with 72% of new absentees under group income protection returning to work last year [9].
Death-in-service benefits provide a lump sum payment to an employee's chosen beneficiaries if they pass away while hired [5]. This payment is usually a multiple of salary. Both employees and their families get peace of mind from this financial security [5]. Group critical illness cover pays a lump sum upon diagnosis of serious illnesses listed in the policy, such as cancer, heart attack, or stroke [8]. Employees can use these funds for medical costs, recovery time, or general financial support [8].
Work-life balance benefits
Flexible working arrangements have become highly valued benefits. Options are flexitime, job-sharing, compressed working hours, and home-working [6]. These arrangements increase employees' job autonomy and improve their perception of supportive management [6]. Research confirms work-life balance supports have most important effects for users. These effects come through improvements to job control and supportive management rather than just better time scheduling [6].
Enhanced paid time off beyond the statutory 5.6 weeks annually demonstrates commitment to employee rest and recovery [3]. Family leave provisions extend to statutory maternity and paternity requirements. Many employers offer better pay rates or extended periods for these leave types [3]. Emergency family leave and compassionate leave arrangements address unexpected personal situations [3].
Professional development benefits
Professional development programmes offer multiple advantages for organisations and employees. Training support helps employees attend courses, exams, and certifications without using paid leave. You can incorporate it into the working week [3]. Seventy-four percent of workers say lack of development opportunities prevents them from reaching full potential [1].
Development programmes deepen knowledge, expand skills, and build confidence. They do this through in-person courses, virtual training, hands-on experience, and mentoring [1]. Employee retention rose 58% in organisations that invest in employee development [1]. Around one-third of surveyed employees believe job training helps them earn more [1]. Learning new skills through professional development increases employability and potential for pay increases [1].
Most valued employee benefits in the UK
Understanding which benefits your employees value most helps you allocate budget effectively and maximise satisfaction. Survey data reveals clear patterns in UK employee priorities, with certain benefits ranking higher than others consistently.
Flexible and remote working arrangements
Flexible working has become the most desired employee benefit in UK workforces. Working from home tops the list at 94%. Flexible hours follow closely at 93% and flexible location at 92.7% [3]. This just reflects practical considerations, as commuting, childcare and living costs continue rising [1]. People can adjust hours to manage school runs and appointments without using annual leave whilst working during their most productive periods [1].
Over 4 million employees changed careers due to lack of flexible working opportunities [3]. More than 25% of employees would prefer flexible working arrangements over a pay rise [3]. Remote work reduces commute costs and provides access to roles outside local areas, a major advantage for people in regions with fewer well-paid opportunities [1]. About 51% of employees have flexible or hybrid working arrangements [3]. Satisfaction splits sharply along these lines: 94% of employees with flexible schedules report contentment, compared to just 61% of those working full-time in the office [3].
Boosted pension contributions
Cost of living increases and growing concerns about future financial security mean strong pension contributions have become a major deciding factor [1]. Employers who contribute more than the 3% legal minimum help build long-term stability and reduce the burden on workers during retirement [1]. Research confirms 68% of employees don't believe their current pension will be enough to fund a comfortable retirement [4]. That's why 61% want their employer to contribute more than the minimum, with nearly a third saying this is very important [4].
Employees were asked directly, and 58% said they'd rather receive higher pension contributions in place of other company benefits [4]. Another 25% would think over that trade-off depending on the perks in question, whilst only 10% preferred additional benefits over boosted pension savings [4]. About 84% of workers say a good pension is important when looking for new jobs [4].
Private medical insurance
Pressure on NHS waiting times means many employees value faster access to medical support [1]. Private healthcare, dental cover and life insurance provide peace of mind and help employees address health issues quickly so they can return to work feeling supported [1]. About 64% of employees receive private medical insurance [3]. Similarly, 58% receive boosted sick pay [3]. This benefit proves important especially when you have parents, carers and those with chronic health concerns [1].
Mental health support programmes
Access to counselling, wellbeing apps or funded support shows an employer takes mental health seriously [1]. This becomes important as burnout and stress levels rise across the UK [1]. Mental health support gains traction with Gen Z, who cite it as a key factor in building a positive workplace [3].
Gym memberships and fitness allowances
Corporate gym membership emerged as the number one choice of corporate benefit for 63.1% of gym users surveyed [7]. Only 22.4% said their employer offers discounted gym access currently [7]. Separate research found 57% of employees want perks for health and wellbeing, including corporate gym memberships [7]. Employees could pay as little as £5 per month under heavily subsidised schemes, whilst general corporate gym membership ranges between £20 and £80 per month per employee [7]. Savings reach up to 40% on memberships at over 3,600 facilities through salary sacrifice schemes, with typical discount programmes offering up to 25% off [7].
Extra annual leave days
Annual leave remains one of the most valued benefits [10]. Statutory minimum sits at 28 days including bank holidays, though many employers exceed this. About 37% offer between 26 and 30 days, though only 10% offer more than 31 days [3]. Additional perks like birthday leave and buy/sell schemes are becoming more common, with only 23% of employees having access to their birthday off [3]. These budget-friendly benefits send strong messages about valuing employee wellbeing and balance [3].
How much do employee benefits packages cost?
Budgeting for employee benefits requires balancing what your team values against what your organisation can afford. The actual cost varies substantially based on company size, benefit types selected and coverage levels chosen.
Budget planning guidelines for small businesses
Research shows businesses spend 1.25 to 1.4 times each employee's base salary on employee benefits, or add 20% to 50% to the employee's salary to cover staff benefits packages [11]. Other studies suggest around 32% of salary cost is optimal for spending on employee benefits [11]. As a general rule, you should budget between 75% and 100% on top of the base salary to cover all expenditures, including National Insurance calculations, benefits and operational expenses [5].
The cost of employee benefits per employee ranges from as little as £2 to £11 per employee per month or higher [11]. This range gets influenced by the number of employees you have, the number of schemes you implement, the platform or employee benefits technology you incorporate and the provider you choose [11]. These figures remain applicable for small businesses, though you can achieve lower costs per employee per month with the right provider [11].
Budget-friendly benefits for tight budgets
Budget constraints mean you should focus on high-impact benefits rather than spread resources too thinly [9]. Salary sacrifice schemes let you lease pushbikes, adapted bikes or e-bikes to employees and reduce tax and National Insurance payments for both parties [8]. The electric car scheme operates similarly but applies to ultra-low emission vehicles [8].
Employee assistance programmes are relatively inexpensive to implement and provide confidential advice helplines covering counselling, financial guidance, debt management, legal information and childcare support [8]. Holiday trading schemes help employees achieve better work-life balance and reduce employer salary and National Insurance costs at the same time [8]. Shopping discount portals add substantial value for your people at minimal cost, especially when hosted on your benefits platform where they encourage uptake of other benefits [8].
Voluntary benefits allow employees to purchase discounted products or services through salary sacrifice arrangements, including life insurance, critical illness cover and legal protection [8]. Increased leave entitlement serves as a useful retention tool, either for everyone or aligned with length of service [8].
Tax implications and savings
You must report most expenses and benefits to HMRC and pay tax and National Insurance on them [12]. Examples include company cars, health insurance, travel expenses and childcare [12]. Non-cash benefits can be treated as additional income and require employees to pay tax on them [6]. The taxable value equals the cash equivalent, which is the amount it costs you to provide the benefit, less any part paid by the employee [6].
You make savings on National Insurance Contributions when employees purchase benefits through salary sacrifice schemes [13]. Annual leave purchase schemes, once embedded, allow you to assess uptake patterns and make analytical predictions on potential savings [13]. Businesses use eVouchers for cost-of-living support and stick with a maximum of £50 per employee to avoid additional taxes [13].
Negotiating with benefits providers
Before meeting providers, determine your company size, which benefits suit your employees best, desired automation levels, platform customisation needs and integration opportunities with existing HR software [11]. Understanding employee needs is crucial, as offerings must function as actual resources rather than just look good on paper [14]. Read the fine print to ensure benefits don't contain unexpected exemptions [14].
Review utilisation data from previous years to see what people signed up for and used, then compare this against what employees need and want now [14]. Benefits needs evolve, so negotiate contracts that allow employees to choose the right benefits mix for them, with flexibility to change over time [14].
Setting up your employee benefits package step by step
Implementing employee benefits packages requires a well-laid-out approach rather than ad-hoc decisions. A systematic process will give a benefits offering that lines up with employee needs and business objectives while staying within budget constraints.
Surveying your team's needs and priorities
Gather information from your employees through anonymous surveys, focus groups, or casual conversations [1]. Questions about which benefits they want and value most will help, and invite suggestions. This research reveals what your workforce values, with 80% of employees preferring extra benefits over a pay raise [1].
Segment your responses by age, roles, salary and location to understand different needs in your workforce [3]. Younger team members value different perks than those close to retirement [1]. Analyse your current benefits to identify patterns showing what works and what doesn't [15]. Low utilisation on certain offerings means they need better promotion or replacement.
Setting a realistic budget
The right budgeting method depends on your situation. Zero-based budgeting works best for new programmes because it analyses every benefit cost aspect [1]. Incremental budgeting helps optimise existing benefits based on past results [1]. Add a contingency fund for unexpected costs and prepare a detailed breakdown to secure approval [1].
Choosing the right benefits mix
Your benefits selection should reflect workforce demographics, business goals and long-term retention strategy [16]. There should be something for everyone in your team when choosing your employee benefits platform [15]. Balance core offerings that everyone receives with voluntary options employees can select based on personal circumstances. Match benefits to your culture and business objectives where possible [17].
Selecting providers and platforms
Providers with experience working with businesses similar to yours in size and industry are ideal [3]. Customer testimonials and case studies show how platforms have worked for others, so check their reputation [3]. Thorough demos of features, options and packages should be requested [15]. Test any platform before committing and check how employees can use it, direct themselves through it and access support [3].
The platform should integrate smoothly with your existing HR systems [3]. Accessibility features for hearing or sight-impaired employees need verification [18]. Data security measures and GDPR compliance must be confirmed [18]. Costs upfront need clarity, including potential charges for future platform changes [18].
Launching and communicating your package
A multi-channel communication strategy uses emails, presentations, posters and digital tools [1]. Your message needs at least three repetitions, as research shows people need to hear information several times before it sticks [1]. Launch timing matters, so avoid busy periods like financial year-end [1]. Regular reporting cycles track engagement metrics and costs [1], and automated surveys measure programme success [1].
Common mistakes to avoid when implementing benefits
Even well-intentioned staff benefits packages fail when execution falls short. The gap between what you offer and what employees actually use often stems from three recurring problems.
Poor communication leading to low uptake
Most organisations struggle with benefits communication. Research shows 80% of employees activate only one or two of their available benefits [19]. In a separate study, 54% of employees weren't consulted on the benefits that would improve their work satisfaction [19]. This disconnect costs British businesses £2.7 billion each year through reduced loyalty and productivity [20].
The problem extends beyond the original rollout. Employees forget about benefits when they are communicated only once a year [19]. Their needs change throughout the year, so benefits should function as ongoing resources rather than one-off messages. Technical language and unclear processes compound the issue and make people avoid benefits when they feel complicated [19].
Statistics reveal the scale of this failure. While 73% of benefits professionals say improving communications is a top priority, only 38% ensure benefits are valued by employees [4]. Some 54% of employees want customised benefits recommendations [4], yet few receive them. Awareness gaps mean 18% find their benefits hard to access [19] and create barriers to participation.
One-size-fits-all approach
Your workforce contains people with varying abilities, challenges and needs that can't be addressed through uniform offerings [21]. Research confirms 74% of employees prefer to customise their benefits to meet personal requirements [22]. Younger employees might prioritise student loan assistance. Older team members focus on retirement planning. Job satisfaction diminishes and turnover increases when employees feel benefits don't arrange with their goals.
Neglecting to review and update regularly
A gap exists between employer perception and reality. Some 80% of companies believe employees are satisfied with benefits, yet only 58% of employees report actual satisfaction [22]. Regular reviews identify underutilised benefits and emerging priorities. This ensures your package evolves with workforce needs rather than growing stale.
Measuring the success of your benefits programme
A startling 62% of companies don't measure the success of their employee benefits programmes [23]. This measurement gap means wasting resources and missing opportunities to attract and retain top talent [23].
Employee satisfaction and engagement metrics
Employee engagement surveys are the foundations of measuring programme effectiveness. Gallup's research shows engaged employees drive measurable business outcomes. Top-quartile teams experience 23% higher profitability and 81% lower absenteeism compared to bottom-quartile units [24]. Pulse surveys are a great way to get ongoing insights into how employees experience your benefits and allow continuous improvement [23]. Key engagement metrics include pride in working for your company, likelihood to recommend your organisation, present and future commitment, and motivation levels [25].
Annual reviews should analyse feedback loops, benefits platform data, and measuring against industry standards [23]. Employees satisfied with their benefits are five times more likely to stay with their employer and 3.5 times more likely to trust leadership [26].
Retention and recruitment data
Track turnover rates and tenure alongside benefits utilisation. Low engagement teams endure turnover rates 18% to 43% higher than highly engaged teams [24]. Replacing an employee costs 50% to 200% of their salary [26], so modest retention improvements deliver measurable returns.
Return on investment calculations
Calculate ROI using this formula: (Total Benefits - Total Costs) / Total Costs × 100 [27]. Break utilisation down by generation, role, or salary level. This identifies which benefits deliver outsized impact on key populations [28].
Conclusion
Employee benefits packages represent a strategic investment rather than an optional expense. Organisations that structure their offerings well gain measurable advantages in retention, recruitment and productivity. Those that neglect this area lose talent to competitors.
Start by surveying your team's actual needs. Build a balanced package within your budget constraints. Choose benefits that match your workforce demographics and business goals. Communicate to drive uptake.
Measure your results and adjust therefore. Your benefits programme should evolve with your team's changing needs and deliver tangible returns for both employees and your organisation.
FAQs
What's the difference between statutory and discretionary employee benefits?
Statutory benefits are legally required provisions such as the minimum 28 days annual leave, Statutory Sick Pay, and workplace pension contributions of at least 3%. Discretionary benefits are voluntary perks you choose to offer, like private health insurance, gym memberships, or enhanced pension contributions beyond the legal minimum.
How much should a small business budget for employee benefits?
Small businesses typically spend between 20% and 50% on top of base salary for employee benefits, with some research suggesting around 32% of salary cost is optimal. The actual cost per employee can range from as little as £2 to £11 per month, depending on the schemes implemented and providers chosen.
Which employee benefits do UK workers value most?
Flexible and remote working arrangements top the list, with 94% of employees valuing working from home. This is followed by flexible hours (93%), enhanced pension contributions (with 61% wanting more than the minimum), private medical insurance, mental health support programmes, and additional annual leave days beyond the statutory minimum.
How can I measure if my employee benefits package is successful?
Track employee satisfaction through engagement surveys, monitor retention and turnover rates, and analyse benefits utilisation data. Employees satisfied with their benefits are five times more likely to stay with their employer. Calculate ROI using the formula: (Total Benefits - Total Costs) / Total Costs × 100.
What are the most common mistakes when implementing employee benefits?
The three main mistakes are poor communication leading to low uptake (80% of employees only activate one or two benefits), taking a one-size-fits-all approach that doesn't account for diverse workforce needs, and failing to review and update the benefits package regularly to keep pace with changing employee requirements.
References
[1] - https://www.pluxee.uk/blog/employee-benefits-scheme-uk-the-essential-guide-your-hr-team-needs/
[2] - https://www.peoplehr.com/en-gb/resources/blog/employee-benefits-package-explained-and-tips/
[3] - https://www.drewberryinsurance.co.uk/employee-benefits/guides/employee-benefits-platform-uk
[4] - https://www.shrm.org/topics-tools/news/benefits-compensation/efforts-to-communicate-benefits-are--underwhelming---report-find
[5] - https://payfit.com/blog/how-much-does-an-employee-cost/
[6] - https://www.litrg.org.uk/working/employment/taxable-employment-income/employment-benefits
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[8] - https://www.nfp.co.uk/media/insights/cost-effective-employee-benefits-to-help-retain-your-talent-through-tough-times/
[9] - https://yulife.com/blog/optimise-employee-benefits-on-a-tight-budget/
[10] - https://scheduleleave.com/blog/additional-employee-holiday-allowance-as-a-perk/
[11] - https://www.theaccessgroup.com/en-gb/hr/software/employee-engagement/employee-benefits/how-much-do-employee-benefits-cost/
[12] - https://www.gov.uk/employer-reporting-expenses-benefits
[13] - https://www.pluxee.uk/blog/financial-wellbeing/cost-effective-employee-benefits-how-to-get-more-for-less/
[14] - https://www.forbes.com/councils/forbeshumanresourcescouncil/2021/12/06/how-to-negotiate-the-best-hr-employee-healthcare-benefits-for-workers/
[15] - https://www.hekahappy.com/blog/7-considerations-before-choosing-an-employee-benefits-platform
[16] - https://boundlesshq.com/blog/create-benefits-package-uk/
[17] - https://face2facehr.com/how-to-choose-which-benefits-to-offer-employees-in-your-small-business/
[18] - https://employeebenefits.co.uk/benefits-technology/key-questions-to-ask-of-providers-when-selecting-a-benefits-platform/279896.article
[19] - https://www.mystaffshop.com/insights-hub/why-employees-arent-engaging-with-your-benefits-and-how-to-fix-it/
[20] - https://blog.vistage.co.uk/british-businesses-needlessly-losing-billions-due-to-poor-communication
[21] - https://wondrhealth.com/blog/your-workforce-isnt-one-size-fits-all-your-benefits-shouldnt-be-either/
[22] - https://tribridgepartners.com/the-importance-of-an-annual-benefits-review/
[23] - https://ilumiti.co.uk/blog/the-data-doesnt-lie-why-measuring-your-employee-benefits-programme-is-crucial
[24] - https://www.gallup.com/workplace/236927/employee-engagement-drives-growth.aspx
[25] - https://www.cultureamp.com/blog/benefits-of-employee-engagement-survey
[26] - https://selerix.com/blog/how-benefits-affect-employee-retention/
[27] - https://www.rewardgateway.com/blog/measuring-employee-experience-roi
[28] - https://selerix.com/blog/measuring-the-roi-of-benefits-programmes/
