How to choose an employee benefit platform that actually works

27 min to read

23 April 2026

The right employee benefit platform matters more than you might think. Research shows that 83% of companies say their benefits package directly influences employee productivity, whilst 84% claim it plays a key role in reducing turnover. Yet, 24% of UK workers remain dissatisfied with their benefits. Employee benefit platforms are becoming popular because they offer detailed solutions to bridge this gap. This piece walks you through everything you need to assess employee benefit platforms UK businesses can rely on, from key features to common pitfalls, and ensures you select a platform that delivers real value.

What is an employee benefit platform?

An employee benefit platform serves as a digital hub that handles all the perks and benefits your business offers to employees. It functions as a centralised system where both your HR team and staff can manage everything from company health plans and workplace pension schemes to wellness perks and corporate gym memberships. It's a digital solution that simplifies workplace benefits administration for everyone involved.

These platforms unite all benefits data in one available location, unlike standalone systems or spreadsheets. Your team can update benefits information in real-time when changes occur, whether that's new enrolments, modifications, or cancellations. You won't need multiple systems or mountains of paperwork cluttering your processes anymore because of this centralisation.

Core functions of benefit platforms

The functionality of employee benefit platforms varies by a lot depending on the provider, but certain core features appear across quality systems. These platforms offer task-driven benefits automation, which removes the manual workload that bogs down HR departments. Automation features can save HR teams up to 12% of their time [1].

HRIS integration stands out as a fundamental capability. These integrations eliminate data silos and reduce administrative overhead while ensuring accuracy in benefits administration. The platforms create a seamless flow of information across different organisational functions by connecting with payroll and time tracking systems.

Employee self-service portals give your staff control over their benefits experience. They can enrol in schemes, make changes during open enrolment periods, access information, and submit claims without needing to contact HR for simple queries. Remote and hybrid teams working across different locations or time zones benefit from this 24/7 availability through mobile-friendly interfaces.

Reporting and analytics tools provide another significant function. You can create dashboards that measure how colleagues use the platform, understand which benefits they're choosing, identify unused options, and track changes over time. You can explore data by drilling down into employee characteristics including age, department, gender, and salary besides standard reports. These analytical insights inform smarter decisions about your benefits package based on actual usage patterns rather than assumptions.

Many platforms also handle total reward statement creation, which combines and displays the complete value of an employee's compensation package. These statements serve as useful communication tools that can increase engagement while saving your admin staff considerable time by highlighting what benefits employees are entitled to and their worth.

Customisation options allow you to automate which benefits are available to each employee based on factors like job grade, location, salary, or changes in personal circumstances. You can tailor the platform to your specific business needs rather than accepting a rigid, one-size-fits-all solution because of this flexibility.

How they differ from traditional benefits management

Traditional benefits management relied on manual processes, paper-based systems, and fragmented communication channels. Your HR team would spend hours processing forms, updating spreadsheets, and fielding repetitive questions about benefit options. This approach created bottlenecks that limited HR's capacity for strategic initiatives.

Digital employee benefit platforms reshape the scene. Everything stays within a secure, encrypted environment instead of data travelling through multiple vendors and systems. This reduction in data movement strengthens your commitment to data security, with platforms providing multi-factor authentication as standard and supporting GDPR compliance requirements.

The move from reactive to proactive management represents another key difference. Traditional systems required employees to hunt down information from individual benefits providers, which often led to confusion about what was available. Modern platforms put all information in one place, available anytime from any device. This stops confusion and increases benefit utilisation.

Cost optimisation becomes more achievable too. Organisations can achieve cost savings of 15% to 25% [1] by optimising benefits administration and reducing errors. The platforms maintain detailed records of all changes and actions, bringing greater clarity and accountability to your benefits system compared to traditional paper trails.

The experience changes for your employees. Rather than jumping through hoops to learn about or use their benefits, they access a personalised platform that shows benefits relevant to their specific situation. This improved availability affects engagement, as employees can understand and appreciate the value of what you're offering them.

Types of employee benefit platforms available

The employee benefit platforms UK market offers several distinct categories. Each one addresses different aspects of benefits management. You can identify which type arranges with your organisation's specific needs and existing infrastructure when you understand these variations.

Discount and perks platforms

These platforms focus on helping employees save money through retail discounts and exclusive offers. Perkbox provides access to over 9,000 discounts from major brands. Similar providers connect employees with savings across supermarket groceries (4-7%), meals out (up to 25%), tech (up to 35%), and gym fees (up to 28%) [2]. Employees using discount schemes can save up to £1,679 each year [2].

The appeal extends beyond simple vouchers. Many discount platforms incorporate freebies that employees can claim using allocated points. These include complimentary selected drinks at coffee chains, free cinema tickets, and vouchers from major retailers [2]. Such platforms address financial wellbeing head-on. Half of employed adults report their financial situation affects productivity at work [2].

Cashback-earning schemes represent another dimension within this category. Some providers offer prepaid cards that generate up to 15% cashback when used with participating retailers [2]. Salary deduction schemes like SmartPay allow employees to spread the cost of higher-value purchases through weekly or monthly pay deductions [2].

Total reward statement platforms

Total reward statement platforms take a different approach. They calculate the complete value of employment packages. These systems create personalised documents that show employees everything beyond simple salary. This includes pension contributions, health insurance, life cover, and various perks [1].

The need for such platforms becomes clear when you think over this: 76% of employees remain unaware of their full benefits package value [1]. The average employee undervalues their package by £8,000-12,000 [1]. An employee earning £40,000 might find their total package equals £52,000 when all benefits are included [1].

These platforms display customisable benefits descriptions and non-monetary benefits like volunteering days. They can incorporate annual pension benefit statements for scheme members [1] [1]. Implementation takes 6-8 weeks from kick-off to launch. This covers data gathering, system configuration, testing, and employee communications [1].

Wellness and health platforms

Wellness-focused platforms support employees' mental, physical, and financial wellbeing through dedicated resources and expert services. These systems provide Employee Assistance Programmes that offer confidential access to licenced counsellors 24/7 [3]. Over 42% of employees say exercising relieves work stress. This makes discounted gym memberships a valuable wellness component [2].

Virtual healthcare access forms another significant element. Platforms may offer online GP appointments available seven days per week. These include unlimited consultations, same-day appointments, and private prescriptions [3]. Some providers report that 87% of users experienced improvement through their EAP services [3].

Wellness content libraries curated by industry experts provide employees with practical resources. These cover mindfulness, money management, and healthy habits. This ad-free content integrates into everyday routines without interruptions [3].

Flexible benefits platforms

Flexible benefits platforms enable employees to tailor their benefits selections according to personal circumstances and family needs. Employees pick from available options that suit them best rather than receiving a standard package [4].

Two main models exist within this category. The first allows employees to select specific benefits like occupational health, dental cover, eyecare vouchers, bike-to-work schemes, holiday trading, critical illness cover, and travel insurance [4]. The second provides benefit allowances. Employers assign each staff member a fixed budget to spend on preferred benefits and submit receipts for reimbursement [5].

True flexibility extends beyond annual enrolment windows. Modern platforms support 'anytime benefits'. Employees can select what they want throughout the year and access the platform 24/7 from any device [4]. This approach ensures diverse workforces with varying wants and needs can all find valuable options [4].

Detailed benefits management platforms

Detailed platforms combine multiple functions into unified systems. These all-in-one solutions incorporate discount schemes, total reward statements, health and wellness programmes, and flexible benefits administration under single logins [3].

Such platforms handle various benefit types. These include private medical insurance, health and dental cash plans, health screenings, critical illness cover, death in service benefits, income protection policies, and salary sacrifice pensions [4]. They support integration with existing benefit providers. This centralises everything for easier management whilst you maintain current relationships [4].

Why your business needs a benefits platform

Your HR team faces mounting pressure from multiple directions. Compliance requirements multiply, employee expectations rise, and administrative tasks consume hours that could improve strategic initiatives. Employee benefit platforms address these challenges head-on and transform how you manage and deliver workplace benefits.

Time savings and automation

HR professionals spend 12 hours weekly on payroll and benefits administration right now [6]. That's more than a quarter of their working week devoted to tasks that automation can handle. More concerning, 27% admit to spending 20 hours or more on these activities [6].

Small business owners face similar struggles. Most report five hours per pay period calculating taxes, filing information, and allocating funding [7]. Some spend roughly 21 days every year on these activities [7]. These hours represent a significant chance cost.

Automation changes this equation. One HR Programme Manager found that an all-in-one system with payroll cut processing time by 90% and reduced payroll from four days to just 20 minutes [7]. This isn't an isolated case. Benefits management automation reduces or eliminates many time-consuming repetitive tasks that manual processing involves [7].

The time savings extend beyond basic processing. Automated systems check availability and approve or deny requests without manual intervention when employees request time off during peak periods [7]. Automated employee benefits adjust for new rates and rules instead of requiring manual entry for each employee when new tax rates roll out [7].

Improved employee engagement

Employee benefits engagement remains one of the most persistent challenges that HR teams face. Many employees remain unaware of available benefits or fail to recognise their value [8]. Complex enrolment processes create friction, and information scattered across multiple platforms becomes difficult to find [8].

Ease of administration affects adoption rates. A recent survey showed that 76% of HR leaders said cost-effectiveness drives adoption of benefits, and 64% cited employee demand [6]. Most important, 58% identified ease of administration as a key factor [6]. This statistic proves decisive because it's often the hidden deal-breaker.

Engagement increases when access becomes effortless [8]. Employees explore more options, enrol in more schemes, and recognise greater value in their total package. Self-service tools give employees real-time access to their information and the power to manage benefits without going through HR [7]. Employees who relocate or change personal information can make these updates without waiting [7].

Highly engaged teams show 21% higher profitability and better retention rates [9]. Therefore, boosting engagement with your benefit platform can affect business profitability.

Reduced administrative burden

The administrative burden on HR teams has reached unsustainable levels. Research shows HR professionals spend 86% of their time on administrative work [6]. Another study found HR teams dedicate 57% of their time to administrative tasks [7].

This burden carries significant financial implications. UK businesses lose £60 billion annually on administrative tasks, which equals £1,932 per employee with 7% of work hours going to waste [10]. Healthcare's general and administrative expenses as a percentage of revenues are nearly double those of other industries [2].

Administrative tasks prevent HR teams from educating employees about company benefits, yet 73% of employees want more support in this area [6]. The fear of making mistakes pervades benefit administrators' minds and affects focus despite best efforts [6]. Overall morale within organisations takes a hit when HR lacks bandwidth for appreciation efforts like holiday incentives and reward programmes [6].

Back-office functions benefit from best practises, new technology, and tools that improve workflows [2]. Automating and standardising repeatable processes reduces resource needs [2]. Process redesign and automation capabilities could save nearly 15% in long-term back-office costs [2].

Better data management

Only 11% of benefits professionals feel they make good use of data to inform benefits provision [1]. Correspondingly, 76% of HR and benefits leaders can't show return on investment on benefits [1]. This data gap affects how other business areas see the reward function's power to collect, analyse, and use data [1].

Benefits platforms provide reliable data analytics that bring all benefits data together in one place for a comprehensive view [1]. Without this aggregation, employers who rely solely on carrier reports miss complete information on the health, wellness, and engagement of their population [1].

Real-time visibility proves essential. Only 15% of employers can measure total spending on benefits and assess its effect in real-time [1]. Advanced platforms offer interactive dashboards that show trends in benefit usage, engagement levels, budget use, and department patterns [10]. This granular data helps you understand how employees engage with benefits [1].

Almost all (99%) benefits professionals believe data-driven benefits can deliver better results [1]. The payoffs include improved engagement and retention (48%), boosted employer brand (42%), increased power to attract talent (41%), and less administration (37%) [1].

Man and woman relaxing on the sofa with a dog

Key features that make a platform effective

Several features separate effective employee benefit platforms from basic systems. Understanding these differences helps you evaluate whether a platform will genuinely solve your challenges or simply add another login to your tech stack.

Integration with payroll and HR systems

Continuous connection with HRIS, time tracking and accounting systems eliminates data silos and manual reconciliations. Pre-built connectors and resilient APIs push and pull the right data at the right time, from time entries to general ledger postings [11]. Changes made in one system automatically appear in the other. This drastically reduces the risk of errors [12].

API-powered integration enables real-time data exchange between various HR, time-tracking and benefits systems [13]. When you add new employee records to your HRMS, that information syncs smoothly with your payroll platform and gives your payroll team a head start [3]. Employee data flows automatically across systems. This eliminates redundant data entry and reduces back-and-forth communication between teams [3].

Traditional payroll systems exist in silos and require manual data entry and transfers between different platforms. API-powered systems integrate various platforms and enable real-time data exchange and automation [13]. This unified approach means employees enter personal details once instead of repeatedly across multiple programmes [3].

Employee self-service capabilities

Employee self-service portals allow your staff to manage personal information, HR tasks and pay details through secure online access. Employees can access payslips, P60s and pension details. They can track statutory pay, submit real-time holiday requests and update personal details without HR intervention. They can also manage timesheets and expenses from anywhere [14].

Security remains paramount. Employees log in securely via desktop or mobile app using fingerprint recognition, facial recognition or single sign-on [14]. This encrypted access ensures sensitive data stays password-secured, with only authorised individuals gaining access [15].

Self-service reduces manual HR workload and gives employees the ability to manage their own data. It ensures data accuracy and improves engagement while giving HR and managers real-time visibility across their workforce [14]. Leave management lets employees view balances and submit requests online, which are then routed for approval [16].

Mobile accessibility

Mobile access has shifted from optional to expected. 83% of employees say they're happy to use their own phone to access work-related apps if it means a better experience [4]. Currently, 70% of employees say the technology they use at work lags behind the technology they use at home. This makes smooth user experience significant [4].

Platforms should offer fully responsive experiences and enable employees to make real-time updates, enrol in new benefits and submit claims directly from mobiles [4]. Mobile-first, app-based platforms allow employees to interact with benefits on the factory floor, on the road, during breaks or at home [4].

Reporting and analytics tools

Resilient reporting and analytics features give administrators insights into benefits utilisation, employee engagement and overall programme effectiveness [5]. Real-time dashboards help identify trends and improve workforce planning [14]. Custom dashboards, error detection and audit-ready reports drive decisions with real-time insights [11].

Complete reporting generates detailed reports on employee participation, benefit costs and usage patterns [17]. Analytics help you proactively affect employees' health by understanding where improvements can be made [18].

Customisation options

Platforms with strong customisation let you tailor benefits packages to specific business needs and workforce makeup [1]. Advanced features allow you to set scheme eligibility rules and give employees access to relevant benefits only [1]. You can configure employee versus employer contributions, define plan options and set eligibility based on multiple criteria [5].

Employers can tailor what employees see by country, region, function or team to ensure relevancy [19]. Platforms increasingly let you target communications by behaviour, demographics, interests and locations [19].

How to evaluate employee benefit platforms for your business

Evaluation begins before you contact any providers. You need a clear picture of where your organisation stands and what you're trying to achieve with an employee benefit platform first.

Assess your current benefits structure

Start by cataloguing everything your organisation provides at present, from health insurance and pensions to wellness programmes and flexible working arrangements. Analyse what works and what doesn't [20]. Look for patterns in the data that reveal which benefits employees use and which offerings get overlooked [21].

Employee feedback becomes invaluable at this stage. Conduct surveys or hold focus groups to gather insights into which benefits your team values and where they see gaps [21]. Priorities evolve over time, so understanding based on data proves essential. Research shows that only 12% of UK employees are satisfied with their benefits [22], which highlights the importance of understanding what's missing.

When you review the financial implications, think about whether certain offerings are economical and if any underutilised benefits could be replaced by options that better meet employee needs [21]. This analysis forms the foundation of informed platform selection.

Identify your business requirements

Define clear objectives before you learn about platforms. Success might mean better participation, administrative savings, or improved benefits awareness [1]. Your core team from HR, IT, finance and senior management should participate early because their support is vital for adoption to succeed [1].

Develop a complete requirements document that outlines your organisation's unique needs. Think about factors like number of locations, employee demographics, benefits complexity and growth projections [23]. Define must-have features versus nice-to-have capabilities. Document current pain points like manual data entry requirements, enrolment errors, compliance gaps and employee complaints about benefits access as well [23].

Research shows 47.37% of organisations plan to review their current benefits platform within 12 months and seek increased employee participation (56.05%) and better administration capabilities (18.68%) [1].

Determine your budget constraints

When you budget for employee benefits, think about both an off-the-shelf platform and a more bespoke option. With an off-the-shelf platform, you'll benefit from hosting all your benefits in one place at a much lower cost. But if you want to strengthen your internal brand even further, a more bespoke option might suit you [10].

Think about how your employee benefits budget fits into your overall HR budget. Could you implement an all-in-one solution that helps you save in other areas? You might have a separate reward budget to your employee benefits budget [10]. With an employee benefit platform, you could integrate a reward platform within it and save on the cost of running two separate platforms [10].

Think about your company size and growth plans

Think about your company's future growth plans. Platforms you're thinking about should allow for easy scalability [22]. If you're only offering discounts at the moment but plan to introduce core benefits like Group Critical Illness or Group Private Medical Insurance, how easy would it be to move to a full platform? [22]

Essential questions to ask platform providers

Once you've narrowed down potential providers, due diligence becomes critical. The questions you ask during this stage determine whether a platform genuinely meets your needs or simply sounds impressive during sales presentations.

What benefits can be added to the platform?

Ask providers which specific benefit types their platform supports. A good employee benefit platform should accommodate the majority of benefits you currently offer and those you might implement later [25]. This has Group Risk policies, learning allowances, workplace pensions, holiday trading, private medical insurance, health and dental cash plans, health screenings, critical illness cover, death in service benefits, income protection policies and salary sacrifice schemes [7].

You need to know the breadth of benefit options because your needs will evolve. You want assurance that future additions integrate smoothly without requiring platform migration or complicated workarounds. Some providers excel at perks and discounts but struggle with core benefits like pensions. Others handle complex flexible benefits but lack wellness programme support.

How does the platform handle data security?

Employee benefits platforms handle sensitive personal and financial information. This makes them prime targets for cyberattacks [26]. Data breaches can lead to identity theft, financial loss, legal liabilities, regulatory penalties and damaged reputation [26].

Ask providers about their security certifications, especially ISO 27001 or SOC 2 compliance [7]. These certifications demonstrate adherence to recognised information security standards [27]. Also, ask about data encryption standards, whether they use asymmetric or symmetric encryption methods, and if they protect data at rest and in transit [8].

Find out where data is hosted and whether you can choose the region [7]. Question their access control and identity management processes. This means knowing who can access your data and whether unauthorised parties could manipulate it [8]. Request details on their incident response protocol, notification timelines, and whether they carry cyber liability insurance coverage [9]. Ask how often they conduct penetration tests and commission independent security audits [27].

What level of support is provided?

Clarify which support channels the provider has, whether chat, email or phone [7]. Ask if you'll have a dedicated account manager or share resources across multiple clients [7]. You need to know how issues get prioritised and escalated, as well as typical response times [7].

Request information about implementation timelines and what internal resources you'll need to commit [7]. Ask what training they provide for both administrators and employees. Successful adoption depends on users knowing how to use the system [7].

Can the platform scale with business growth?

The platform must adapt as your company expands [5]. Ask how the system handles increased employee numbers, additional locations or new benefit types. Question whether pricing scales proportionally or has sudden jumps at certain thresholds. Their approach to supporting changing business needs matters because you want to avoid outgrowing the platform within a few years.

Common mistakes to avoid when choosing a platform

Choosing an employee benefit platform involves more than ticking boxes on a features list. Several predictable mistakes derail implementation and prevent organisations from achieving meaningful returns on their investment.

Price as the only factor

Price influences purchasing decisions, especially when you have small to mid-sized businesses watching budgets. But the lowest subscription cost doesn't guarantee the best value [28]. Focus only on price and you lose sight of implementation costs, training requirements, and ongoing expenses [2]. Contract terms matter too. You create problems when you get locked into an unfavourable agreement and need to switch. The same goes for pricing that doesn't scale as your headcount grows [2].

Integration capabilities get overlooked

Many platforms claim 'smooth integration', but this often means 'it can integrate' rather than automatic synchronisation [2]. More than half of companies report issues integrating new HR technologies with existing systems [6]. Your HRIS, payroll, and benefits platform need smooth data flow between them. Otherwise you'll face manual workarounds that defeat the automation purpose. Multiple vendors force employees to visit various websites for benefit information. This causes confusion and reduced engagement [29].

Employee experience gets ignored

Low utilisation represents a main reason benefits platforms fail to deliver ROI. Poor navigation, unclear communication, and fragmented access drive this problem [6]. The best intentions fall flat when employees don't understand available value [6].

Future needs aren't planned for

Growth mode comes fast, and switching platforms requires major resources [2]. Select a platform that handles three times your current employee count, adapts to changing regulations, and supports new benefit types when needed [2].

How much do employee benefit platforms UK cost?

Financial considerations carry substantial weight when you select an employee benefit platform. Understanding the full cost picture helps you make informed decisions rather than face surprise expenses later as you evaluate platforms.

Factors affecting platform pricing

Several variables influence what you'll pay for an employee benefit platform. Company size affects pricing, and larger organisations secure lower per-employee rates [1]. The functionality you require matters just as much. Platforms offering complete features like private medical insurance, salary sacrifice schemes and health programmes command higher fees than those providing simple retail discounts [22]. Customisation needs also affect costs, as bespoke versions with extra features incur additional charges [22]. Support levels and training resources included in your package affect the bottom line. Some providers charge separately for dedicated customer success teams [22]. Integration requirements with existing software may trigger extra fees from certain providers [22].

Understanding different pricing models

Most employee benefit platforms UK operate on a per-employee-per-month (PEPM) basis, ranging from £2 to £7 PEPM depending on functionality and employee count [1]. To name just one example, a small business with 20 employees might pay approximately £150 monthly for a detailed benefits portal [1]. Setup costs vary between providers. Some offer free implementation whilst others charge upwards of £10,000 for initial setup and customisation [1][22]. Tiered pricing structures become more favourable as your workforce grows. Pricing might follow this pattern: 0-10 employees at £10.00 PEPM, 11-49 employees at £7.50 PEPM, and 50+ employees at £5.00 PEPM [1][22]. Some platforms now offer zero-cost models funded through employee participation, removing financial barriers for employers [1].

Calculating return on investment

ROI calculations should include both tangible returns like reduced administrative hours and intangible benefits such as improved employee engagement [1]. The formula is straightforward: money saved or gained divided by software cost, multiplied by 100 [1]. Digital platforms can save £690 per employee each year by consolidating disconnected systems [1]. Think about this practical scenario: a business with 50 employees, each sacrificing £500 monthly through benefits options, can see total employer NI savings at 13.8% equalling £41,400 each year [1]. With platform costs of £3,600 yearly, the net benefit reaches £37,800 [1]. Research shows 47.37% of organisations plan to review their current benefits platform within 12 months. They seek increased employee engagement (56.05%) and better administration capabilities (18.68%) [1].

Conclusion

The right employee benefit platform transforms how your business delivers value to employees and frees your HR team from administrative burdens. The platforms we've explored offer varying capabilities, from discount schemes to detailed benefits management systems.

Your choice should arrange with your current needs and accommodate future growth. Avoid focusing on price alone. Review integration capabilities and employee experience instead. Consider long-term scalability. Prioritise these factors among ROI calculations, and you'll find a platform that works for your organisation. This beats creating another underutilised system that disappoints both administrators and employees.

FAQs

What should I consider when selecting benefits to offer employees?

When choosing benefits, you should compare costs against value, gather and integrate employee feedback to understand what your workforce actually wants, research provider reputations thoroughly, and ensure all offerings comply with relevant regulations. This balanced approach helps you create a benefits package that meets both business objectives and employee needs.

What exactly is an employee benefits platform?

An employee benefits platform is a digital hub that centralises the management and access of all workplace benefits. It allows employers to offer flexible and voluntary benefits, automate enrolment processes and life events, integrate with payroll and pension systems, and provide clear reporting. Employees can access, manage, and understand their benefits through a single, user-friendly portal.

Which HR platform works best for benefits administration?

ADP is widely regarded as offering one of the best benefits administration platforms. It integrates seamlessly with payroll and HR systems, helps ensure regulatory compliance, and provides employees with intuitive tools to manage their benefits independently. The platform combines comprehensive functionality with ease of use for both administrators and employees.

What are the main drawbacks of flexible benefits programmes?

The primary disadvantages for employers are the initial start-up costs and ongoing administration expenses, which can be substantial if managed entirely in-house. However, most employers mitigate these challenges by partnering with specialist providers, particularly smaller organisations with limited resources. The complexity of setup and management represents the main barrier to implementation.

How can I calculate the return on investment for a benefits platform?

Calculate ROI by dividing the money saved or gained by the software cost, then multiplying by 100. Consider both tangible returns like reduced administrative hours and intangible benefits such as improved employee engagement. For example, a business with 50 employees using salary sacrifice benefits could save £41,400 annually in employer National Insurance contributions, which against platform costs of £3,600 yearly would deliver a net benefit of £37,800.

References