Employee benefits to consider

In an employee-favourable job market and a post-covid landscape, it is no longer enough to just offer a competitive salary. Employees are now looking much closer at the additional benefits on offer when applying for a job. Employee perks can now make or break whether a job offer is accepted and can have a massive impact on whether a company is able to recruit and retain the best staff.

Here are just some of the options that could be considered if you are looking to increase your employee benefit offering.

Company cars

A company car is a car provided by an employer that an employee can use for both business and personal use. These are typically given to staff that travel frequently for work and are often earned after a certain number of years of service. This is a fantastic benefit as some of the financial burden of owning a car is taken care of by the employer.

Despite the obvious benefits, there is more to consider than just the upfront or leasing cost of the cars. Generally, companies will also be responsible for some of the maintenance of the car, such as purchasing new 4×4 tyres and scheduling services and MOTs to ensure the cars are kept in the best possible condition. Therefore, it is important that the financial implications of offering company cars are thoroughly assessed.

Healthcare

With the NHS under such strain, waiting lists for services like therapy are currently longer than ever before. As a result, there is a bigger demand for private healthcare services, and these are becoming an increasingly popular employee benefit. Giving teams free or reduced-cost access to a range of medical services can be really useful as it means they can get issues sorted much quicker and encourages them to seek medical advice more frequently.

There are a large variety of different providers for these types of services and so adequate research will be required to determine which is the best for your business and employees.

Before implementing private healthcare, make sure to gauge whether it is something your staff would utilise. There is no point in investing in a benefit that no one wants or will make use of.

Flexible working

The pressure of balancing a job alongside other life commitments can be very overwhelming. Therefore, giving people the option to work more flexibly can be incredibly helpful and instrumental in allowing people to find a better work-life balance.

There are of course logistics to be considered with introducing flexible working, however, there is various evidence that shows that flexible working helps to increase productivity and so this shouldn’t be cause for concern.

With any employee benefit, your current staff should be at the heart of any decision made. They are the ones who are going to be impacted and so issuing an employee survey before introducing anything new could be handy for gaining valuable insight into what they would like.