Benefits Research 2019 – Employee Benefits

benefits

 

The Employee Benefits’ Benefits Research 2019 Report discovered the trends of employee benefits UK organisations are offering to their employees to support employee health and wellbeing.

Some main findings from this research include:

  • 76% of survey respondents ranked flexible working as the most popular lifestyle benefit that their company can offer. Other popular benefits include retail/leisure discounts, extra holidays, enhanced parental leave and legal advice/counselling.
  • When asked about the on-site perks being offered, nearly half of the respondents claimed their organisation provides them with fitness classes, yoga and subsidised catering. More than half of them also confirmed that they are offered car parking and car allowance as well.
  • As part of the optional remuneration programs, most organisations offer childcare voucher, pension contributions or bike-for-work scheme.
  • Budget was rated as the most challenging factor to carry out new benefits by a majority of respondents, followed by time and lack of senior support.
  • Mental health support has become more important for organisations as merely 10% of employees claimed that their company is not offering mental health-related benefits. The most common communication method used for these perks is digital content, followed by face-to-face and printed material.
  • The most popular health and wellbeing benefits offered to employees are EAPs programs, private medical insurance (for employees or their partners, dependants) and health screening. As part of the group risk perks, most organisations offer life insurance, income protection or critical illness insurance. Price, simplicity of the products and quality of customer service are the most important factors that affect how health benefit providers are selected.
  • To evaluate employee engagement level, 60% of organisation used annual employee survey, while 31% of them use pule-style research. There are still 20% of organisation that do not measure employee engagement. Among these, more than half of them plan to do so in the future, while 21% of them don’t have this plan.
  • Budget, resources and support from senior management were again the most challenging factors to improve employee engagement. The most common methods used in organisations to enhance engagement level are digital communication, face-to-face communication or printed material.

Full report here.