Benefits

Benefits packages are largely consistent with last year’s results, reflecting a market where the standard package is expected by candidates, and most employers are delivering it. The opportunity to stand out as an employer sits above this baseline. Think about what signals genuine investment in people, for example education support, equity, or flexibility that goes beyond the minimum.

QUESTION 12

Do you get any of the following benefits in your current package? Select all that apply:

58%

Health insurance

46%

Employer pension contributions above statutory minimum

33%

Company car

29%

Staff discount schemes (including gym/wellbeing memberships, and retail/entertainment discounts)

28%

Extra holiday on top of your annual leave (including charity days, birthday leave, or anniversary leave)

28%

Dental cover

20%

Travel allowance (including a car park allowance, petrol, flights, or train fares)

16%

Stock options/equity

10%

Education sponsorship

9%

Relocation coverage

8%

Housing allowance

8%

None

5%

Childcare allowance

4%

School allowance (for your children)

Annual Leave

Most survey respondents are receiving entitlements that sit comfortably within the norm, and results have changed very little from last year. While a small proportion said they received less than 21 days, this reflects those in contract roles as well as new hires. That stability creates an opportunity for talent attraction and retention. Additional leave for milestones, volunteering, or personal wellbeing - already received by more than a quarter of those surveyed - is a low-cost way to signal that a company values rest and life outside work, which ties directly into the work-life balance concerns that are driving departure decisions elsewhere in our data.