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UK workers

It’s no secret that the working world has changed significantly since the start of the pandemic; some offices have closed for a good while others are adopting flexible working strategies.

Remote working became the norm in lockdown, and many UK workers enjoyed the newfound freedom. They could spend more time at home with the family, fit in some exercise at lunch, and avoid commuting hours each day.

Employee benefits packages can change a company’s culture and working practices. But which ones are deemed the most important to workers?

Perking people up

Employee perks can include anything from a ping pong table in the office to free parking or a bonus scheme. They all have their merits, but printing specialist instant print surveyed 1,000 UK workers and found that 45% consider flexible working to be the greatest perk.

The most popular employee perks provide practical solutions to challenges employees are facing. In the UK, debt support and advice on personal finance are becoming more popular employee perks. Younger employees can benefit from this advice, especially if they are unsure how to manage their salary, investments, etc.

Employees are also keen to have a working from home allowance or stipend, longer paternity leave, and more team-building exercises.

The least popular perks consist of travel vouchers, food and beer delivered to your desk, and ‘stay here’ perks like on-site massages. These perks provide short-term relief from a stressful workday and appear to be improving employee welfare. However, a massage cannot deal with your student debt or resolve your worries about paternity leave.

More flexible working

Our priorities have changed since the beginning of the pandemic. Brits value the flexibility at work over social events and glamourous work parties. Of course, every individual is different, and some people may prefer to work in the office full-time.

A flexible approach can encourage your employees to find a work environment that suits them. They might be more productive and efficient at home than in a stressful office environment.

However, a whopping 75% of respondents said they did not have the option of a flexible working approach.

Business owners should not underestimate the value of hybrid working practices. You could access talent from across the country instead of just in your local area. Employees are also far more likely to commute a long way if they can work from home for a significant number of shifts.

In conclusion.

As we move forward, businesses should abandon the one-size-fits-all approach to benefit packages. A single mum is unlikely to want the same perks as a graduate employee.

Ask your recruits what perks they would value and see if you can fit them into your budget. Some may appreciate debt support while others may prefer to work from home two days a week. Employee perks should be individualized and attuned to each person’s situation.

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