March 19, 2025
Perks are no longer the icing on the cake when it comes to employment packages. In 2025, they are a critical part of how businesses attract and retain top talent in a competitive environment.
For employers, the benefits of well-designed perks go beyond employee satisfaction. In fact, 78% of employees consider the benefit a potential employer offers when deciding whether or not they should accept the job offer.
The reality for businesses is clear: when candidates weigh multiple offers, perks can be the deciding factor. Of course, salary remains important, but the overall package reflects the organisation’s culture, values, and investment in its people. This means that perks have now fully become a strategic investment that adds to the employer’s value proposition. Companies that get them right can build stronger relationships with employees, and they can gain a competitive edge in the job market.
Yet, the world of perks has shifted. Some benefits are not differentiators anymore. They are expectations that have become standard across many industries. So, if you want to truly stand out, you need to offer value-adding perks on top of the expected ones. These modern benefits speak directly to evolving employee needs, from sustainability to lifelong learning.
Some perks have practically become non-negotiable. They form the baseline of what most candidates reasonably expect.
Employees increasingly want autonomy over when they start and finish their day, providing their output remains strong. Flextime is not just a lifestyle perk but a recognised way of boosting productivity and reducing absenteeism.
Alongside this, remote or hybrid work options have become firmly embedded since the pandemic. For many professionals, no remote option is a deal-breaker.
Private healthcare or wellbeing support has gained traction as businesses recognise growing concerns about stress and long NHS waiting lists.
For those raising families, enhanced parental leave and family-friendly policies are also highly regarded,
Generous annual leave allowances above the UK legal minimum support work-life balance. That’s why many companies now offer at least 25 days plus bank holidays, with options to purchase additional time off.
Offering green perks is a great way to show you’re serious about sustainability and support your staff in making eco-friendly choices.
A classic example is the cycle to work scheme, where staff can buy bikes and equipment through tax-efficient arrangements. Similarly, subsidised public transport passes or car-sharing incentives also encourage greener commuting.
One of the best developments in this space is the salary sacrifice car scheme, especially as it can be applied to the purchase of electric vehicles. By allowing employees to spread the cost of an EV through a pre-tax arrangement, employers enable employees to get cleaner transport at a lower cost.
Career development has always been a big draw for ambitious professionals. But in 2025, employees want continuous access to knowledge that supports both their current role and future goals.
Digital learning platforms offer resources to help staff build skills at their own pace, whether that’s brushing up on management skills, learning new tech, or getting up to speed with industry research.
A great option to consider is to provide digital library access, so employees have a centralised hub of resources to dip into at any time. This encourages self-directed learning and also equips teams with the latest thinking.
Teams that learn continuously bring new ideas, adapt faster, and feel more engaged at work.
Wellness has taken centre stage in recent years. While some companies provide set options, such as gym memberships or mindfulness apps, a more inclusive approach is to offer wellness stipends.
This type of perk gives employees a budget they can use on the activities or services that best support their health. The flexibility ensures that wellness is not defined narrowly but tailored to individual needs.
Wellness allowances also signal inclusiveness. Not every employee will feel comfortable with the same activities, and a stipend avoids the one-size-fits-all trap. It empowers people to take ownership of their wellbeing in the way that feels most suitable to them.
Research in the UK has shown that reducing hours doesn’t always mean lower productivity. In many cases, it’s the opposite: employees deliver more in less time with more energy and focus.
A 4-day work week gives staff more time for rest, hobbies, and family without sacrificing pay. This unique balance helps reduce burnout, which remains a major issue across many workplaces and sectors.
Employers do benefit from this, too. Offering a 4-day week positions a business as progressive and employee-centric. It’s a perk that shows trust and flexibility.
Mental health needs to be more than a conversation. In 2025, employees want practical and accessible mental health support that recognises the challenges of modern working life.
Forward-thinking companies are responding by compiling enhanced mental health benefits. These can include access to different support mechanisms:
The benefits for employers are twofold. First, prioritising mental health reduces absenteeism caused by stress and anxiety. Second, it tackles presenteeism (when employees are physically present but struggling to perform).
Unlike annual holidays, sabbaticals give employees an extended break from work, often after a set number of years of service. These breaks can be paid, partially paid, or unpaid.
Some people use sabbaticals to travel, pursue personal projects, or simply take time to rest and reset. Whatever the purpose, the extended leave helps prevent burnout and offer a change to reinvigorate a career.
But the business wins too as staff who return from sabbaticals often come back more motivated and with new skills and experiences that enrich the workplace.
Balancing career and family responsibilities is one of the biggest challenges for working parents.
On-demand childcare support can come in many forms:
For employers, childcare benefits improve retention. Parents who might otherwise step down from demanding roles can stay and progress.
Can perks truly help you attract the right candidates? The truth is that the right perks can help you keep your talent for longer. As to whether it helps you hire the right people, this depends on your recruitment process. But, whether the right hire or not, your perks can help keep your team unified long-term.
In a competitive job market, perks have become a deciding factor for many candidates. While salary is still crucial, your benefits package reflects your company's culture and how much you invest in your people. Modern perks can give you a significant edge when a candidate is weighing multiple job offers.
Yes, absolutely. Perks like private healthcare, flexible working hours, and generous holiday allowances have become baseline expectations for many professionals. To truly stand out, you need to offer these expected benefits *plus* more modern, value-adding perks on top.
Beyond attracting top talent, the right perks can significantly improve employee retention and engagement. Benefits that support wellbeing, work-life balance, and personal development lead to a more motivated, productive, and loyal workforce. This reduces turnover and strengthens your company culture.
While it depends on the individual, perks that offer flexibility and personal choice often have the greatest impact. Wellness stipends, enhanced mental health support, and a four-day work week are powerful examples because they empower employees to take control of their own wellbeing in a way that works for them.
Start by considering your company culture, values, and the specific needs of your employees. Surveying your current team can provide valuable insights. For tailored advice on building a competitive benefits package that aligns with your business goals, consulting with experts like Robin Waite can help you make strategic decisions.
