In today’s competitive job market, retaining your best employees is more crucial than ever. The "Great Reshuffle" has taught us that workers are no longer content with just a steady salary and standard holiday allowance. They're seeking a deeper connection to their work, a better work-life balance, and a culture that genuinely values them as a whole person, not just a resource.
As an employer in the UK, simply offering a pension and private health insurance is no longer enough to stand out. To build a loyal and motivated team, you need to think beyond the basics and offer unique, thoughtful perks that align with modern employee values.
Here are 10 unique perks that UK workers genuinely want, helping you to build a powerful employee retention strategy.
While the UK’s statutory holiday entitlement is a good start, the best employers are going further. These forward-thinking companies understand that life happens, and they’re offering flexible leave options that build trust and loyalty.
"Duvet Days": These are unplanned days off that employees can take at short notice, no questions asked. They provide a much-needed break from the day-to-day grind and prevent burnout before it even starts.
Paid Volunteer Days: Allow employees to take paid time off to volunteer for a charity or cause they care about. This not only boosts morale but also strengthens the company’s brand as a socially responsible organisation.
Mental Health Days: Acknowledging mental health as being just as important as physical health, these paid days off encourage employees to take a break when they need it, without having to pretend they’re physically ill. This is a powerful statement about your company’s culture.
With the rise of remote and hybrid work, the lines between professional and personal life have blurred. Many employees feel pressured to check emails and respond to messages outside of working hours, leading to stress and burnout. A formal "Right to Disconnect" policy addresses this head-on.
This policy establishes clear expectations that employees are not required or expected to respond to work-related communications outside of their designated working hours. It gives employees the permission they need to truly switch off, recharge, and enjoy their personal time. This shows a genuine commitment to respecting their personal boundaries and their well-being, a factor that is becoming increasingly important in the UK workplace.
Traditional training is great for improving job-specific skills, but a more progressive approach is to invest in the employee as a whole. A personal and professional development budget gives employees autonomy over their own growth.
This perk goes beyond standard company training. It could include an annual allowance for:
Courses on a new, unrelated skill (e.g., learning a new language or a creative pursuit).
Tickets to industry conferences.
Subscriptions to publications or online learning platforms.
By supporting their interests outside of their immediate role, you demonstrate that you're invested in their long-term happiness and growth, not just their productivity.
Physical and mental well-being is at the forefront of the modern employee's mind. Offering a monthly stipend or a direct subscription to a fitness or mental health service can be a game-changer.
Examples include:
A paid membership to a gym or a yoga studio.
A subscription to a meditation and mindfulness app like Headspace or Calm.
Access to an Employee Assistance Programme (EAP) that offers counselling and mental health support.
These benefits send a clear message: your health and happiness are a priority, which is a powerful driver of loyalty and retention.
Flexibility is no longer a "nice-to-have" but a core expectation. UK workers have proven that they can be productive in a variety of settings and are seeking roles that offer a better blend of work and life.
Hybrid Work: A model where employees split their time between working from home and the office. This offers the best of both worlds—autonomy and collaboration.
Remote-First Policies: An approach where remote work is the default, and office time is used primarily for specific meetings or team-building events.
Flexible Hours: Allowing employees to start and finish their workday at different times, as long as core tasks are completed. This helps with managing personal commitments like school runs or appointments.
Offering this level of autonomy is a sign of trust and respect, key ingredients for a happy and engaged workforce.
In the UK, statutory parental leave is a legal requirement, but it’s often seen as the bare minimum. Companies that truly value their employees and their personal lives are offering enhanced family leave policies that go far beyond the legal minimums.
This could include:
Extended fully paid maternity, paternity, and adoption leave for all parents.
Financial support for fertility treatments.
Paid time off for employees to attend a child's school events or family appointments.
These policies show that you support your employees throughout their personal journeys and understand that family is a top priority, which in turn fosters immense loyalty.
A sabbatical is an extended period of leave, often paid, that allows an employee to take a break from their career to travel, pursue a passion project, or simply rest. This might seem counterintuitive to retention, but it’s an incredibly effective tool.
By offering a sabbatical, you’re telling your employees, "We value you so much that we want you to stay with us long-term. Take this time to recharge, and we'll be here when you get back." It allows top talent to avoid the "burnout and quit" cycle, giving them a chance to refresh and return to the company with renewed energy and enthusiasm.
Life outside of work is often filled with small, stressful tasks. Companies can help ease this burden with benefits that address the daily pressures of modern life.
Examples of lifestyle benefits include:
Pet-friendly offices or "pawternity" leave for new pet owners.
An allowance for services like house cleaning or meal delivery.
A student loan repayment plan where the company contributes to an employee's student debt.
These perks show that you're paying attention to the real-world stressors that affect your employees and that you're willing to help.
While not a "perk" in the traditional sense, a transparent and fair pay structure is a powerful retention tool. Many UK workers are tired of the pay secrecy and ambiguity that can plague corporate environments.
By having a clear, transparent pay scale and a defined path for promotion, you eliminate a major source of anxiety and dissatisfaction. Employees know exactly where they stand, what they need to do to progress, and that they are being paid fairly. This builds trust and removes the temptation for employees to look elsewhere for a better deal.
Ultimately, one of the most powerful perks you can offer costs nothing. Giving employees autonomy over their work, trusting their expertise, and empowering them to make decisions fosters a sense of ownership and purpose.
This means:
Moving away from micromanagement.
Allowing employees to choose how they work, as long as they deliver results.
Encouraging new ideas and innovation from every level of the organisation.
When employees feel trusted and empowered, they become more engaged, more committed, and far less likely to seek opportunities elsewhere.
In conclusion, retaining top talent in the UK today requires more than a standard benefits package. By embracing these unique perks and focusing on a culture of trust, flexibility, and genuine support, you can build a team that doesn't just stay with you—they thrive with you.
