Three-quarters (75%) of respondents work for an organisation that offers a voluntary benefits scheme, according to the Employee Benefits Salary survey 2017, which surveyed a total of 249 respondents in November-December 2016.
This figure has increased significantly since the Employee Benefits Salary survey in 2008 and 2009, when 46% and 59% of respondents had access to a voluntary benefits scheme, respectively.
The number of respondents that are employed by an organisation with a flexible benefits plan in place has also risen, albeit at a lesser rate; 38% of respondents now have access to a flexible benefits programme compared to 21% in 2008 and 25% in 2009.
Proportion of respondents who work for an organisation that offers a flexible benefits scheme
Sample: All respondents (231)
It does not offer a flexible benefits scheme: 62%
It offers a flexible benefits scheme: 38%
Proportion of respondents who work for an organisation that offers a voluntary benefits scheme
Sample: All respondents (233)
It offers a voluntary benefits scheme: 75%
It does not offer a voluntary benefits scheme: 25%
Life assurance or death in service is the most common employee benefit offered by respondents’ organisations (88%), taking the top spot in 2017 as it did in the Employee Benefits Salary survey 2014 when 84% of respondents were provided with this benefit by their employers.
Continuing this trend, private medical insurance (PMI) remains in second place, although a higher proportion of respondents receive this benefit now (75%) than in 2014 (59%).
Employee assistance programmes (EAPs) and counselling (73%), mobile phones (45%), and income protection or permanent health insurance (45%) complete the top five benefits received by respondents, outside of pensions, cars and share schemes. These benefits have also experienced an increase in popularity since 2014, when 43% of respondents had access to counselling or an EAP, 32% were provided with a mobile phone, and 28% received income protection or permanent health insurance as an employer-paid benefit.
Sample: All respondents (227)
Life assurance or death in service: 88%
Private medical insurance (PMI): 75%
Counselling/employee assistance programme (EAP): 73%
Mobile phone: 45%
Income protection or permanent health insurance: 45%
Extra holidays for long service: 39
Childcare vouchers or other childcare benefits: 34%
Enhanced parental leave and pay: 28%
Subscriptions (publications): 26%
Health screening: 19%
Organisation’s own products for staff: 17%
Gym membership: 16%
Health or hospital cash plan: 12%
Financial advice: 12%
Dental insurance: 10%
Critical illness insurance: 8%
Other: 6%
Non-vocational training: 6%
Eldercare benefits: 2%
Fuel for private use: 2%
Employee wellbeing
Mental health in the workplace has become a more prominent area of focus in recent years as a number of employers, with the support of charities, providers and industry bodies, have taken steps to increase the support mechanisms available to staff and open up the conversation around mental health.
However, more than a quarter (26%) of respondents do not have access to mental wellbeing support from their employer.
Of the 74% of respondents that are offered support in this area, employee assistance programmes (EAPs) are the most common means of doing so, with 95% of respondents’ organisations providing staff with access to these. Flexible-working opportunities (59%) and occupational health support (55%) are also popular ways of helping staff manage their mental health. Somewhat worryingly, however, just 11% of respondents’ organisations offer educational workshops on mental wellbeing.
Proportion of respondents who have access to mental wellbeing support through their employer
Sample: All respondents (234)
Yes, have access to mental wellbeing support: 74%
No, do not have access to mental wellbeing support: 26%
The mental wellbeing support provided by respondents’ employers
Sample: All respondents who have access to mental wellbeing support from their employer (174)
Employee assistance programme (EAP): 95%
Flexible-working opportunities: 59%
Occupational health support: 55%
Other counselling service: 20%
Sabbaticals: 17%
Cognitive behavioural therapy: 11%
Employee support networks: 11%
Dedicated information sources: 11%
Educational workshops: 11%
Rehabilitation services: 9%
Other: 2%
Annual leave
Around half (52%) of respondents receive 25-26 days of paid leave a year, excluding bank holidays, with a further 21% given 27-28 days’ annual leave. Just 7% of respondents are offered more than 30 days of paid holiday, and 2% of respondents have an annual leave allowance of 17-20 days.
More than a third (39%) of respondents’ organisations also offer extra holidays for long service, up from 30% in 2014.
The number of days of paid leave a year (excluding bank holidays) that respondents receive
Sample: All respondents (248)
25-26 days of paid leave: 52%
27-28 days of paid leave: 21%
29-30 days of paid leave: 8%
More than 30 days of paid leave: 7%
23-24 days of paid leave: 5%
21-22 days of paid leave: 4%
17-20 days of paid leave: 2%
Statutory minimum (16 days of paid leave): 1%
