How can accreditations enhance an employer’s benefits proposition?

There are a variety of different accreditations that employers can receive today, including ones for the living wage, living pension, and diversity and inclusion initiatives. There are also accreditations around women’s health, which include menopause, endometriosis, and fertility. The aim of accreditations is to highlight that employers are supportive in a particular area, but how can these enhance an employer’s benefits proposition?

Meeting qualifying standards

Accreditations are awarded by charities or organisations to employers that meet a set of standards and practices. These accreditation bodies can provide resources, workshops and tailored guidance throughout the process to help meet and sustain these standards.

For example, employers that want to become accredited for the living wage, pensions or hours, can begin by reviewing their pay structures, working schedule practices and pension arrangements, to assess whether they comply with requirements set out by the Living Wage Foundation. Living wage accreditation involves paying the real living wage rate of £12.60 across the UK and £13.85 in London to directly employed and contracted workers, explains Katherine Chapman, director of the Living Wage Foundation.

“Living hours accreditation requires providing at least four weeks of shift notice, a contract that reflects hours worked and a guaranteed minimum of 16 hours of work a week,” she says. ”For the living pension, organisations must provide a living pension savings level, using either a £2,950 or 12% target and a minimum of 7% or £1,720 from the employer.”

Other types of accreditations assess employers based on whether they have dedicated menopause, fertility or endometriosis initiatives in place. These provide a benchmark to demonstrate that a benefits package meets or exceeds standards and can help an employer to differentiate itself, particularly in industries where talent is in high demand.

Furthermore, organisations gaining accreditations awarded by independent bodies and panels whose testing guarantees authenticity, can ensure high standards are met.

Julie Burns, manager of the endometriosis-friendly scheme at Endometriosis UK, says: “Endometriosis UK has earned trust and respect in the endometriosis community. That reputation means that when an employer commits to becoming endometriosis-friendly, its employees can be confident that they will have access to support, training and resources.” 

Attraction, retention and engagement

Accreditations can bring more than recognition for employers; these can send a powerful message to employees and prospective talent that they understand their needs and have developed tailored policies, guidance and training to support lasting change.

It additionally shows that an organisation is willing to be questioned and prove that it is actively addressing workplace culture and behaviours. This transparency can foster trust among current employees and potential hires. Moreover, an independent panel assessment ensures employers know they are achieving a best-practice standard that breaks down stigmas.

Deborah Garlick, chief executive officer and founder of Henpicked: Menopause in the Workplace, says: “By placing them at the heart of their recruitment and retention plans, accreditations help employers stand out. Menopause-friendly members consistently highlight how displaying their accreditation badge has helped them recruit top talent. By showing they take barriers to employees’ wellbeing at work seriously, organisations create an inclusive culture where staff can thrive.”

Meanwhile, age accreditation, which is an annual programme designed to improve age inclusion, makes employers more attractive, especially to older workers who tend to be more discerning in their job search, says Lyndsey Simpson, founder and chief executive officer of 55/Redefined.

“It can demonstrate a long-term commitment to ethical employment practices and boost employee engagement, as they feel valued when working for an employer that prioritises inclusivity,” she explains. ”Demonstrating this signals that an organisation takes corporate social responsibility seriously.”

Feeling appreciated and rewarded for their work is something employees look for in an employer, and the cost-of-living crisis has brought this to the fore, adds Chapman.

“Employees want to know that their pay is going to be enough to maintain a decent standard of living,” she says. ”The accountability and criteria provide reassurance of accreditations, which means employers are able to attract more talent, particularly in sectors with low pay and high turnover. It is clear that employees prioritise decent pay and conditions; they value the real living wage, hours and pension because they bring tangible benefits to their lives in fundamental ways.”

Enhancing benefit proposition

Accreditations can enhance an organisation’s benefits proposition by demonstrating a commitment to employees’ wellbeing and satisfaction, and meeting their material needs in the present and the future.

“Accreditations also advise organisations on aligning benefits with needs, such as flexible working and wellbeing programmes, and evaluating and enhancing policies,” says Simpson. ”The resulting benefits, which include a competitive edge, better retention rates, and a motivated workforce, position the employer as more successful.”

However, it is important employers that achieve an accreditation do not then become complacent. Once they have made the commitment, they need to integrate it into their internal communication and benefits package, and regularly review it.

“By committing to the endometriosis-friendly scheme, an employer is highlighting that it is willing to invest time and resources into understanding endometriosis and menstrual health issues,” says Burns. ”Having an internally developed endometriosis policy might also be able to achieve that, but an employer may find that it becomes easier to engage staff around the importance of a commitment.”

Accreditations can enhance employers’ benefit proposition by presenting themselves as an attractive organisation that cares about its workforce. They should not forget, however, that it is a commitment to their employees, who will hold them to their promise.