Basically, anyone who has work in the UK is eligible for what are commonly dubbed “employee benefits”. These are extras included in a contract of employment, and serve various purposes – which includes attracting and keeping workers, boosting their own wellbeing and incentivising them to work hard.
However , when perusing UK job vacancies, you could notice so many different employee advantages mentioned that you are led to wonder to what level they are standardised across the nation. Truthfully, while many of those benefits are offered just on the employer’s initiative, others are legally needed.
What Employee Benefits Are Legally Mandatory In the united kingdom?
As the employment agency Reed explains on the website, these obligatory benefits are called “core benefits” – each employee, regardless of what degree they occupy and how long they have worked well at the company, is entitled to these benefits, which can be sorted directly into three distinct classes.
One of those categories concerns contributions the employer makes to the employee’s retirement account – typically a workplace pension. Another category is income protection (IP) – where, as the Online companies website notes, company pays the employee an ongoing monthly earnings if they are physically unable to work.
Then there’s the 3rd category: that of vacation allowance. This entitles the employee to at least 5. six weeks’ time away from per year. However , the CIPD (Chartered Institute of Personnel and Development) has found that many UK employers offer holiday permitting exceeding the minimum required by law – perhaps unsurprisingly, as an above-average holiday money can help to attract new workers to the company.
So , what employee benefits might be offered just as extras?
Of course , the term “simply” might be placing it mildly, since benefits offered apart from the legally-required regular can actually be effective incentives for people to pick a certain job over another. Some jobseekers even prize appealing perks more than a higher salary when searching for a new position.
Healthcare and risk benefits are good examples of employee benefits that will, though not legally compulsory in the UK, companies should seriously consider providing in order to draw discover from promising candidates. These perks consist of employee assistance programs, eye care vouchers and gym memberships.
There’s also life insurance, which may be offered as a group insurance coverage benefit. This means that, if the offer is taken up, some of the risk of providing the insurance will be transferred to a third party. Hence, group risk insurance plans – which are furthermore available in the form of group income security and group essential illness cover – can be very attractive insurance policies for employers in order to specify in a work description.
However , if you are an UK-based employer yourself, you could find that what employee benefits you need to do place on the desk are limited generally by your own creativity. Those benefits could include a company car, childcare vouchers and – especially appropriate in the work-from-home era – flexible operating hours.
Other, quirkier perks you could contemplate offering include concierge providers and – at the office – ping-pong desks, a nap space and free or subsidised staff canteens.