Your employee benefit package could be the key to attracting and retaining top talent in today’s highly competitive market. More than that—it has become a talent retention tool for employers without the means to increase base salaries amid growing pay transparency.
Using data from the latest Robert Half Salary Guide, our recruitment experts share which four company perks professionals value most when evaluating a new opportunity, which four benefits would make them move to a new employer, and the investments employers are making for their 2027 employee benefit schemes.
Top 4 most-valued employee benefits in the UK
4. Financial allowance for working from home
According to our data, 38% of professionals rank financial WFH allowances highly when evaluating a new employer. Although this has been a consistently valued benefit in recent years, the abolition of HMRC’s direct tax relief for extra household costs has increased its value as a morale-boosting tool to offset rising household bills.
3. Flexible benefits programme
Tailored benefits are quickly becoming one of the best ways to secure top talent. Not only do they allow workers to choose their own rewards from a menu of options, but they can also provide tax savings and allow workers to swap or trade the benefits they don’t want. Our research shows that 43% of workers rank flexible benefit programmes highly.
2. Staff benefits hub
When finances are tight, a staff benefits hub can give workers access to discounts that make small treats and luxuries more obtainable. Systems like this can also help keep everything in one place, making employee benefits easier to see and manage. Our data shows that 44% of workers favour employers who offer a benefits hub as part of their remuneration package.
Read: How to boost employee morale during times of uncertainty
1. Agreed bonus
Bonuses remain an important and strategic benefit, with 45% of workers ranking them highly. Our research finds that 47% of employers include an agreed bonus in their employee benefit package, and 64% are willing to negotiate bonuses with workers. More than a third (34%) say they expect to award higher bonuses in 2027 than in 2026, making bonuses a vital tool for talent retention and acquisition.
4 workplace benefits that would motivate workers to switch employers
4. Learning and development opportunities
According to 36% of workers, learning and development opportunities as a benefit would encourage them to switch employers. Workers have quickly come to recognise that L&D can increase their professional worth amid business transformation and AI adoption—factors that continue to drive business-wide role evolution.
3. Health and wellness
Health and wellness benefits, such as discounted gym memberships, private health insurance, and mental health platforms, are hugely attractive to 46% of workers. Offering incentives that encourage workers to look after their mental and physical health sends a strong message about the business’s priorities while reducing absences.
Read: 8 employee burnout signs you might be missing and how to mitigate them
2. Financial incentives
When base pay cannot be raised, workers are often happy to settle for other financial incentives that help bridge the gap. Profit sharing, performance bonuses, and other financial incentives were considered a motivating factor for almost half (48%) of workers surveyed.
1. Work-life balance/flexibility
Flexible work options are an incentive worth switching employers for, according to 57% of workers. Offering better work-life balance via flexitime and condensed hours, hybrid working arrangements, or wellbeing days is an achievable way to maintain a competitive edge in today’s hiring market. In fact, 58% of hiring managers say they’re likely to negotiate flexibility-related perks and benefits, as they remain such a key priority for workers.
Company perks employers are investing in for 2027
Sabbaticals or paid leave of absence
With such a focus on work-life balance and wellbeing, it’s no surprise employers are investing in initiatives that give workers more freedom. Almost half (45%) of employers currently offer sabbaticals and paid leave of absence benefits, allowing employees to focus on travel, studying, personal projects, family, or recovery.
Private pension plans
Long-term financial support, especially for Millennial and Gen Z workers most affected by living cost pressures, can be an alluring benefit in a well-rounded remuneration package. Our data shows that 62% of employers offer private pension plans or retirement savings.
Mental health resources
Supporting employees to manage stress or build resilience provides a double benefit by taking preventative action against low productivity and absences, while also boosting morale. Our data shows that 62% of employers offer employee assistance programmes and mental health resources to achieve this.
