Salary alone is no longer enough to attract the top talent. They are increasingly looking for workplaces that offer purpose, flexibility and a well-rounded package of benefits that support their lifestyle, values, and long-term goals.
At BrightPurple, we’ve seen firsthand how companies that go beyond the basics of compensation and truly invest in what people need, stand out not only in attracting talent, but in keeping it.
Company benefits are more than just a recruitment checkbox. They’re a powerful tool to foster loyalty, improve wellbeing and build a thriving workplace culture. They can say: ‘We care about your future’, ‘We trust you’, and ‘We see you as a whole person’. What follows is a motivational guide to help businesses think bigger, bolder and more creatively about what they can offer their people. Consider this your benefits ‘bible’, packed with ideas to inspire strategy, spark discussion, and level up your employee value proposition.
Let’s start with some of the most cost-effective and valued benefits: tax-free and financially smart options.
Salary Sacrifice Schemes
Cycle-to-work schemes remain a firm favourite for staff and business leaders alike, allowing employees to lease bikes and gear in a tax-efficient way, while salary sacrifice pension contributions continue to offer both savings and future security. Employers offering enhanced pension contributions, above the legal minimum, show long-term commitment to their people.
Work-from-anywhere stipends are on the rise too, offering monthly allowances for Wi-Fi, coworking spaces or home office needs, both of which are ideal for remote or hybrid teams. Season ticket loans, electric car salary sacrifice schemes and even National Insurance-free business mobile phones can all be cost-effective yet meaningful extras for employees.
Health and Well-being Benefits
Health and wellbeing are central to performance and happiness. Companies are increasingly offering private medical insurance, often with the option to cover dependents. Dental plans and optical cover are making a comeback, alongside newer support such as mental health services, access to therapists or mindfulness apps, and Employee Assistance Programmes. Gym memberships, online fitness subscriptions, virtual yoga classes and even personal training or nutritionist support are now standard in forward-thinking firms.
More companies are also providing menopause and fertility support plans, annual health screenings, and 24/7 virtual GP access. Even initiatives like mental health days, separate from sick leave, signal a shift towards truly people-centric workplaces.
Flexible and Modern Working Arrangements
Flexibility in the workspace has gone from a perk to an expectation. Hybrid working, compressed hours and even four-day weeks are growing in popularity amongst staff. Work-from-anywhere policies, where employees can work remotely abroad for a portion of the year, are helping to retain digital nomads and globally minded professionals.
Some employers are going fully remote-first, offering equipment allowances to support productive home offices. Others are experimenting with job sharing, core hour only models or phased return schemes. Flexibility isn’t just about location; it’s about trust, and the best companies build it into their culture.
Workplace Culture
A strong sense of purpose and community helps people feel like they belong and want to stay. Charity days, payroll giving schemes and team volunteering events are rising, especially in values-driven organisations. Social initiatives like book clubs, running groups, and sustainability committees give employees a space to connect on common interests outside of the work environment.
Many companies now give employees their birthdays off, host regular socials, organise away days or company retreats, and even offer pet-friendly offices or bring-your-dog-to-work days. It’s not about gimmicks, it’s about giving people space to connect, unwind and be human.
Staff Investment
Investing in career and professional growth is one of the strongest signals a company can give. Professional development budgets for courses or certifications, paid study leave, access to leadership programmes, mentorship schemes and internal mobility initiatives all show that you’re willing to grow talent from within. Some firms are offering LinkedIn Learning or MasterClass subscriptions, hosting lunch and learns, or encouraging attendance at industry events. When companies invest in learning, they get back sharper, more engaged teams who can proactively benefit the business.
Financial Gain
And of course, financial upside is a major motivator. Signing bonuses, performance bonuses, annual profit-sharing schemes, and employee equity plans are increasingly common, especially in startups and high-growth tech. Retention bonuses and cost-of-living top-ups are valuable in the current climate. Employee referral schemes not only reward great hires but strengthen internal networks. Small touches such as discounted company products, peer-nominated awards and anniversary gifts create moments of recognition that really matter.
Family-friendly Benefits
Family-friendly benefits are a must-have for many. Enhanced parental leave, whether maternity, paternity, adoption or shared, sends a clear message that families are supported here. Phased returns to work, paid leave for IVF or miscarriage, and flexibility for school events are all important. More innovative firms are also offering childcare subsidies, school holiday support, or access to back-up care services. Coaching for new parents, family healthcare plans, and even ‘first day of school’ leave are ways to help employees balance life with leadership.
The Smaller Benefits That Have a Big Impact
And then there are the under-the-radar benefits, the thoughtful extras that create surprise, delight and loyalty. Pet insurance subsidies, home cleaning allowances, office lunches, quarterly surprise-and-delight gifts, or subscription boxes (from wellness to books) all add flair. Sleep pods or quiet zones in the office, nap rooms, sabbaticals for long service, or planting a tree in someone’s honour after their work anniversary, these small gestures make a lasting impact.
Other small benefits could include:
Student loan repayment assistance
Financial wellness coaching or budgeting tools
Digital detox programmes or tech-free incentives
Outdoor wellness initiatives like group hikes or nature retreats
Flexible public holiday swaps (to honour diverse cultural calendars)
‘No meeting’ days to support deep work
Personal development book budgets
Creative spaces or hobby corners in the office
Experience-based rewards (e.g. museum memberships, cooking classes)
Company-sponsored creative challenges or hackathons
Final Thoughts
The best benefits strategies are those that grow with your company and your people. They’re not just about ticking boxes, they’re about telling a story: who we are, what we value and how we care for our team. A great benefits package should be reviewed regularly, co-created with employee feedback, and adapted to reflect what your people actually want and need. Offering flexibility, choice and customisation will always outperform a static, one-size-fits-all model.
At BrightPurple, we believe that a thoughtful benefits offering doesn’t just attract great people, it keeps them. It says: we see you, we hear you, and we’re building a workplace where you can thrive. Whether you're an employer ready to redesign your benefits or a candidate wondering what great really looks like, we’re here to help you shape the future of work, one meaningful benefit at a time.