Benefits basics 101: what to offer, what to skip, and why employees actually care

Benefits aren't a perks list. They're a statement about what kind of company you are. Get the basics right; differentiate on a few things you can actually deliver.

Must-haves

• Healthcare or equivalent (varies by country).
• Statutory retirement/pension contribution at or above the legal floor.
• Full statutory leave (annual, sick, parental).
• Life and disability insurance.
• Stat-required items per country (e.g. EAP in some markets, gratuity in others).

Should-haves

• Enhanced parental leave (10+ weeks paid, all genders).
• Mental health: real therapy access, not just an app.
• Annual learning budget per employee (£500-£2,000 typical).
• Flexible / remote / hybrid clarity in writing.
• Equipment stipend for remote employees.

Don't bother

Perks no one uses are budget that could've been salary. Run the numbers: if your wellness app has <10% monthly active users, kill it and put the money into something with measurable engagement.

Designing the package

1. Survey employees annually: what they use, what they value, what they wish you had.
2. Cost the wish list; pick 1-2 to add and 1-2 to retire.
3. Communicate the total reward annually (statement showing base + benefits + equity).
4. Review benchmarks every 18-24 months.