The UK is currently experiencing its biggest cost-of-living crunch in decades as UK inflation soars, but a mere 5% of employees believe their employer is doing enough to support them through the crisis. Couple this with the struggle to retain staff due to the Great Resignation and the pressure on employers to keep talent is high.
This is a wake-up call to employers who need to do more. Over 85% of employees believe that employers who support them during the cost-of-living crisis would make them more loyal to the business they work for. Conversely, employers who fail to address this issue are likely to lose their talent - almost two thirds (63%) would leave their current job in order to find an opportunity that provides better financial support during the current cost-of-living crisis.
The findings come from research conducted by Blackhawk Network in conjunction with Sapio, to support the launch of its new Blackhawk Network Extras Benefits Platform.
Workplace benefits are hot property at a time of crisis
85% of employers agree that they have a duty to support their employees as the cost-of-living rises. While raising wages might seem a simple fix, businesses are also impacted by rising costs and inflation making pay increases unviable. But that doesn’t mean there’s nothing they can do to help. 83% of employees agree that workplace benefits play an important role in helping to balance finances as the cost-of-living continues to rise; and 95% of employers agree.
It is telling that almost a quarter (24%) of employees admit they’ve already used their benefits package more during the cost-of-living. In addition, almost three quarters (73%) of employer’s state that prospective employees are looking for employee benefits as part of the solution to the crisis.
Employers must dial-up on support to have real impact
Dialling-up cost-of-living support through employee benefits is a must when talent is at risk. For example, salary sacrifice, where employees are offered the option to pay for services or products from their salary before they receive it to reduce tax, can be found with offers such as Cyclescheme, on technology or gym memberships, to save money that would otherwise eat into pay. However, there are still barriers to overcome. When employees were asked what the term ‘salary sacrifice’ meant, almost three quarters (73%) admitted they did not fully understand it, including 18% who had not idea at all. In contrast, to almost all employers (98%) believing employees understand it to some degree. There is a clear disconnect between the employer and the employee, yet salary sacrifice can save employees money and help in mitigating the effects of the cost-of-living crisis.
If employers want to support employees, they need to make information about benefits, like salary sacrifice, more accessible and digestible to prove that it can have a real-life impact on their current financial situation by making their pay go further. Over half (53%) of employees say they would be more likely to use salary sacrifice schemes if they had a better understanding of how they work. But this is an issue that only employers can fix. Better communication is essential to close the perception gap on employee benefits to be the support employees want and need during the cost-of-living crisis.
Chris Ronald, VP EMEA Incentives & Operations at Blackhawk Network said: “It is becoming increasingly clear that employers have a vital role to play supporting their employees during the cost-of-living crisis. But the rising costs also mean that businesses are unable to offer blanket wage increases. Our research takes an in-depth look into the current state of employee benefits and the perceptions of the employees who are in a position to use them. With the release of this research, we hope to give businesses the tools they need to improve their benefit packages so they continue to support staff throughout the crisis.”