In today’s competitive job market, attracting and retaining skilled employees isn’t just about offering the highest salary. It’s increasingly about creating a workplace where people feel supported, secure and valued – and employee benefits play a central role in that equation.

At Personnel Placements, we support organisations not just with recruitment, but with broader strategic advice on how to become an employer of choice. One of the key insights we share with clients is that you don’t have to spend a fortune to offer meaningful benefits – you just need to understand what your employees value most.

Why Benefits Matter More Than Ever

The economic climate remains challenging for many businesses, particularly smaller ones. Tight budgets and ongoing uncertainty can make it difficult to justify spending on anything perceived as non-essential. But here’s the reality: in times of uncertainty, the benefits you offer your team can become even more important.

Whether it’s peace of mind about income during illness or simply knowing they have access to health support, the right benefits can significantly impact an employee’s wellbeing, productivity and loyalty.

And it’s not just a theory. Numerous surveys continue to show that certain benefits consistently rank high in importance to employees – often above perks like office snacks or Friday drinks.

What Do Employees Actually Want?

A recent survey revealed that continued income during sickness tops the list of desirable benefits, followed closely by critical illness and private medical insurance. However, while these high-cost benefits are popular, many other highly valued benefits don’t require a corporate-sized budget  and there’s growing appreciation for low-cost, high-impact options – like access to flu vaccinations or even healthier meals at work,

A Balanced Approach for Small Businesses

For small businesses, matching the benefit packages of larger employers can feel out of reach. But the good news is, you don’t have to offer everything. The key is to focus on a few core benefits that deliver real value to your team—both financially and emotionally.

At Personnel Placements, we regularly advise SMEs on how to build smart, sustainable benefits strategies. Here are a few examples of affordable but powerful benefits small businesses can implement:

Flexible Work Arrangements

While not a “benefit” in the traditional sense, flexible working – whether it’s remote work, flexible hours, or a hybrid setup – has become one of the most valued perks and it costs you very little to implement, while potentially boosting retention and engagement.

Sick Pay Top-Up

Offering additional sick pay beyond statutory levels – even for a limited number of days -can provide significant reassurance to employees. This doesn’t have to be long-term or open-ended; setting clear parameters keeps costs manageable.

Healthcare Cash Plans

Unlike full private medical insurance, which can be costly, cash plans reimburse employees for everyday health expenses like dentist visits, eye tests, and physiotherapy. These plans are budget-friendly and highly appreciated.

Flu Vaccinations

Partnering with a local pharmacy or arranging an in-office flu jab day is a simple and affordable step that promotes health and reduces time off during flu season.

Mental Health and Wellbeing Support

Employee assistance programmes (EAPs) or access to confidential counselling services have seen a surge in demand. Many EAPs offer 24/7 support lines and are available at surprisingly low monthly costs per employee.

Healthy Food and Breakroom Perks

Healthy snacks, fruit baskets, or even subsidised canteen meals send a clear message: “We care about your wellbeing.” These small touches can influence how employees feel about your business.

Recognition and Development

While not always labelled as benefits, opportunities for development, mentoring and regular recognition go a long way in making staff feel supported. These cost very little and help retain top performers.

Aligning Benefits with Your Brand

One of the most important points we make to our clients is that your benefits offering should reflect your company culture and values. If you’re a family-run firm that prides itself on looking after people, that should be obvious in how you support employee health and wellbeing.

That doesn’t necessarily mean offering everything. Instead, it’s about clearly communicating what you do offer and making sure it’s what your employees genuinely value.

The Hidden ROI of the Right Benefits

Many business owners view benefits as an overhead, something they give out because they have to, but there’s a more strategic way to view it: as an investment in productivity, loyalty and your employer brand.

Employees who feel valued are more likely to stay, contribute positively and promote your business to others. That’s something money can’t always buy and in a time when recruitment is increasingly competitive, retaining skilled staff is just as important as hiring them.

At Personnel Placements, we help businesses not just find the right people, but keep them. Whether you’re designing your first benefits package or revisiting an existing one, we can help you identify what’s feasible and what’s effective.

Final Thoughts

Offering a compelling benefits package means understanding what matters most to your employees and delivering it thoughtfully. From simple health perks to financial protection during illness, the right mix of benefits can help your business stand out, even in tough times.

If you’re not sure where to start or want to review how your current approach compares, get in touch with the team at Personnel Placements.