Recognition and non-monetary benefits: culture in everyday moments
90 per cent of respondent employers offer non-monetary benefits, which include:
- Peer-to-peer recognition platforms
- Long service awards
- Birthday leave and “My Important Day” schemes
- Informal appreciation and ad-hoc rewards
These are daily reinforcements of culture, especially in dispersed teams where ‘watercooler moments’ are rare. Whether it's a “thank you” card, a sabbatical policy, or paid fertility leave, these offerings represent how organisations support their people when it matters most.
Total Reward Statements are an effective way to bring visibility to the full value of what an organisation offers its employees. By providing a clear, personalised overview of both financial and non-financial benefits – such as pensions, annual leave, recognition schemes, and wellbeing support – they help employees better understand the total package they receive beyond just salary. This transparency not only improves appreciation of the benefits on offer, but also strengthens the psychological contract between employer and employee, reinforcing the organisation’s investment in its people.
When employees can see what is available to them and how they are engaging with it, they are more likely to feel valued and motivated. Recognition-based cultures, underpinned by well-communicated rewards, have been shown to drive higher levels of engagement, retention, and morale.
Financial wellbeing as a cultural priority
With the cost-of-living crisis continuing, financial insecurity is emerging as a key source of employee stress. Leading employers are responding by embedding financial wellbeing into culture through:
- Retail/high street discounts (70 per cent)
- Reimbursement of professional membership fees (67 per cent)
- Gym memberships (40 per cent)
- Instant recognition awards
- Free mortgage advice and interest-free tech loans
These benefits support employees’ lifestyle, career growth and financial resilience – three pillars of an empowering work culture. Some employers are also offering salary sacrifice schemes for electric vehicles, flexible pensions, and cashback health plans. They combine sustainability, practicality and inclusiveness – all qualities that define a values-led culture.
Best value-for-money benefits that strengthen culture
What makes a benefit high-impact does not always require high spending. Survey respondents identified several low- or no-cost benefits that deliver exceptional cultural and engagement value:
- Flexible working and hybrid models
- Recognition schemes
- Volunteering days
- Cycle-to-work schemes
- Free food, gym access and on-site facilities
These affordable benefits go far in creating a culture where people feel seen, supported and valued.
Looking ahead: a culture-first approach to benefits
Organisations are increasingly aligning their benefit strategies with culture-building goals. Planned additions over the next year include:
- Expanded mental health and fertility support
- Enhanced parental and carers leave
- New volunteering initiatives
- Financial coaching and digital benefits platforms
- Sustainability benefits like tree-planting and green investment options
Meanwhile, underused or unsustainable perks like certain childcare schemes or high-excess healthcare plans are being reviewed or phased out in favour of flexible, inclusive and culture-reinforcing alternatives.
In a world where employee experience directly impacts business success, benefits need to reflect an organisation’s culture and values. They define how a company treats its people and how it wants to be remembered.
Get in touch
This year’s Reward Management Survey shows that employers that treat benefits not just as costs – but as investments in culture, connection and engagement – are seeing the returns. These organisations are building cultures where people do not just show up to work: they belong. In a time when so many feel disconnected, overlooked or fatigued, creating a strong sense of belonging is among the greatest benefits of all. Contact us to discuss your approach.