Cashback, electric vehicles and flexibility: What today’s workforce really wants

Employee benefits used to be seen as an optional extra including gym memberships, cycle-to-work schemes or discounts at the occasional retailer but expectations from today’s workforce have shifted.

In an environment where the cost of living remains front of mind, employees are no longer satisfied with generic benefits; they expect meaningful, personalised support that makes a real difference to their financial wellbeing.

Employees are already seeking smarter ways to save

In the last six months alone, 93% of employees have used money-saving tools, with more than half (52%) turning to loyalty cards to stretch their budgets further.

Employees are already seeking ways to make their money go further, and employers who fail to mirror this behaviour risk falling behind. This is where benefits such as cashback cards can step in, offering employees everyday savings in a simple, practical format that resonates with how people already shop and spend.

Long-term financial choices are driving engagement

But supporting financial wellbeing isn’t just about small, everyday savings. Employees are also looking to make smarter long-term financial choices.

Today, 32% of employees say they would invest in purchasing a vehicle if it could save them money in the long run. With electric vehicles (EVs) continuing to dominate the conversation around sustainable travel and fuel savings, it’s no surprise that 65% of employees said they would purchase an EV if their employer offered it through a benefits package.

Salary sacrifice schemes such as Green Car Benefit not only make these purchases more affordable but also help employers support sustainability goals, a win-win for businesses and their people.

Flexibility matters for larger purchases

The same applies to larger lifestyle purchases. Whether it’s a new sofa, mobile phone, or kitchen appliances, employees increasingly want the flexibility to spread costs.

BHN research shows that 58% would split payments for mobile phones, furniture and other home goods, and 57% would do the same for kitchen appliances.

Providing access to a home and tech benefit allows employees to manage these purchases responsibly, without high-interest credit, while still enjoying the products and services that improve their daily lives.

Basic benefits no longer cut it

These examples highlight an important truth: it’s simply not good enough for employers to rely on the same set of “basic benefits” they’ve always offered. If organisations want to retain and engage their workforce, they need to think differently.

In fact, 35% of employees say they would be more likely to stay at their current company if benefits included money off essentials like technology and groceries. Benefits must be aligned with what employees genuinely value today: financial resilience, everyday savings, and flexibility around major purchases.

Benefits as a strategic retention tool

Forward-thinking organisations are already moving in this direction. They understand that benefits aren’t just about ticking a box - they’re a strategic tool for driving loyalty, supporting wellbeing, and strengthening the employer brand.

As inflationary pressures continue to challenge households, employers who step up to provide modern, relevant benefits will stand out as true talent magnets.

Moving beyond the basics

Practical, flexible, and future-focused benefits help employees - with anything from cashback savings to EV salary sacrifice schemes - to build a more engaged, resilient, and loyal workforce.

After all, when benefits reflect real life, they do more than support employees: they strengthen the entire business.

Find out more about BHN Extras benefits here.