Employee benefits offer a way to attract and retain employees, contribute towards improving staff well-being and enhance engagement. However, there’re a number of factors to consider when introducing a benefit or benefits package to ensure it’s valued by workers, while also supporting HR practices and aligning it with wider business goals.

From the days of paternalism to the introduction of the welfare state and all the way to today's more individualised approach to employee benefits, this factsheet explores the past and present of employee ‘perks’, the variety of benefits employers can offer, and what to consider when implementing employee benefits as part of a reward strategy.

Charles Cotton

Charles Cotton: Performance and Reward Adviser

Charles directs the CIPD's performance and reward research agenda. He has recently led research into: how employers can help improve their employees’ understanding of their personal finances; how front line managers make and communicate reward decisions to their employees; how employers manage the risks around reward; how private sector employers can build the business case for workplace pensions; how employees form their attitudes to pay; and how the annual pay review process can become more strategic. 

He is also responsible for the CIPD’s public policy reward work and has given evidence to select committees on banking pay, redundancy awards as well as responding to various consultations, such as on pensions, retirement and MPs’ expenses.


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