Reducing employee turnover is a priority for all businesses for several reasons. First, hiring and training new staff is expensive and time-consuming. Secondly, losing valuable members of staff can affect productivity and diminish the level of service you offer to customers.

There are many ways to improve employee morale and reduce turnover, including offering a healthy employee benefits package. However, unless you properly communicate the benefits you have on offer, you may not see the advantages where retention is concerned.

Read on to learn why your benefits package is so important and how you can promote it to your team.

1 in 4 UK workers plan to leave their job in 2026

As attitudes to work change and people are more prone to switching employers, it’s more important than ever to manage turnover.

According to research published by Employer News, in a poll of 2,000 workers, 24% said they were actively searching for a new role or planned to soon.

This figure rises among younger people, with 32% of under-34s saying they wanted to leave their job.

While the most common reason for changing jobs was feeling underpaid (36%), a significant proportion (24%) said they wanted to quit due to a lack of recognition for their contributions.

This demonstrates that, while salary is important, employees also value other rewards and recognition. Your benefits package is one of the most effective ways to deliver this.

Employees report that a good pension package is a key consideration when searching for a new job

Since the Covid-19 pandemic, remote working has become more common and, for many employees, the flexibility of working practices is a priority when searching for a new job.

However, core benefits, such as pensions, remain crucial.

A 2025 report from Royal London found that, when searching for a new job, a workplace pension was the second-most valued benefit, after salary. Pensions came ahead of remote and flexible working and bonuses on the list of priorities.

As such, offering a workplace pension may be one of the most effective ways to retain staff and attract new talent.

Additionally, any further benefits that support your staff in building long-term financial security may be attractive.

For instance, death in service benefits can help employees’ families remain financially secure should they pass away unexpectedly. Other financial protection, such as sick pay, critical illness cover, or income protection, can also give your staff more security if they fall ill.

Businesses are falling behind when it comes to communicating their benefits packages

At a time when many employees are looking for new roles, communicating the value of your benefits package to existing and potential staff is vital. Unfortunately, many businesses are falling behind in this area.

A survey from Eximia Comms showed that, although increasing employee engagement was an area that businesses were focusing on more, only 10% saw “communicating total reward” as a top priority.

As such, it’s important that you not only offer a healthy benefits package but also dedicate time to educating existing and potential employees about it.

3 ways to promote your employee benefits package to your team

1. Communicate about benefits regularly

When onboarding new employees, you will likely inform them about the benefits package and how to access certain perks they’re entitled to. Unfortunately, many businesses do not continue reminding their team about benefits beyond this initial onboarding.

To improve engagement, it’s important to give regular reminders about what benefits are available and how your team can make the most of them.

You might do this in staff communications or during meetings, and these simple reminders could encourage more employees to engage with your benefits package.

2. Make use of educational and management tools from providers

Benefit providers may offer online platforms and tools to help manage benefits and deliver educational materials.

For example, the Zurich International Online (ZIO) app allows your staff to see updates on their pension savings and access useful information about managing their retirement savings. Zurich have partnered with leading Financial Wellbeing Tools offered to your staff free of charge on the platform.

Taking advantage of these platforms and promoting them to your team gives employees more clarity about the measurable advantages they see from their pensions and other benefits.

3. Share stories and case studies

Storytelling can be a powerful tool for increasing engagement with your benefits package.

For example, if you offer protection, stories about employees who relied on payments to support themselves or their families during challenging times could highlight the real-world impact of these benefits.

Similarly, you might want to demonstrate that retired employees can enjoy a good quality of life because of your pension or employee savings packages.

Regularly sharing these case studies could be an effective way to boost engagement with benefits and potentially improve staff retention.

Get in touch

Our team can support you in delivering pension and protection packages that make your workplace attractive to existing and potential employees alike.

You can email grouprisk@rfsl.co.uk or call 01534 502000 in Jersey or 01481 747940 in Guernsey to discuss your existing offering.

Please note

This article is for general information only and does not constitute advice. The information is aimed at individuals only.

All information is correct at the time of writing and is subject to change in the future.

A pension is a long-term investment not normally accessible until 50. The fund value may fluctuate and can go down, which would have an impact on the level of pension benefits available. Past performance is not a reliable indicator of future performance.

The tax implications of pension withdrawals will be based on your individual circumstances. Thresholds, percentage rates, and tax legislation may change.

The value of your investments (and any income from them) can go down as well as up, and you may not get back the full amount you invested. Past performance is not a reliable indicator of future performance.

Investments should be considered over the longer term and should fit in with your overall attitude to risk and financial circumstances.

Rossborough Financial Services Limited is regulated by the Jersey Financial Services Commission under the Financial Services (Jersey) Law 1998 and licensed by the Guernsey Financial Services Commission.