Recent research sheds light on a concerning trend among UK employers, revealing that many are promoting statutory rights and basic amenities as workplace benefits.
- Nearly half of job advertisements in the UK highlight statutory obligations as benefits.
- The analysis conducted by Rippl found widespread mention of legal entitlements being framed as perks.
- Basic workplace necessities are often disguised as attractive incentives to potential employees.
- The practice raises questions about the authenticity of benefit offerings in the UK job market.
Recent analysis of UK job advertisements has uncovered a disconcerting trend where employers present statutory rights and basic amenities as substantial workplace benefits. The study, conducted by the employee benefits platform Rippl, examined postings across major job listing sites and discovered that 46% of current vacancies promote statutory rights as unique benefits.
Among the most frequently cited statutory rights presented as benefits are the ‘company pension’, appearing in an overwhelming 124,589 job ads, and ’20 days holiday’, noted in just over 2,000 ads. Similarly, ‘statutory sick pay’ was mentioned 253 times, all of which are legal obligations rather than optional perks. Additionally, amenities such as free parking (over 66,000 mentions) or ‘on-site parking’ (over 95,000 mentions) are often expected, particularly in suburban locations.
Basic necessities, which are typically expected in any workplace, are being marketed as benefits. For instance, the provision of free tea topped the list with 1,078 mentions, followed by the offering of ‘free fruit’ with 675 mentions, and even ‘free water’ was listed as a benefit in one position. Other underwhelming incentives include free pizza (126 mentions), raffles (435 mentions), and beanbag chairs (three mentions).
Chris Brown, CEO of Rippl, commented on this practice, stating, ‘While complementary fruit or Friday office pizza are nice to have, these perks do little to attract or retain top talent in today’s competitive job market.’ He further emphasised that genuine workplace benefits such as competitive salaries, meaningful perks, flexible working arrangements, and wellbeing support are what truly resonate with today’s workforce. By focusing on these areas, companies can create a constructive and appealing workplace culture that fosters engagement and retention.
This analysis highlights a need for employers to reassess their benefit offerings to ensure they are genuinely attractive and supportive to employees.
