Fringe Benefits: Exploring the Perks Beyond Salary

business premises, optional fringe benefits, fair market value, provide health insurance

While salary is critical to a job offer, fringe benefits go beyond the paycheck and can greatly impact employee satisfaction, engagement, and retention.

This article will explore the diverse landscape of fringe benefits and highlight their significance in today's competitive job market.

What are fringe benefits?

Fringe benefits, or perks or employee benefits, are non-wage compensations employers provide to their employees in addition to their regular salary or wages. These benefits enhance the employee experience and provide additional value beyond monetary compensation.

Employers offer fringe benefits in various forms, typically offered as part of an employee benefits package, including health and wellness programs, retirement savings plans, flexible work arrangements, paid time off, and other non-monetary perks to attract, retain, and motivate employees.

10 Most desired fringe benefits examples

Here are the benefits:

Health and Wellness Programs

Many employees value access to health and wellness programs their employers provide, such as medical, dental, and vision insurance, wellness initiatives, gym memberships, yoga classes, and employee assistance programs.

It may also include health and life insurance. These benefits can promote employee well-being, improve work-life balance, and enhance health and productivity.

Retirement Savings Plans

Retirement savings plans, such as 401(k) or pension plans, are highly desirable fringe benefits that provide employees with opportunities to save for their future retirement.

Employers may offer matching contributions or other incentives to encourage employees to participate in these plans and build long-term financial security.

Flexible Working Arrangements

Flexibility in work arrangements, such as remote work options, flexible hours, or compressed work weeks, is a popular fringe benefit that allows employees better control over their work-life balance. This can improve job satisfaction, reduce commuting time, and increase productivity.

Paid Time Off (PTO)

Happy father and his children playing with a wheelbarrow on a sunny day-1Paid Time off, including vacation days, sick leave, family and medical leave, and holidays, is a common fringe benefit that gives employees Time to rest, relax, and take care of personal or family matters. This benefit can promote work-life balance, reduce burnout, and increase employee engagement.

Employee Development Programs

Employee development programs, such as training, mentoring, and tuition reimbursement, are valued fringe benefits that invest in the professional growth and development of employees.

These programs can enhance employee skills, boost morale, and improve job satisfaction.

Family and Parental Leave

Family and parental leave benefits, including maternity, paternity, and adoption leave, are highly desired by employees who value work-life balance and family support.

These benefits can promote employee retention, gender equality, and positive work culture.

Employee Assistance Programs (EAPs)

Employee Assistance Programs (EAPs) are fringe benefits that provide employees with confidential counselling and support services for personal or work-related issues. EAPs can help employees manage stress, improve mental health, and enhance overall well-being.

Commuter Benefits

Commuter benefits, such as subsidized public transportation, parking, or commuter reimbursement accounts, are attractive fringe benefits that help employees save on commuting costs, reduce their carbon footprint, and improve work-life balance.

Employee Recognition Programs

Employee recognition programs, such as bonuses, awards, or peer recognition initiatives, are desirable fringe benefits that acknowledge and reward employees for their contributions. These programs can boost employee morale, motivation, and engagement.

Employee Discounts and Perks

Employee discounts and perks, such as discounted products or services, company-sponsored events, or exclusive memberships, are popular fringe benefits that offer additional value to employees. These perks can enhance employee loyalty, satisfaction, and company culture.

The Importance of Fringe Benefits in Employee Compensation

Here are the reasons why it's important to give fringe benefits:

Helps in Recruitment: Attracting Best Talent

  • Competitive Advantage: Offering attractive fringe benefits can give an organization a competitive edge in the job market, making it more appealing to top employees seeking comprehensive compensation packages.

  • Talent Acquisition: Organizations that offer appealing fringe benefits are more likely to attract highly skilled and qualified candidates, increasing the pool of potential candidates for open positions.

  • Employer of Choice: A robust fringe benefits package can position an organization as an employer of choice, making it a preferred employer for top talent and increasing the likelihood of attracting and retaining the best employees in the industry.

Increases Employee Engagement and Motivation: Resulting in Greater Productivity

  • Job Satisfaction: Fringe benefits such as flexible work arrangements, employee recognition programs, and wellness initiatives can enhance job satisfaction, leading to increased engagement and motivation among employees.

  • Loyalty and Commitment: Employees who feel valued and supported through fringe benefits are likelier to be loyal and committed to the organization, resulting in higher engagement and motivation to perform well in their roles.

  • Productivity and Performance: Engaged and motivated employees are more likely to be productive and perform at their best, resulting in higher productivity levels, improved performance, better business outcomes, and other workplace benefits.

Supports Employee Growth and Development: Enhancing Career Growth

  • Professional Development: Fringe benefits such as employee development programs, tuition reimbursement, and mentoring opportunities can support employees' growth and development, helping them acquire new skills and advance their careers.

  • Talent Retention: Offering opportunities for growth and development through fringe benefits can help retain top talent by providing a clear path for career advancement and showing employees that the organization values their growth and development.

  • Succession Planning: Fringe benefits that support employee growth and development can also contribute to succession planning efforts by grooming employees for leadership roles and ensuring a pipeline of skilled and qualified employees for future leadership positions.

How to Design Effective Fringe Benefit Programs


Designing an effective fringe benefits program requires careful planning and consideration of the needs and expectations of employees. Here are some key steps to designing an effective fringe benefits program:

Step 1. Conduct Employee Needs Assessment

Begin by understanding the needs and preferences of your employees through surveys, focus groups, or individual meetings. This will help you identify the fringe benefits most relevant and appealing to your workforce.

Step 2. Define Program Objectives

Clearly define the objectives of your fringe benefits program. Are you aiming to attract top talent, improve employee engagement, support employee well-being, or enhance retention?

Clear objectives will guide your decision-making in designing a unique fringe benefits program that aligns with your organizational goals.

Step 3. Research Available Options

Conduct thorough research on the various types of fringe benefits available in the market, and assess their relevance and feasibility for your organization.

Common fringe benefits include health insurance, retirement plans, flexible work arrangements, wellness programs, and employee recognition initiatives.

Step 4. Consider Budget and Cost

Evaluate the budget and costs associated with each fringe benefit option. Determine what is financially feasible for your organization, and prioritize the benefits that will provide the most value to your employees within your budget constraints.

Step 5. Customize for Employee Segments

Consider your employees' diverse needs and preferences, and customize your fringe and other benefits and program to cater to different employee segments.

For example, consider offering flexible work arrangements for employees with caregiving responsibilities or providing wellness programs catering to your workforce's unique health needs.

Step 6. Communicate Clearly

Communicate the details of your fringe benefits program to employees, including eligibility criteria, enrollment processes, and any changes or updates.

Provide regular reminders and educational materials to ensure employees fully understand the value and usage of the benefits offered.

Step 7. Evaluate and Adjust

Continuously evaluate the effectiveness of your fringe benefits program through employee feedback, utilization data, and benchmarking against industry standards.

Make adjustments as needed to ensure that the program remains relevant, effective, and aligned with the evolving needs of your employees and organization.

A well-designed fringe benefits program can help attract and retain top talent, improve employee engagement and well-being, and contribute to the overall success of an organization.


Employee scheduling and Time-tracking software!

  • Easy Employee scheduling
  • Clear time-tracking
  • Simple absence management
Try for free Request a demo

Tax Implications of Fringe Benefits for Employers and Employees in the UK

Are Fringe Benefits Taxable? Here are some key considerations regarding the tax implications of fringe benefits:

For Employers

  1. National Insurance Contributions (NICs): Employers are generally required to pay NICs on the value of most fringe benefits provided to their employees unless the benefit is specifically exempt from NICs.

  2. PAYE and Reporting Obligations: Employers are also typically required to operate Pay As You Earn (PAYE) on the value of taxable fringe benefits and report these benefits to HM Revenue & Customs (HMRC) on the employee's P11D form.

  3. Employer's Class 1A NICs: Employers may also be liable to pay Class 1A NICs on the value of taxable fringe benefits provided to their employees. Class 1A NICs are generally calculated at 13.8% and are payable by the employer.

  4. Exemptions and Reliefs: Some fringe benefits may be exempt from NICs and PAYE, such as certain business-related expenses, company pension contributions, and certain small-scale employee benefits.

For Employees

  1. Income Tax: Employees may be liable to pay tax on the value of taxable fringe benefits unless the benefit is specifically exempt from income tax.

  2. Reporting Obligations: Employees are typically required to report the value of taxable fringe benefits on their Self-Assessment tax return and pay any additional income tax due on these benefits.

  3. Taxable Value of Fringe Benefits: The taxable value of fringe benefits is generally calculated as the cash equivalent of the benefit, which is the cost to the employer of providing the benefit minus any amount paid by the employee towards the benefit.

  4. Exemptions and Reliefs: Some fringe benefits may be exempt from income tax, such as certain business-related expenses, work-related training, and low-value employee benefits.

Employers and employees must be aware of fringe benefits tax and comply with relevant tax laws and regulations.


Fringe benefits are an important component of a comprehensive employee rewards program, allowing employers to provide non-cash rewards to employees that can help attract and retain top talent.

Employers need to understand the tax implications of fringe benefits to ensure compliance with relevant laws and regulations in the UK. Employers offering fringe benefits should also regularly evaluate their programs to ensure they meet the evolving needs of their employees and organization.

By understanding the importance of a well-designed fringe benefits program, employers can ensure they remain competitive in today's job market. 

Carin Vreede

Written by:

Carin Vreede

With years of experience in the HR field, Carin has a lot of experience with HR processes. As a content marketer, she translates this knowledge into engaging and informative content that helps companies optimize their HR processes and motivate and develop their employees.


Please note that the information on our website is intended for general informational purposes and not as binding advice. The information on our website cannot be considered a substitute for legal and binding advice for any specific situation. While we strive to provide up-to-date and accurate information, we do not guarantee the accuracy, completeness and timeliness of the information on our website for any purpose. We are not liable for any damage or loss arising from the use of the information on our website.