The coronavirus pandemic is challenging businesses across the UK in many ways, from financial worries, issues around employee safety through to increased remote working. Our workplace today is a very different one to 12 months ago.

These changes have led to reviews of employee benefits and rewards schemes through to complete overhauls of offerings, to reflect the changing needs of today’s workforce.

Here we look at different ways employers can deliver benefits and rewards to their employees post-COVID.

Now more than ever employers need to support their workforce when it comes to health, safety, wellbeing, and mental health.

According to an Oxford University survey carried out in 2019, happy workers are 13% more productive and healthier employees are happier, more engaged, and therefore more productive, a key component to both business resilience and business success.

What benefits are employees looking for?

Protection for loved ones
Over the past year, following the outbreak of the pandemic, employees have increasingly been looking for support, from their employers, with physical wellness, their well-being, and their mental health.

One of the best ways to provide support for your workforce is to ensure that they are equipped with adequate financial and legal guidance, should they become incapacitated due to illness or an accident. From assistance with will writing, estate planning and how to set up a power of attorney, through to bereavement services, a full wraparound package of benefits will not only be providing support for your employee, but for their family too.

As an employer you will be demonstrating empathy and understanding to your staff and will be giving them the peace of mind that should the worse happen, they have care and support from their employer and the legal advice and guidance that they may need.

Support your employees with their mental health
It is crucial that post-COVID, employers build mental health support into their benefits offering.

Research by Deloitte, Mental Health and Employers January 2020, found that the cost of poor mental health to UK employers is £45 bn. and absence, from stress-related absence, has increased, with 37% of respondents to the CIPD and Simply Health, Health and Well-being survey, stating that stress-related absence had increased in the last year.

As a result, benefits from employers offering an element of mental health support are very much in demand. A study carried out by the Reward and Benefits Association found that one in four employees say they need mental health support in 2021 after a year of disrupted working.

If you want to add mental health support to your offering, you need to begin with listening to your employees, whether through a survey, a poll or with a structured communications programme to understand their needs following the pandemic. This is crucial to be able to then put in place the mental health support your employees need, in particular if they are returning to the office, after remote working.

Post-COVID employee rewards
Businesses who may have experienced financial issues during the pandemic could be struggling with establishing a beneficial rewards scheme for employees, post-COVID, that is affordable, sustainable and, essentially, is something employees are looking for.

One example could be financial education for employees and help and assistance for their families. In circumstances where the pandemic has affected their family situation and finances, this kind of help could be extremely beneficial and appreciated.

If bonuses have been cut and salaries have been frozen or reduced, businesses should consider non-monetary recognition programmes to show appreciation for employees’ performance during these unprecedented times.

Examples can include praise and recognition, physical rewards – such as vouchers or gifts, and growth and learning opportunities, which cost little but can mean so much more.

As we start to come out of COVID and follow the map out of lockdown, now is a good time for employers to review their benefits and rewards schemes, to listen to their workforce and to build a stronger and happier business together.