How financial wellness benefits for employees drive workplace engagement

In a time when financial pressures are mounting for many households, employers have a unique opportunity, and responsibility, to support their people beyond the payslip. Financial wellness benefits for employees are no longer a fringe perk; they’re a core part of building a resilient, engaged, and motivated workforce.

At BHN Extras, we believe that when employees feel financially secure, they’re more likely to show up with energy, focus, and loyalty. Here’s how our suite of financial wellbeing benefits helps drive everyday engagement.

1. Everyday savings that make a real difference

Let’s not underestimate the power of small, everyday savings. Something as simple as earning cashback on your weekly supermarket shop can make a real difference. Over time, these small wins add up, and by the end of the month, or even more so by the end of the year, the impact on household finances can be significant.

Take, for example, a typical UK household spending around £400 a month on groceries. With cashback offers ranging from 5% to 15%, that translates to a monthly saving of between £20 and £60, or an annual saving of £240 to £720. That’s money back in your pocket, just for shopping smarter.

And it’s not just about groceries. Cashback savings extend across a wide range of everyday and lifestyle purchases, from fuel and fashion to travel and dining out. That means the money saved doesn’t just reduce bills; it can help fund experiences, treat yourself to your favourite brands, or simply ease the pressure of monthly budgeting. Over the course of a year, these savings can easily climb into the four-figure range, all without changing your spending habits, just how you spend.

With tools like the bYond Card, employees can automatically earn cashback at over 85+ major UK retailers, turning everyday spending into meaningful financial gains. When employers take the time to understand how cashback benefits work, they not only help reduce financial stress for their employees, but also enable them to stay focused and productive, knowing their employer is actively supporting their everyday wellbeing, a key driver of long-term engagement.

2. Big-ticket benefits through salary sacrifice

While cashback and everyday discounts are powerful tools for financial wellbeing, they’re only part of the picture. Employees can also access significant savings on higher-cost items through salary sacrifice schemes, a benefit that’s often underestimated.

Take the Cycle to Work scheme, for example. It’s one of the most widely adopted salary sacrifice benefits in the UK, with the vast majority of medium and large employers now offering it. The scheme allows employees to finance a bicycle and accessories through monthly deductions from their gross salary, meaning they save on both income tax and National Insurance.

Depending on their tax bracket, employees can save up to 47% on the cost of a new bike. That means a high-quality bicycle worth £1,800 could end up costing just £1,044, with a total saving of £756. And because the payments are spread over time, there’s no need for a large upfront cost, making it easier to invest in sustainable, healthy commuting.

Find out whether Cycle to Work schemes are truly worth it for your employees.

Expanding the power of salary sacrifice

While the Cycle to Work scheme is the best-known example, it’s far from the only one. Employers are increasingly offering other salary sacrifice options that help employees manage large, one-off expenses, often at key life moments.

The Home & Tech scheme, for instance, allows employees to purchase home appliances, white goods, and electronics in up to 12 interest-free instalments. It’s an ideal solution for young couples furnishing a new home, or for parents helping their children get ready for university, both of which can come with significant, unexpected costs.

There’s also the Green Car Benefit, which enables employees to lease electric vehicles through salary sacrifice. This not only spreads the cost of a high-ticket purchase over time, but also supports employees who are committed to reducing their environmental impact, aligning personal values with financial wellbeing.

These schemes are about more than just affordability, they’re about empowering employees to make smart, sustainable choices. When they feel they can manage major life expenses without financial strain, they’re more likely to stay motivated, loyal, and engaged with their employer. 

Meeting essential needs: childcare support that makes a real difference

While salary sacrifice schemes like Cycle to Work or Green Car Benefit help employees access desirable, high-value items, it’s equally, if not more, important to support the essential needs that many families face daily. Before thinking about electric cars or new tech, many working parents are simply trying to manage the rising cost of childcare.

That’s where the Care-4 scheme comes in. Much like other salary sacrifice benefits, it allows employees to pay for registered childcare directly from their gross salary, reducing their taxable income and saving money in the process. But unlike other schemes, this one addresses a fundamental necessity for families: ensuring their children are cared for while they work.

In fact, eligible employees can save up to £933 per year through this scheme, a substantial amount that can ease the financial burden of nursery fees, after-school clubs, or holiday care. In the current economic climate, where many households are feeling the squeeze, this kind of support can be transformative. It’s not just about financial savings, it’s about peace of mind, stability, and the ability to stay in work without compromising on care.

For employers, offering this kind of benefit sends a powerful message: we see your reality, and we’re here to help.

3. Wellbeing that goes beyond financial needs

Financial wellness isn’t only about saving money, it’s also about investing in your health, happiness, and quality of life. That’s why benefits that support physical and mental wellbeing are just as important.

Take MyGymDiscounts, for example. With access to reduced rates at thousands of gyms, studios, and fitness centres across the UK, employees can prioritise their health without stretching their budget. Whether it’s a weekly yoga class or a full gym membership, these small investments in wellbeing can have a big impact on energy, focus, and resilience at work. And once again, schemes like Cycle to Work not only offer financial savings, but also promote a healthier lifestyle, making the daily commute (and everyday travel) more active, sustainable, and rewarding.

And of course, let’s not forget the value of everyday Extras Discounts, from cinema tickets and family days out to fashion and tech. These aren’t just perks; they’re ways to enjoy life a little more, without the guilt of overspending. The discounts are applied through gift cards, which employees can purchase at reduced rates for a wide range of popular retailers. Because when employees feel they can enjoy the things they love, without financial strain, they’re more likely to feel balanced, motivated, and engaged and they’re more likely to bring their best selves to work.

Financial wellbeing as a driver of everyday engagement

From cashback on groceries to salary sacrifice schemes for big-ticket items, from childcare support to gym and lifestyle discounts, the financial wellness benefits available through BHN Extras are designed to meet employees where they are, at every stage of life.

These aren’t just perks. They’re practical, meaningful tools that help employees:

• Stretch their income further through everyday savings and cashback
• Manage major life expenses with interest-free financing and tax-efficient schemes
• Support their families with childcare vouchers and flexible benefits
• Invest in their wellbeing with access to health, fitness, and lifestyle discounts

When employees feel financially supported, they’re more likely to feel secure, valued, and motivated. That translates directly into higher engagement, better performance, and stronger loyalty.

In short, financial wellness benefits for employees aren’t just good for people, they’re good for business.

See the step-by-step guide to bringing these benefits to your company.