As a benefits professional working with UK teams every day, I know how powerful the right benefit scheme can be in transforming someone’s working life. Often the focus falls on the headline perks: salary, bonus, pension. But behind those big numbers lie some of the most overlooked benefits that truly make a difference – for your wellbeing, your family life, your sense of security and your long-term future. In this post I’m going to walk you through several of these lesser talked about benefits in the UK, why they matter, and how you can spot or request them. The aim is to help you recognise value you may already have or can ask for, and to encourage employers to consider the full picture. Let’s get into it with an optimistic, practical tone – because the right benefit makes a real difference.
1. Flexible working and location choices
One of the benefits that consistently comes up in UK employer research is flexibility in how, when and where you work. When you are offered a genuine flexible working policy – not just the headline of ‘hybrid’ but real control over your hours or location – that can improve your work-life balance, reduce commuting stress and give you more time for the things that matter. According to recent data, flexible hours, remote or hybrid working arrangements are among the most valued benefits by UK employees. HRreview | HR News, Opinion & Advice+2iod.com+2
Why is this often overlooked? Because employers may list ‘hybrid working’ but not make it meaningful, or employees may not ask about how much real flexibility there is. It’s not always visible when you join a role. And yet, with proper communication and trust, this benefit can lead to higher productivity, improved morale and stronger loyalty.
If you are in a role now or looking to move, ask about: how many days you can choose to work remotely, what hours you can shift, whether the employer supports compressed hours or part-time arrangements. These options might already be there but not emphasised.
2. Learning and development upskilling support
Another often under-valued benefit is dedicated support for training, upskilling and professional development. Employees increasingly want not just a job but a role where they can grow their skills, expand their horizons and feel future-secure. Recent employer-benefits guides highlight learning and development courses as an important benefit for UK workers. Talos360+1
But what tends to happen is the training budget is there, but it’s not framed as a benefit. Employees may not know about the annual allowance, or the employer may not communicate clearly which courses are eligible. That means the potential of this benefit remains unused.
If you ask for it, you may find you can access: professional certifications, workshops, online training subscriptions, or mentoring programmes. These strengthen your CV, boost your career prospects and show that your employer is investing in you – which is a positive signal.
3. Mental health and wellbeing leave or support
While private medical insurance and pension schemes often take centre stage, support for mental health and specific wellbeing benefit frameworks are still overlooked in many UK workplaces. Yet the human impact is significant. For many employees mental health challenges contribute to absenteeism, stress, burnout. Research shows mental health benefits are increasingly demanded by UK workers. iod.com
What an overlooked benefit can look like is: dedicated wellbeing days (beyond standard sick leave), counselling services, digital mental-health platforms, or simply the option to take leave for wellness without stigma. When an employer truly supports this, it helps you feel safer, more valued and more able to bring your full self to work.
When discussing your benefits package, consider asking whether there is a wellbeing allowance, mental health day policy, or Employee Assistance Programme (EAP) available and how it is communicated.
4. Discount schemes, salary sacrifice and cost of living support
In the UK with cost of living high and rising, some of the most practical and yet undervalued benefits are cost-saving or money-saving schemes. For example, employee discount programmes, salary sacrifice schemes for bikes, public transport or tech equipment. Research shows these perks save employees money and are often popular but under-offered. Perkbox+1
Why they are overlooked is because they don’t always sound glamorous (compared with bonus) but they deliver day-to-day value. If your employer offers a discount scheme for gym, travel, shopping, bikes, childcare – don’t dismiss it as small. It adds up.
Ask: Do we have an employee discount portal? Is there a salary sacrifice scheme for e-bikes or commuting costs? Are there travel subsidies? These may not be advertised widely but could be available and make a genuine difference to your finances.
5. Additional annual leave, life-event days and volunteer leave
Paid time off beyond standard holiday entitlement is another benefit that deserves more attention. While in the UK statutory annual leave is the baseline, many employers now offer extras: additional days for your birthday, a life-events day (for moving house, volunteering, caring responsibilities), or paid leave for community/volunteer work. Some UK research shows these kinds of perks are popular but under-used. HR Magazine
Why it matters? Because more rest, more time for life outside work, and the feeling that your employer recognises your whole life – not just your working hours – fosters stronger loyalty and wellbeing. When you have flexibility to take that extra day, you feel more in control.
In your next benefits review ask: Do I get extra holiday for a milestone birthday or life event? Is there paid volunteering leave? Can I buy or sell annual leave? These questions help uncover hidden value.
6. Income protection, life insurance and long-term security
Often overlooked because they feel remote or less immediate, benefits that protect you in the event of illness, death or long-term disability are crucial. In the UK employees value and increasingly expect employer schemes for life insurance, income protection and long-term security. iod.com+1
Why overlooked? Because they are often buried in the fine print or communicated in a less accessible way. Yet for you or your family they can make a meaningful difference when something unforeseen happens. When you know you are covered, you feel supported and valued as a whole person, not just a workforce number.
Ask: Does the employer provide a life insurance scheme? Is there employer-provided income protection for sickness or long-term absence? How much cover is there and how easy is it to access?
7. Cycle to work, green commuting and alternative travel schemes
Though this is gaining traction, the full potential of commuting and transport-benefits in the UK is still often under-utilised. Schemes like the cycle to work salary sacrifice, public transport subsidies or eco-travel support can deliver value both for you and for the employer (via tax savings). UK employer guides note that these benefits are growing in relevance given cost of commuting, sustainability awareness and personal health interests. bhnextras.co.uk+1
Why it might be overlooked? Because employees may think such schemes are only for “cyclists” or “eco-workers” while in fact many options exist. If your employer offers a cycle to work scheme, e-bike allowance, or public transport support it might not be obvious. And yet it means actual money saved and healthier commuting.
Check: Does your employer have a salary sacrifice scheme for bikes or e-bikes? Is there a travel season ticket loan? Are there subsidies for public transport? These benefits can make your commute less of a drain and more of a positive part of your day.
8. Childcare support, family-friendly benefits and caring responsibilities
For many working parents, carers or those with family responsibilities, benefits around childcare support, family leave, caring leave and flexible options are enormously valuable – yet they are less visible in typical benefits talk. UK research has emphasised the growing importance of flexible working and caring responsibilities. iod.com+1
Why overlooked? Because they are often assumed to only matter to a subset of employees, so they are less emphasised. But when you include them in the discussion, they matter for retention, loyalty and fairness.
If you’re in such a situation ask: Is there help with childcare vouchers or salary sacrifice for childcare? Are there options for paid caring leave (for elder or child care) beyond statutory? Can working hours or patterns be adapted for caring responsibilities? These benefits might be hidden but are transformative.
9. Upskilling in digital and future-proof skills
In the UK job market the pace of change is fast. Employees increasingly want benefits that help them keep their skills current, especially in digital, hybrid working or new industry demands. While we touched on learning earlier, this is a specific focus on future-proofing: digital training, remote leadership, new technology fluency. Research suggests younger workers particularly favour benefits related to continuous learning. Sage
Often companies list “training available” but do not frame it as a benefit package item or guarantee of support. When it is branded and communicated well it adds value and gives you choice and confidence for your future.
Ask: Does the employer provide a digital skills allowance? Are there partnerships with online learning platforms? Does the training budget cover remote working / hybrid working readiness? Highlighting this helps you position yourself for a future-ready career.
10. Transparent communication and benefit accessibility
This final “benefit” is about the way benefits are offered and how accessible they are to employees. One of the biggest issues in the UK benefits space is that many benefits exist but employees are unaware or struggle to access them. This makes them effectively useless. One Reddit UK HR consultant put it succinctly:
“What you don’t know exists you effectively don’t have.” Reddit
Therefore, an overlooked benefit is the clarity and accessibility of your benefit scheme: how easy is it for you to find out what you’re entitled to, how you claim it, how it is communicated? When benefit portals are confusing, when paperwork is hidden or deadlines unclear, employees don’t get the full value and the employer investment is wasted.
As a benefits professional I would encourage you to ask: Is there a benefits communication plan? Do we have an employee-friendly portal or summary document? Can you access the benefits easily, claim when you need to and have someone to ask? A well-managed benefit scheme is itself a benefit.
Final thoughts: why these overlooked benefits matter and how to act
When we think of employee benefits in the UK often we picture big headline items: pension, private medical insurance, bonus. And while those are important, many of the benefits above go under-the-radar, yet deliver everyday impact: more time with family, reduced commuting stress, better mental health, skill growth, financial savings, future security. For employers these benefits help attract and retain talent, boost engagement and build a truly supportive workplace culture. For you as an employee they mean improved wellbeing, more control and higher satisfaction.
Here are a few tips for getting value from this:
- Make a personal benefits audit: list the benefits you currently have and ask for a benefits statement if you have one.
- Identify the overlooked items above in your list and ask your HR or benefits manager directly: do we offer this? How do I access it?
- If you are job-searching, use the presence (or absence) of these benefits as part of your decision-making. They are often the difference between a job you tolerate and one you love.
- For employers reading this: highlight these benefits clearly in your recruitment and internal communications. Employees will likely use them more if they are visible and easy to access.
- Keep reviewing year by year: as life changes your priorities change and the benefit package that suited you three years ago may not suit you now.
In closing, by shining a light on the most overlooked benefits in the UK and by being proactive about asking and using them, you set yourself up for a better working life – one where your employer supports you in more than just the tasks you do, but the person you are and the future you want. You deserve that. And as a benefits professional who champions this, I encourage you to take a fresh look at your benefits package today and unlock the hidden value. Here’s to you thriving.