The Best Non-Salary Benefits to Attract Staff:
From Work-From-Home Days to Enhanced Family Leave

Attracting and retaining top talent within the social care industry can be a challenge for any organisation, especially in today’s competitive job market. While salary and bonuses are important, they are not the only factors that motivate employees. Non-salary benefits, such as work-from-home days, flexible working, employee assistance programmes and gym memberships, also play a crucial role in boosting job satisfaction, retention rates and overall well-being.

Work-from-Home Days and Flexible Working

One of the most attractive non-salary benefits for many employees is the ability to work from home or have flexible working hours. This allows staff to better balance their work and personal lives, which can lead to increased satisfaction and well-being.

Whilst this isn’t possible for every role in social care, it can be a real benefit for management positions such as Registered Manager or Area Manager. A quiet day away from the office is ideal for focused tasks that need concentration.

Employee Assistance Programmes (EAPs)

EAPs provide employees with confidential support for both personal and work-related issues, including stress management, financial advice and counselling services. Offering an EAP shows that you care about your team’s well-being and are committed to supporting them through challenges.

Pension and Life Assurance

Benefits that support long-term security are often highly valued. Pension contributions and life assurance plans help employees and their families feel financially protected, showing that your organisation invests in people’s futures, not just their day-to-day.

Private Healthcare

Private healthcare can help staff access medical services more quickly, leading to better health outcomes and fewer absences. It’s a benefit that adds peace of mind and can make a big difference when choosing between job offers.

Enhanced Paternity and Maternity Leave

Generous parental leave policies help demonstrate that your organisation is family-friendly and supportive through life’s major changes. Whether through birth or adoption, giving staff more time with their growing family helps to build loyalty and improve retention.

Fair Mileage Rates

Rising fuel and car maintenance costs are a big concern for many care workers. In domiciliary care, some companies still pay as little as 10 to 15p per mile between clients, which doesn’t cover the cost of the journey. Increasing mileage rates to 40p or more can help attract and retain great staff who otherwise may be priced out of the job.

Extra Annual Leave and Cash-in Options

Annual leave is often a deciding factor for candidates. Some will avoid applying for roles if they offer less holiday than their current job. Giving staff an extra week off, or the option to cash in unused days, can boost morale and help with recruitment and retention.

Company Perks and Discounts

Company perks, such as retail discounts or subsidised gym memberships, can help improve employees’ quality of life and show that your organisation goes the extra mile to support its team.

Gift Voucher or Reward Schemes

Everyone likes to feel appreciated, and small rewards can go a long way in boosting morale. A simple gift voucher scheme, regular team shout-outs or “thank you” bonuses for a job well done can really make a difference.

Some care providers also offer incentives like extra days off or vouchers when a service achieves a positive CQC inspection. After all, it’s a team effort — and recognising that success brings everyone together.

Whether it’s for meeting quality targets, going the extra mile or supporting a colleague in need, these schemes help build a positive, motivated culture.

Team Events and Social Activities

Team-building events are a brilliant way to reward hardworking staff while strengthening relationships across the service. Whether it’s a bowling night, an escape room challenge, a team meal or something more creative, these outings give people a chance to relax, bond and have fun outside of work.

Regular social events help staff feel valued and connected, especially after periods of intense work or following a successful inspection. They also improve team morale, reduce stress and can help with staff retention by building a stronger, more supportive workplace culture.

Even small gestures like takeaway Fridays or quiz nights can have a big impact.

Strong and Supportive Leadership

It’s not something you usually see listed in a job advert, but strong, effective leadership is one of the most influential factors when it comes to attracting and keeping great staff.

As a recruiter, I hear this all the time — candidates are far more willing to take on a challenging role if they know there’s a supportive, hands-on leadership team in place.

People want to know they’ll be backed up, not left to struggle on their own. They want leaders who communicate well, provide guidance, listen to concerns and genuinely care about their team’s wellbeing.

If your service has a great leadership culture, don’t be afraid to shout about it. It could be the deciding factor for your next hire.

Final Thoughts

Non-salary benefits are a powerful tool for attracting and retaining great people. From flexible working to healthcare and holiday options, they can help your organisation stand out in a competitive market.

More importantly, they show that you understand and value the needs of your team. And that goes a long way in building a strong, motivated and loyal workforce.