Why don't our employees use the benefits we offer?

Usually because they don't know exactly what they have, or because using it takes too much effort at the moment they need it. Research from Totaljobs and The Stepstone Group in 2026 found only 53% of UK workers fully understand their benefits. Fixing awareness helps, but simplifying the claim journey often matters more.

What is a good take-up rate for an employee benefit?

There isn't a reliable single benchmark, because healthy usage depends on how often the underlying problem occurs. An insurance-style benefit with low usage can be doing its job, while a benefit meant for everyday problems should show repeat use. Track eligible, registered and repeat users rather than chasing one headline figure.

How do we get more staff to use the benefits we already pay for?

Get people registered before they need the benefit, and time your messages to the life events where it matters, such as returning from parental leave or the run-up to school holidays. Line managers endorsing a benefit makes a real difference. It also helps to ask non-users directly what is stopping them.

Should we cut benefits that nobody uses?

Not automatically. First check whether low usage comes from low need, low awareness or a clunky process, because only the first is a reason to cut. If people need it but can't easily use it, fix the journey or switch provider before removing it.

Is back-up childcare used enough to justify the cost?

It depends on how many working parents and carers you employ and how often their usual arrangements fall through, so it's worth asking your parents' network before deciding. With Bubble for Work, employers pay an annual service fee based on headcount, and the Bubble for Work Allowance is invoiced monthly based on funded hours actually used. That means the allowance cost follows real usage.