Benefits & Wellbeing Survey 2026
Charity and Not-for-Profit Sector
Checklist

Survey Information Checklist

Please have details of your full employee benefits package to hand when completing the survey, including some of the key information and data we will need, which are listed below. The survey also includes a number of questions seeking your views, experiences and opinions on your organisation’s approach to employee benefits and wellbeing.

You can save your progress and return to the survey at any point if you need to check information or come back to it later.

General Organisation Information

  • UK employee headcount
  • Number of HR/People team FTEs, so you can calculate your HR/People team-to-employee ratio: Formula: HR/People FTEs ÷ total employees × 100. Example: 6 HR FTEs supporting 400 employees = 6 ÷ 400 × 100 = 1.5 HR FTEs per 100 employees
  • Approximate annual income or annual running costs for your organisation

 

Hot Topics Section

  • Artificial Intelligence
  • Details of any areas where your HR/People team currently uses Artificial Intelligence (AI), for example recruitment, employee queries, HR administration, learning and development, or workforce analysis

 

Total Reward Statements

  • If your organisation provides Total Reward Statements, please have the following information available: which benefits and elements of reward are included in your Total Reward Statement and an estimate of the total reward value for an employee earning a basic salary of £40,000

 

Benefits Linked to Your Organisation’s Values

  • Details of any employee benefits that particularly reflect or support your organisation’s mission, purpose or values. For example, a fostering charity offering enhanced fostering leave, or a sports/physical activity organisation offering benefits that encourage exercise and active lifestyles.

 

Benefit Providers & Changes

  • Details of any benefit provider contracts that you have reviewed or renegotiated in the past 12 months
  • Popular Benefits & Retention
  • Details of any employee benefits that are particularly popular with staff
  • Details of any benefits you believe have had a positive impact on employee retention

 

Pensions

  • Your organisation’s pension scheme(s) and the type of pension arrangements offered (e.g. DB, DC, hybrid)
  • Employer pension contribution rates, including any different rates for different employee groups or grades
  • The approximate percentage of employees who have opted out of auto-enrolment

 

Pay, Allowances & Location

  • Details of any home-working allowances or expenses you provide, including amounts
  • Details of any regional, London-weighted or location-based allowances, including amounts
  • If you use geographical boundaries for London-weighted or regional pay, how these are defined (e.g. postcodes, counties, distance from London) and any exceptions or flexibility

 

Salary Sacrifice

  • Which benefits you offer through salary sacrifice
  • Whether lower-paid employees who cannot access salary sacrifice because it would reduce their earnings below the Lower Earnings Limit receive an alternative benefit or compensation
  • If you offer pension contribution salary sacrifice, what you do with the employer National Insurance (NI) savings and whether you place a cap on pension salary sacrifice, and if so, the maximum amount or percentage
  • The maximum amount available under your Cycle to Work scheme

 

Insurance & Protection

  • Your organisation’s Life Assurance level of cover
  • Whether you offer Income Protection, Critical Illness Cover

 

Bonuses, Overtime & Shift Work

  • Whether you offer employee bonuses, and the maximum potential bonus percentage
  • Whether you pay overtime, and how overtime is calculated
  • Whether you pay additional shift premiums or enhancements
  • If applicable, details of different shift rates (e.g. nights, weekends and public holidays)

 

Salary Advances

  • Whether you provide salary advances to new starters who miss a normal payday because of their start date, and how this works
  • Whether you offer a salary advance scheme to employees
  • If applicable, the maximum amount employees can request as a salary advance

 

Additional Responsibilities & Allowances

  • Details of any additional allowances or time off provided to employees who undertake responsibilities alongside their permanent role (e.g. First Aider)

 

Financial Benefits & Wellbeing

  • A list of any financial products offered as part of your employee benefits package
  • Details of any financial wellbeing initiatives offered to employees
  • The topics covered by your financial wellbeing support (e.g. budgeting, saving, debt, pensions, mortgages, financial education)

 

Preventative Health & Wellbeing

  • Details of any health benefits you provide, such as: Health screenings or health checks, flu vaccines, PMI, health cash plans etc.
  • If you offer a Health Cash Plan, the approximate cost per employee per year
  • If you offer Private Medical Insurance (PMI), a Health Cash Plan or Dental Cash Plan, whether employees can extend the benefit to family members or dependants
  • Details of any wider health, fitness or physical wellbeing benefits you offer employees
  • If you have seen a reduction in employee absence following the introduction of a health benefit or wellbeing initiative

 

Sick Pay

  • Your organisation’s enhanced company sick pay entitlement, if you offer more than Statutory Sick Pay

 

Mental Health Support

  • Whether you have employees trained as Mental Health First Aiders (MHFAs).

 

Wellbeing Days

  • Whether you offer wellbeing days and if yes, the number of wellbeing days offered per employee per year

 

Annual Leave and Paid Leave

  • The minimum and maximum number of annual leave days offered to employees, excluding public holidays and Christmas closure days
  • Whether annual leave increases with length of service, and if so, details of how entitlement increases
  • Whether employees can sell or buy annual leave, and any limits that apply
  • Details of any types of paid leave you offer beyond annual leave
  • If you offer paid volunteering leave, the number of days/hours provided per employee each year
  • Your paid bereavement/compassionate leave entitlement, including the number of days offered
  • Whether you provide Carer’s Leave above the statutory minimum, and if so, the amount provided

 

Parental Leave & Family Support

  • If you offer enhanced paid parental leave, what do you offer for maternity, paternity, shared parental, adoption and neonatal paid leave in FTEs.
  • Whether a length-of-service requirement applies before employees can access enhanced parental leave pay
  • If there is a service requirement, the length of service required before the enhanced benefit can be accessed
  • Details of any fertility or reproductive health support provided as part of your employee benefits package
  • Details of any childcare support provided to employees

 

Flexible Working

  • Which flexible working arrangements are available as standard, without employees needing to submit a formal flexible working request
  • The approximate percentage of employees with a formal flexible working arrangement in place.
  • How your organisation refers to flexible working in job advertisements

 

Sabbaticals & Career Breaks

  • Whether you offer career sabbaticals or career breaks

 

Notice Periods

  • The minimum notice period that applies to employees in probation and post-probation.

 

Training & Development Budget

  • Your organisation’s approximate annual training and development spend per employee
  • Types of training and development offered.

 

Performance Reviews

  • How often you formally review employee performance/appraisals

 

Career Progression

  • Whether your organisation has formal career progression pathways

 

Hybrid & Remote Working

  • Your organisation’s hybrid working policy or guidance
  • The expected number of days employees are required or encouraged to work from the office (per week, month or year)

 

Employee Recognition

  • Details of the employee recognition initiatives you currently offer

 

Staff Communications

  • The channels you use to communicate organisation news, activities and updates to employees, email, intranet, newsletters, Teams/Slack, staff meetings, town halls or other channels.

 

Social & Team-Building Activities

  • Details of the social and team-building activities currently offered to staff

 

Employee Feedback & Benefits Communication

  • How you currently gather employee feedback about benefits

 

Equality, Diversity & Inclusion (EDI)

  • Details of any EDI initiatives or activities currently in place to actively promote equality, diversity and inclusion
  • Any relevant EDI accreditations or external recognition
  • How your organisation currently collects EDI data from employees

 

Gender Pay Gap

  • Your latest mean/median gender pay gap percentage
  • Whether you publicly report your gender pay gap
  • Whether you publish a gender action plan to address identified gender pay differences, and whether this is published externally, internally or only shared with HR/senior management

 

Personalised Benefits

  • Whether your organisation is taking steps to make its employee benefits more personalised to individual needs, circumstances or life stages

 

Volunteers

  • If your organisation currently has volunteers, are any/what benefits or recognition schemes are provided to them.
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