In the current UK employment market, it’s no longer unusual to see job adverts promote fundamental legal entitlements like company pensions, statutory holiday, or free tea and water as attractive perks. According to recent research, around one in five job ads is listing basic entitlements alongside or instead of more meaningful benefits. These “perks” are often things employees are legally entitled to anyway, yet they’re being framed as reasons to apply. We know this won’t set you apart as a great employer.
This trend reflects underlying pressures in today’s recruitment landscape. With employers struggling to attract talent and facing skills shortages in many sectors, there’s intense competition for attention from candidates. Some organisations may feel compelled to pad job listings with anything they can call a “benefit”, even if it’s something every employee already receives.
However, this strategy may be counter‑productive. Jobseekers - particularly those with in‑demand skills - are placing greater emphasis on meaningful benefits such as flexible working arrangements, career development, and transparent salary information. Other data shows that a significant proportion of candidates won’t apply for a role without salary details included in the advert, underlining how transparency and real value matter more than ever.
For employers, we recommend focusing on genuine, differentiating benefits - from enhanced leave policies to flexible work options and wellbeing support, these can make a real difference in attracting quality candidates. Basic entitlements should be clear, but they shouldn’t be the main selling point if your organisation wants to stand out in a crowded jobs market.
Need help hiring? Get in touch and we’ll help you navigate the ‘green’ recruitment space, email: hello@allen-york.com