The September Reset: What Do Your Employees Really Want From Work?

Caroline Masterton
Client Relationship Director

September has a way of feeling like a fresh start. The summer holidays are over, routines return and attention naturally turns towards the months ahead. For employees, it can be a time to reflect on what’s working, what isn’t and what they want from their work and wider lives.

For employers, it presents a useful opportunity to do the same. A question to ask yourself – are your people feeling valued and supported? Are they engaged with what you offer? And, perhaps most importantly, are your benefits still meeting the needs of your workforce?

It’s not just about having good benefits

Employee benefits have become an increasingly important part of the overall employee experience. They can influence attraction, retention and how valued people feel by their employer. Benefits on a wider scale, supported by perks, are the greatest contributor to a positive workplace culture.

Recent research found that 59% of 18 – 34 year olds would consider leaving their job if another company offered a better benefits package.* That’s a powerful reminder that benefits can play a role in an employee’s decision to stay, particularly when expectations around work and progression continue to evolve.

But having a benefits package and creating value from it are two very different things.

You can offer a comprehensive range of benefits, but if employees don’t know what’s available, don’t understand how it can help them or struggle to access it, its perceived value can quickly diminish.

>See previous post on how to make benefits more accessible and improve uptake.

The question isn’t simply: “What benefits do we offer?” It’s: “Do our employees understand, value and use the benefits we provide?”

What do employees really want?

There isn’t one answer. Different generations, life stages and individual circumstances will naturally shape what people value from their employer. Someone starting their career may prioritise financial support, flexibility and development, while an employee with a young family may place greater value on healthcare, family support or flexibility.

>Watch our 30 minute webinar on how to meet benefits expectations for multiple generations with The ELEVATE Hub

And priorities change – that’s why benefits strategies shouldn’t be something that are reviewed once a year, renewed and then left alone. They need to evolve alongside your people.

This doesn’t necessarily mean adding more benefits. In fact, more isn’t always better. Sometimes the greatest opportunity is to make better use of what you already have.

Engagement is part of the value

One of the biggest challenges employers face is ensuring employees actually engage with their benefits.

A benefit that nobody knows exists has very little value.

Communication therefore needs to be more than an annual email or a reminder when renewal comes around. Employees need to be reminded regularly, in ways that are relevant and easy to understand. This could mean highlighting benefits around key moments in the year, connecting them to employee needs or making it easier for people to find information and take action when they need it.

Ultimately, benefits should feel accessible rather than hidden.

So, what does your September reset look like?

September could be the perfect time to step back and ask a few simple questions:

• Are our benefits still aligned with what our people need?

• Do employees know what they have access to?

• Are they engaging with the benefits we provide?

• Are there benefits we’re paying for that aren’t being used?

• Are there gaps that our employees are telling us about?

And perhaps the biggest question of all:

Do our benefits help our people feel valued and supported?

You may find that your strategy doesn’t need a complete overhaul. You might simply need to communicate it differently, improve accessibility or remind employees of the support that’s already available. Or you may discover that employee expectations have moved on and your strategy needs to move with them.

Either way, September provides a natural opportunity to pause, listen and reset. Because a successful benefits strategy isn’t about having the longest list of benefits. It’s about making sure the benefits you offer genuinely support your people, and that they know how to make the most of them.

Want to take a fresh look at your benefits strategy?

Our expert team at Parallel can help you understand what’s working, where there may be opportunities to improve engagement and how your benefits could better support your people and wider business strategy.

Whether you’re reviewing your current offering, preparing for renewal, considering a change of provider or simply want to explore options, please don’t hesitate to book a Discovery Call with us today. Call 020 8877 8306 or email: Caroline.Masterton@Parallel-EB.co.uk

*Source: HR Magazine, reporting on research conducted by Opinium (August 2026)