How to Communicate Employee Benefits So People Actually Engage
- Excellect
- Oct 24
- 3 min read
Because great benefits only matter if your employees know about them
You’ve worked hard to put together an employee benefits package - one that supports wellbeing, retention, and morale.
But here’s the challenge:
Even the best benefits won’t make a difference if your employees don’t know what’s available, don’t understand how to use them, or forget they exist.
In fact, industry research shows that over half of UK employees aren’t aware of all the benefits their employer provides.
Clear, consistent communication is the missing piece - and often, the simplest way to improve engagement without increasing costs.
Why Communication Matters
Benefits communication isn’t just about information - it’s about connection.
When people understand what’s available, they feel supported, valued, and confident that their employer genuinely cares.
The result?
Higher engagement
Better wellbeing outcomes
Stronger ROI from every benefit you provide
It’s not about adding more - it’s about helping your people get more from what’s already there.
1. Start with Simplicity
Avoid jargon.
Insurance and benefits terminology can be confusing - even for HR teams.
Use plain, positive language that focuses on the outcome, not the policy:
Instead of… | Say this… |
“EAP with access to structured counselling sessions” | “Confidential 24/7 helpline and free counselling if you ever need to talk” |
“Group Life Assurance” | “Financial support for your family if the worst happens” |
Simple, relatable language helps people see the value of the benefit, not just the name.
2. Keep It Regular
Don’t wait until renewal time to talk about benefits.
Mention them throughout the year - especially around key moments like:
Stress Awareness Month (April)
Mental Health Awareness Week (May)
Financial Wellbeing Month (January)
World Mental Health Day (October)
A short reminder post, newsletter snippet, or even a screensaver can make a real difference in visibility.
3. Use Multiple Channels
Different people absorb information in different ways.
Mix up your communication methods to reach everyone:
Email updates
Posters and infographics
Internal social channels (like Teams or Slack)
Short videos or animations
Manager briefings
And if you’re working with Excellect, we can help you design simple, clear benefit guides your employees will actually read.
4. Tell Real Stories
Nothing connects like a real-life example.
If an employee used the EAP for counselling support or claimed back a dental check through the Cash Plan - share their (anonymised) experience.
It brings the benefits to life and encourages others to make use of them when needed.
5. Train Line Managers
Managers are often the first people employees speak to when they’re struggling - but they don’t always know what’s available.
Equipping managers with simple benefit summaries and guidance can help them confidently direct people to the right support.
6. Make It Easy to Access
When someone needs help, the last thing they should do is dig through old emails.
Create a single, easy-to-find space for benefits - whether it’s a page on your intranet, a shared folder, or a quick-access link on your HR platform.
If you use a flexible benefits platform, make sure it’s mobile-friendly and simple to navigate.
7. Link Benefits to Real Needs
The most effective communication happens when you connect a benefit to a real-life situation:
“If you’ve been waiting for an NHS appointment, don’t forget you can speak to a GP online through your Health Cash Plan.”
“If you’re feeling overwhelmed, our Employee Assistance Programme offers confidential support 24/7.”
This makes benefits feel relevant, timely, and personal.
Final Thoughts
Employee benefits are only as valuable as your team’s awareness of them.
A clear communication plan ensures your investment delivers the wellbeing, engagement, and loyalty it’s designed to achieve.
At Excellect, we help businesses not only find the right benefits - but make sure employees actually use them.
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