Attracting and keeping good people has rarely been harder. Salary still matters, but candidates increasingly weigh up what working somewhere actually feels like, and unusual employee benefits have become one of the clearest signals an organisation can send. Core provisions like a workplace pension and health insurance form the foundation of any competitive package, yet they no longer set an employer apart on their own.
The benefits that get talked about, remembered and shared are the ones that feel distinctive and personal, because they say something about an organisation's culture and its genuine commitment to employee wellbeing. Managing and communicating a broad, personalised offering is exactly the kind of challenge a platform like MELP is built for, and this guide looks at what unusual benefits are, why they matter, and how UK organisations are using them to stand out.
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What are unusual employee benefits in the UK?
Unusual employee benefits are the perks and provisions that go beyond the conventional. They give employees something unexpected, distinctive or deeply personal, and they tend to reflect an organisation's values rather than simply tick a box. Where a core employee benefits offering covers the predictable essentials of pay, health and time off, unusual benefits address the specific life moments, personal interests and wellbeing needs that traditional packages tend to overlook.
What counts as unusual is also shifting. Several perks that felt niche only a few years ago, such as mental health support or genuine flexible working, are now widely expected rather than exceptional. That movement is worth keeping in mind: the unusual benefit you introduce today may well become a baseline expectation tomorrow.
Why unusual employee benefits matter for UK organisations
Unusual benefits are far more than a quirky differentiator. In a talent market where candidates research employer culture long before they apply, and where current employees share their experiences openly, distinctive benefits send a powerful signal about what an organisation genuinely values.
The practical outcomes are easy to underestimate. Distinctive benefits sharpen employer brand perception, they attract candidates whose priorities align with the organisation's culture, and they lift everyday employee engagement and loyalty. They also demonstrate real creativity in how a business looks after its people, which is something a competitor cannot copy with a salary offer alone.
The difference shows up clearly when you compare two employers. One offers only what every candidate expects; the other goes further with benefits that feel considered and human. The second tends to win on attraction, on engagement and on employee retention, because people are far less likely to leave a workplace that treats them as individuals.
The difference between unusual and standard employee benefits
It helps to be precise about the distinction. Standard benefits are the recognised baseline of a competitive package: workplace pension contributions, health benefits, annual leave, sick pay and flexible working. Employees expect these from any credible employer, and their absence is noticed far more than their presence. Unusual benefits sit above that baseline, addressing particular needs, life stages or personal circumstances that most employers do not routinely cater for.
The line between the two is not fixed. Benefits once considered unusual, including mental health support, enhanced parental leave and employee discounts, have gradually moved into the mainstream as expectations have evolved. The strongest approach combines both: a dependable standard foundation reassures people that the essentials are covered, while a carefully chosen set of unusual benefits reflects the culture and make-up of your workforce. Treating this as a single, coherent employee benefits programme rather than a scattering of perks is what turns a list of nice ideas into something employees actually value.
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Top 20 unusual employee benefits in the UK
The most distinctive employers in the UK have built their reputations, and their loyal workforces, partly on benefits that genuinely surprise and delight their people. The twenty examples below are all real, documented benefits that organisations offer today. Use them as a prompt to spot which might resonate with your own workforce rather than as a checklist to copy wholesale.
1. Pawternity leave
Pawternity leave gives employees paid time off after adopting or welcoming a new pet, and a growing number of forward-thinking organisations, including several well-known UK companies, now offer it. For many people, particularly those who live alone or do not have children, a pet is a significant emotional and practical commitment. A day or two of paid leave to help a new animal settle in costs very little, yet it signals real empathy for employees' lives beyond work.
2. Unlimited annual leave
Unlimited annual leave lets employees take as much paid holiday as they need, provided their work is done and their team is kept informed. A number of UK organisations, especially in the tech and creative sectors, have adopted it. The policy rests on trust, treating people as adults who can manage their own time, and the evidence suggests that when it is implemented well it improves satisfaction and productivity rather than triggering a wave of absences.
3. Duvet days
Duvet days are spontaneous, unplanned days off that employees can take without notice when they simply need to step back, with no questions asked and no formal sick day used. The appeal is straightforward: some days people genuinely need to rest and recover, and forcing them to come in or log a sick day for what is really a mental health day creates needless friction. Several UK employers have formalised duvet days as part of their wellbeing offering.
4. Birthday off as paid holiday
Giving employees a paid day off on their birthday, or the nearest working day, is a simple and low-cost benefit that reliably generates goodwill. It works because it is personal and memorable, and because it shows the organisation sees employees as individuals rather than headcount. It is increasingly common across UK sectors and needs almost no administration to run.
5. Bring your dog to work
Dog-friendly offices, where employees can bring their pets in with them, have become a visible cultural statement for a number of UK organisations. The benefits go beyond the obvious charm. Research suggests dogs in the workplace can reduce stress, encourage movement and improve social interaction between colleagues. It does call for clear policies on allergies and behaviour, but employees at dog-friendly companies consistently cite it as a meaningful part of their working life.
6. Paid volunteering days
Paid volunteering days give employees paid time off to support a charity or community cause of their choice, and they have become increasingly common among purpose-driven UK organisations. The benefit resonates strongly with people who want their working life to reflect their personal values, and it strengthens the organisation's community presence and employer brand at the same time. Many UK employers offer between one and five paid volunteering days a year.
7. Fertility treatment funding
A growing number of UK employers, including several major companies, now help fund fertility treatment, covering costs such as IVF, egg freezing and other assisted reproductive procedures. Fertility treatment is expensive, emotionally demanding and not always covered by the NHS beyond a limited number of cycles. Financial support in this area sends a powerful message of inclusion at a particularly vulnerable and significant moment in people's lives.
8. Menopause support and paid leave
Menopause has moved from a taboo subject to a recognised workplace issue, and a growing number of UK organisations now offer dedicated support. That can include flexible working adjustments, access to specialist medical advice and, in some cases, paid leave for employees experiencing severe symptoms. CIPD research has highlighted the real impact of menopause on performance and retention, and employers who address it openly are building a reputation as genuinely inclusive places to work.
9. Sabbaticals
Sabbaticals offer long-serving employees an extended period of leave, typically one to three months and either paid or unpaid, to rest, travel, study or pursue personal projects before returning. They are particularly effective at holding on to experienced people who might otherwise leave simply because they need a break from the routine. A number of UK organisations, including large corporates and professional services firms, build sabbaticals into their long-service rewards.
10. Student loan repayment support
Some UK employers, especially those competing hard for graduate talent, contribute towards employees' student loan repayments to ease the burden of higher education debt. The benefit is valued most by younger employees in the early stages of their careers, for whom repayments are a significant monthly outgoing. It remains relatively unusual in the UK, but it is becoming more common in sectors where graduate recruitment is fiercely contested.
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11. House deposit assistance
A small but growing group of UK employers help employees save for or buy their first home, through loans, savings-matching schemes or direct contributions towards a deposit. With property prices and rents posing a serious financial challenge, particularly in London and other major cities, this benefit meets a real and pressing need. It also signals a long-term commitment to employees' financial wellbeing that reaches well beyond the standard package.
12. Financial coaching and education
Financial coaching and education benefits, from one-to-one planning sessions and workshops on budgeting and investing to access to financial wellbeing apps, help employees make better decisions about their money. That matters because financial stress is one of the leading contributors to poor mental health and reduced productivity at work. More UK employers now recognise that financial wellbeing deserves the same attention as physical and mental health.
13. On-site or subsidised childcare
On-site nurseries and subsidised childcare are among the most impactful family-friendly benefits an employer can offer, easing both the logistical and the financial burden of childcare for working parents. On-site provision tends to suit larger employers with the space to support it, but subsidised partnerships with local nurseries are increasingly within reach for organisations of different sizes. Either way, the benefit is consistently linked to stronger retention among employees with young children.
14. Emergency backup childcare
Emergency backup childcare steps in when an employee's usual arrangements fall through, with the employer arranging and part-funding last-minute cover. It is a practical, high-value benefit that spares people the impossible choice between a work commitment and a family responsibility. A number of UK employers, particularly in professional services and finance, partner with specialist childcare providers to offer it as part of a family-friendly package.
15. Nap pods and rest spaces
Nap pods and dedicated rest spaces, quiet areas where employees can rest or sleep during the day, have been introduced by a number of progressive UK organisations, especially in technology and creative industries. Research consistently links short rest periods with sharper cognitive performance, greater creativity and higher productivity. Setting aside a space for rest signals that the organisation takes employee energy and recovery seriously.
16. On-site massage and wellness treatments
On-site massage and wellness treatments, including chair massages, reflexology and similar therapies offered during the working day, have been adopted by a range of UK employers as part of a wider employee wellbeing strategy. They ease physical tension, stress and fatigue, particularly for people in desk-based or high-pressure roles, and they are consistently well received as a visible, tangible expression of employer care.
17. Free or subsidised meals
Free or subsidised meals, whether through an on-site canteen, a daily food allowance or regular team lunches, are among the most universally appreciated perks going. Beyond the obvious financial saving, shared mealtimes create natural opportunities for social interaction and cross-team connection that strengthen workplace culture. Several well-known UK tech companies, including Google's UK offices, are regularly cited for the quality of their staff food.
18. Personal concierge services
Personal concierge services give employees access to a dedicated service that handles personal errands, from booking travel and sourcing gifts to arranging home maintenance or organising events. A number of premium UK employers, particularly in financial services and law, offer them. The real value lies in the time they save: by taking time-consuming tasks off employees' plates, they reduce the mental load people carry outside work and help them stay present and focused during the day.
19. Gaming rooms and social spaces
Gaming rooms, pool tables, table tennis and other social spaces have become a cultural statement for a number of UK organisations, especially in technology, media and the creative sectors. They may look purely recreational, but they serve a genuine purpose. They encourage informal interaction between colleagues, provide a mental break from focused work, and contribute to a workplace people actually want to spend time in.
20. Subscription boxes and lifestyle perks
Subscription boxes and curated lifestyle perks, such as monthly deliveries of food, books, wellness products or entertainment, are an increasingly popular way to add a personal, delightful touch to a benefits offering. They work particularly well for remote and hybrid teams, where small physical tokens of appreciation help maintain connection and culture across distance. Perks like these are easy to administer through a flexible benefits platform, which lets employees choose the subscription that suits them.
How unusual employee benefits support employer branding
Unusual benefits are one of the most powerful, and most underestimated, tools in an employer branding strategy. When candidates routinely research company culture on platforms like Glassdoor and LinkedIn before they apply, distinctive benefits are exactly the kind of detail that gets cited, shared and remembered. They signal cultural values far more vividly than any mission statement, they generate word of mouth, and they attract candidates who are aligned with the organisation's approach to people, which lifts both quality of hire and the wider employee experience once they join.
Unusual benefits also give HR and communications teams something concrete to talk about. They make compelling material for employer brand content, from social posts to job adverts, that stands out in a crowded hiring market.
How to choose the best unusual employee benefits for your UK team
Choosing unusual benefits is not about picking the most talked-about perks. It is about selecting benefits that genuinely resonate with your specific workforce and reflect your culture and values. Start with your people: who makes up your workforce, and which life stages and priorities are most common among them? Then look at your current employee benefits package and ask where it falls short, where an unusual benefit would add the most value, what kind of employer you want to be known as, and which options deliver the most impact per pound.
One step is more reliable than any other: ask your employees before you commit. Gathering input through employee engagement surveys or focus groups is the surest way to make sure the investment lands well. It is also worth remembering that the best unusual benefits are rarely the most expensive, as pawternity leave, birthday holidays and duvet days cost relatively little yet generate a remarkable amount of goodwill.
How MELP helps you offer unusual employee benefits
MELP gives HR leaders a practical way to bring standard and unusual benefits together in one accessible, easy-to-manage place. Its flexible benefits catalogue and self-service model make it straightforward to include unusual perks alongside core provisions, with employees using a single mobile-first app to see everything available to them. With over 10,000 benefit options, flexible budget management and clear employee benefits administration, push notifications that keep new benefits front of mind, analytics to monitor uptake, and transparent pricing from £4 per employee per month, it covers the practical detail that drives adoption.
Its internal communication tools also make it easy to introduce and explain unusual benefits in a way that builds excitement and participation rather than confusion. If you are ready to build a benefits offering your people genuinely talk about, request a demo or get in touch with the MELP team to see how it could work for your organisation.
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