Top 5 Employee Wellbeing Perks in 2025

Workplaces are changing and so are the needs of employees. In 2025, looking after your team’s wellbeing is more than a nice idea – it’s essential. HR teams across the UK are updating their benefits to help staff feel healthier, happier and more supported at work.

From easy access to doctors to help with money worries, here are the top five wellbeing perks that smart employers are offering this year and how you can do the same.

1. Easy access to a GP

Why it matters: Long NHS waits mean staff don’t want to wait weeks to see a doctor. When they can get help quickly, they worry less and miss fewer days at work. A quick appointment can make the difference between a minor issue and something more serious.

How it works: Services like tapGP let staff speak to a UK doctor by phone or video, often the same day. They don’t need to leave work or wait weeks for an appointment. It saves time, reduces stress and helps spot problems early.

Why HR loves it:

• Fewer sick days
• Problems are treated earlier
• Staff feel more supported

Real-life example: A tech company in Manchester gave staff access to tapGP and saw 22% fewer short-term sick days.

“Our team really values being able to speak to a doctor quickly. It’s easy, reliable, and saves time.” – HR Director, Software UK Ltd.

Tip: Choose a provider that offers NHS-trained GPs who can provide comprehensive care. Some providers only offer a helpline and may not cater to specific groups, such as those needing support with mental health, menopause, or men’s health.

How to get started: Ask your team how long they wait for GP care. If it’s more than a few days, it’s time to look at digital GP options.

2. Mental health support that people actually use

Why it matters: Around 1 in 4 people in the UK will have a mental health problem each year. But many don’t use traditional support services because they don’t know about them or feel nervous. A proactive, friendly approach makes a big difference.

What works best:

• Apps for therapy and counselling
• Regular check-ins and wellbeing surveys
• Easy access to trained mental health staff
• Company-wide mental health days

Why HR loves it:

• Helps staff stay strong and confident
• Encourages open conversations
• Meets workplace health and safety laws

Good to know: Only 5% of staff used their EAP in 2024. But companies using digital health platforms saw usage jump to over 30%.

Tip: Linking mental health services with a digital GP makes it easier for staff to get the right help fast and is much more affordable than private medical insurance.

How to get started: Send out a short, anonymous survey asking how your team feels about their current mental health support.

3. Support for Menopause and Fertility

Why it matters: Almost 900,000 women in the UK have quit their jobs because of menopause symptoms. Fertility challenges affect many couples too. These issues matter to many people at work, and good support makes a big difference. Companies that ignore them risk losing valuable team members.

What you can offer:

• Training for managers on menopause
• Access to menopause and fertility experts
• IVF and fertility support, including time off and financial help
• Inclusive language and support for LGBTQ+ staff

Why HR loves it:

• Keeps experienced staff longer
• Shows the company is inclusive and thoughtful
• Helps build a fairer workplace

Example: A London media company added menopause support and kept 15% more women aged 45–55.

Tip: Choose a service that specialises in menopause and fertility care, but beware these can be costly.

How to get started: Review your policies. Do they mention menopause, fertility, or reproductive health? If not, it’s time to update them.

4. Help with money worries

Why it matters: Money stress is a major cause of anxiety and burnout. In 2025, with high living costs, many staff want more than just a pay rise – they want money guidance and tools. Even staff with good salaries may struggle with savings or debt.

What you can offer:

• Early access to earned wages
• Savings and investment help
• Personal advice from financial coaches
• Budgeting tools linked to payroll

Why HR loves it:

• Fewer sick days due to stress
• Keeps staff during tough economic times
• Helps improve financial skills

Stat to know: 68% of UK employees said they’d stay longer at a company that helps them manage their money better (PwC, 2025).

Tip: Try bringing financial and health perks into one platform for a smooth experience.

How to get started: Talk to your payroll provider. Many now offer built-in financial wellbeing tools you can switch on with little cost.

5. Wellbeing budgets for everyone

Why it matters: Not everyone wants the same perks. Some like the gym. Others prefer therapy or a nutritionist. In 2025, giving staff choice is key. A one-size-fits-all package no longer works.

What you can offer:

• Monthly budgets (£50–£100) for wellness items
• Staff pick what matters to them: fitness, food, sleep, mental health or doctor access
• Extra funds each year for bigger wellness goals like retreats or personal trainers

Why HR loves it:

• Staff feel trusted to choose
• Perks are actually used
• Works well for all age groups and backgrounds

Bonus: tapGP can be part of a wellness wallet so staff can spend their budget on fast, private GP access.

Trend: Some companies are using smart tech to help staff choose the right perks for their lifestyle.

How to get started: Ask your team what they actually want in a quick pulse survey. Use that to guide your perk offerings.

Final Thought: Wellbeing Means Retention

In 2025, perks like fruit bowls and office sofas aren’t enough. Staff want support that really helps – like quick access to doctors, mental health care and flexible budgets for their personal wellbeing.

HR teams that offer these modern, helpful benefits will keep their staff happier, healthier and more loyal. Services like tapGP make it simple to offer real support that your team will actually use.

Next steps for HR:

• Talk to your team about what they want
• Review your current benefits to find gaps
• Start small with 1 or 2 new perks
• Measure uptake and feedback
• Build from there

FAQs

Q: Do employees really use digital GP services?
A: Yes! When access is simple and free, usage is high. Staff appreciate not needing time off or long waits.

Q: What if my team is small?
A: Many wellbeing services, including tapGP, offer flexible pricing for SMEs. You don’t need to be a big corporation to offer great perks.

Q: How do I measure success?
A: Look at uptake rates, sick day trends, and staff feedback. Even short surveys can give you valuable insight.

Q: How much does it cost?
A: Use tapGP’s free online quote tool to find out how much it would cost for your team.

About tapGP

tapGP is a UK-based online GP service. We give employees 7-day access to UK doctors by phone or video. We offer same-day appointments, private prescriptions, sick notes and referrals – all online.

Want to add tapGP to your benefits? Get in touch today to see how we can support your team’s wellbeing.