Everyday support: the new workplace standard

IN Partnership with

As rising costs squeeze Australian employees, new research reveals they want practical everyday support like bill credits and transport help. Strategic, well-communicated benefits are now key to retention and engagement – and employers must rise to the occasion

RISING COSTS are no longer just a household issue; they’re a workplace issue. Across industries, even six-figure earners are cutting back, recalibrating expectations and looking to their employers for stability. What was once a private financial concern has become a shared organisational challenge. For HR leaders, the strain is twofold. Tight budgets leave little room for meaningful pay rises, forcing HR teams to find new ways to show support and retain talent. “At the end of the day, remuneration is a lever you can’t always pull, as much as you may want to,” says Rebecca Dare, research director at Platform One. The good news is – according to Platform One’s latest Employee Insights Report conducted in partnership with Origin’s Electric Employee Benefits Program – that the majority of workers are now looking to their employers for meaningful support that goes beyond salary increases.

Origin’s Electric Employee Benefits Program delivers everyday value for employees at no cost to employers. Employees gain access to savings on essential services like energy and the internet, plus future-focused benefits that support long-term energy-efficiency goals – including solar, battery, electric vehicle (EV) charging and the company’s innovative EV Subscription program. Visit Origin’s website to discover how the program works.

Find out more

“There are low-cost solutions that can provide instant relief and are tangible for even a small business to implement relatively easily – and at less cost in comparison to adjusting everyone’s salary”

REBECCA DARE, PLATFORM ONE

The cost of living crisis and its widespread impact The report’s methodology included a survey of over 1,500 employees, and 18 in-depth interviews with HR leaders across the finance, insurance, IT, professional services and energy sectors. Within this comprehensive view of the workforce, the data shows that even among high earners – 72% of respondents earned over $100,000 per year – cost of living and affordability pressures dominate. Almost nine in 10 employees report feeling the strain of rising costs, with 53% saying the impact is moderate to high or extremely high. Those feeling the pinch most acutely are in the 30–44 age group – who are often the ones with mortgages and young families.

“I was surprised at how widespread financial pressure is,” says Dare. “It impacted not just across sectors but across pay grades and ages as well.” She adds that when it comes to financial wellbeing, there’s long been an assumption that higher income equals financial security. But “that's not necessarily the case. The report clearly shows it’s impacting most people, regardless of income.” In the face of this new normal, employees expect their employers to step up – and not just with pay. The report found that affordability is a powerful loyalty driver: 61% of employees believe employers should be offering more support with cost of living pressures. “Things are tough; people want their employer to meet them where they’re at, and by going above and beyond, employees will feel incredibly valued,” Dare says. “There are low-cost solutions that can provide instant relief and are tangible for even a small business to implement relatively easily – and at less cost in comparison to adjusting everyone’s salary.”

So, what do employees actually want from their employers in this climate? The answer, according to the data, is practical offerings that makes a real difference in day-to-day life. Support that is visible, immediate and easy to understand. “When we asked what would be the most meaningful, it was really around helping with everyday expenses,” Dare says. “It’s also helpful if it’s easy to calculate what the direct benefit to the person is.” The report highlights a distinct trend: the most valued perks are those that directly address the cost of living. Top ranked are subsidised or discounted energy and utility bills; insurance discounts whether for health, car, home or life policies; discounted access to health services; reimbursement of home internet or mobile expenses; and public transport allowances or reimbursements. The shift to hybrid work has made the latter more relevant than ever, with the majority of respondents adhering to an average of 2.7 days in the office. As post-pandemic work patterns settle, employees are clear that an offering catering to their commute would be appreciated. As economic pressures persist, these practical perks are no longer just ‘nice-to-haves’ – they’re essential for attracting and retaining talent in a competitive market. Investing in non-salary benefits delivers a broad-based impact across the organisation, making them a strategic investment.

While the report found that the simple availability of benefits is important symbolically in making people feel valued, a proactive approach to overcoming the communication gap when it comes to uptake is essential to retain and engage employees long term. Dare explains that too often benefits are buried in a welcome pack and on the company intranet. HR leaders report that there aren’t regular updates on what’s available, why it’s important or about any changes that may be made over time. Without thorough explanation, even high-interest perks can go underutilised.

“We undertook this research to better understand the current landscape and identify ways to strengthen our program with more tangible support for both employees and employers”

Ricky Fung, Origin

“You can have great benefits, but if no one knows about them, they're not doing the work they need to be doing, and you're probably not seeing that ROI,” Dare says. The difference between offer and utilisation highlights an awareness-to-action gap, according to the report, especially with more complex benefits. For example, Dare was surprised by the discrepancy between interest and take-up in vehicle leasing. The report found that while 25% of workplaces – and up to 41% in large companies – offer vehicle salary packaging, and 60% of employees without access to such programs want their employer to provide it, only 12% of employees take advantage of the option when it’s available to them. Whether it’s a technical offering like salary packaging, a simple perk like office meals, or a major differentiator like a four-day work week, clear and consistent communication gives employees confidence to take advantage of the benefits and amplifies their sense of being valued. Ultimately, there should be a strategy around communication, Dare says, and a focus on transparency and simplicity. “Have a think about where people are at when joining the company and when the appropriate time may be to thoroughly explain the benefits,” she advises. “If they’ve been sitting in the chair for a month now, reach back out. Ask how it’s going and point them to what’s available to them – don’t let them forget.”

At its core, the research tells us cost relief matters as much as salary increases – and it’s time for employers to rise to the occasion. Take advantage of the opportunity to act decisively and position yourself as an employer of choice. And you don’t have to do it alone, Dare adds. “We’re happy to discuss our findings in more detail, point you to more information” she says. Ricky Fung, Origin’s group manager for innovation and business performance, says the survey results have helped Origin adjust its Electric Employee Benefits Program in line with what employees are looking for today. “We undertook this research to better understand the current landscape and identify ways to strengthen our program with more tangible support for both employees and employers,” he says. “Based on the findings, we’ve expanded our energy savings for employees, introduced new benefits to help improve home energy efficiency, and are continuing to explore new ways to provide even greater support.”

What employees want: Top trending benefits

Published 17 Nov 2025

IMPACT FELT

Companies People Newsletter About us Authors Privacy Policy Cookie Policy Conditions of use Terms & Conditions Contact us Sitemap RSS

14%

11%

38%

34%

39%

45%

37%

90%

44%

40%

38%

41%

43%

Nil to low impact

Moderate

Moderate to high

10%

12%

10%

Extremely high impact

61%

SUPPORT REQUESTED

10%

No, I don't need support in this area

24%

26%

27%

38%

28%

No, the current level of support is sufficient

52%

53%

46%

41%

48%

Yes, some additional support would help

14%

11%

17%

13%

Yes, significantly more support is needed

Employee cost of living impact vs support required

Bridging the communication gap

Subsidised or discounted energy and utility bills Subsidised or discounted health, car, home or life insurance Free or discounted access to health services Reimbursement for home internet or mobile data Public transport allowances or reimbursements Employee discounts for tech and electronics Subsidised gym or wellness memberships Travel and leisure discounts and offers Subsidised or discounted mobile phone plans Stipends for remote work-related costs (eg equipment, phone) Fringe benefit exempt salary packaged vehicles and running costs Help finding affordable housing near the workplace Pay advances for essentials (eg laptops, appliances) Financial literacy programs or debt counselling Ride-share or shuttle services for commuting

Top requested cost of living support for employees

11%

12%

13%

14%

15%

17%

25%

26%

29%

30%

37%

45 32 40 38

F&I IT TPS EUM

27 18 34 36

29 20 29 22

25 22 23 32

28 38 27 22

17 27 16 12

16 12 21 18

17 18 18 14

15 11 13 10

13 22 12 18

7 15 12 10

10 9 10 14

8 7 8 8

8 10 7 0

7 10 4 6

Providing relief to your employees

As HR leaders look ahead to 2026, the challenge becomes about sustaining loyalty, trust and value alignment. The report is clear that giving your employees what they need in today’s environment isn’t a short-term endeavour. Key to creating a resilient workforce are straightforward recommendations pulled from the data. Simplify and communicate the benefits you offer. Broaden flexibility to encompass diverse employee needs. Anchor the support you provide in the company’s values by demonstrating integrity and equity in delivery. And finally, design your benefits for everyday impact.

Want to know more? Take a moment to download the full Employee Insights Report or explore Origin’s website to access more information about the company’s Electric Employee Benefits Program, which could help your employees save on everyday essentials like energy, internet and electric mobility solutions.

F&I = Finance & insurance | IT = Information technology | TPS = Technical, professional & scientific | EUM = Energy, utilities & mining

Support (outside remuneration)

ASIA

News

Opinion and best practice

Profiles

Industry trends

SPECIALISATION

Benefits Change Management Corporate Wellness Diversity & inclusion Employee engagement

Employment law ESG Financial wellness HR technology Immigration

Industrial relations Leadership Learning & development Mental health MICE

Payroll Recruitment Reward & recognition Workplace health & safety

Events

Australia HR events

All HR events

Best in HR

Resources

Premium content White papers

Multimedia HRD talk

HR software reviews

ADVERTISE

NEWS

News

Opinion and best practice

Profiles

Industry trends

SPECIALISATION

Benefits Change Management Corporate Wellness Diversity & inclusion Employee engagement

Employment law ESG Financial wellness HR technology Immigration

Industrial relations Leadership Learning & development Mental health MICE

Payroll Recruitment Reward & recognition Workplace health & safety

EVENTS

Australia HR events

All HR events

BEST IN HR

RESOURCES

Premium content White papers

Multimedia HRD talk

HR software reviews

ADVERTISE

Show/hide % per industry

ASIA

NEWS

News

Opinion and best practice

Profiles

Industry trends

SPECIALISATION

Benefits Change Management Corporate Wellness Diversity & inclusion Employee engagement

Employment law ESG Financial wellness HR technology Immigration

Industrial relations Leadership Learning & development Mental health MICE

Payroll Recruitment Reward & recognition Workplace health & safety

EVENTS

Australia HR events

All HR events

BEST IN HR

RESOURCES

Premium content White papers

Multimedia HRD talk

HR software reviews

ADVERTISE

ASIA

Companies People Newsletter About us Authors Privacy Policy Cookie Policy Conditions of use Terms & Conditions Contact us Sitemap RSS

About us Authors Privacy Policy Conditions of use Contact us RSS

ASIA

NEWS

News

Opinion and best practice

Profiles

Industry trends

SPECIALISATION

Benefits Change Management Corporate Wellness Diversity & inclusion Employee engagement

Employment law ESG Financial wellness HR technology Immigration

Industrial relations Leadership Learning & development Mental health MICE

Payroll Recruitment Reward & recognition Workplace health & safety

EVENTS

Australia HR events

All HR events

BEST IN HR

RESOURCES

Premium content White papers

Multimedia HRD talk

HR software reviews

ADVERTISE

ASIA

Companies People Newsletter About us Authors Privacy Policy Cookie Policy Conditions of use Terms & Conditions Contact us Sitemap RSS

Source: Origin/Platform One Employee Insights Report