Work Perks or Legal Requirements? The Benefits Breakdown for Job Adverts
Introduction
A little while ago, I read an article in Personnel Today about how some employers list statutory benefits, like sick pay, in their job adverts as if they were perks. It struck a chord with me, but I didn’t act on it at the time. This week, however, a client raised the same issue, firmly believing such details should be left out of their job adverts.
We had an interesting discussion, and I found myself arguing the case for both sides. In the end, we agreed to keep the statutory obligations in, for reasons I’ll explore here. It’s a topic that continues to divide opinion, but I believe it’s worth unpacking.
Statutory Benefits: A Time-Saving Transparency Tool
Statutory sick pay (SSP) is a legal obligation, not a perk, but that doesn’t mean it shouldn’t appear in job ads. Many candidates value knowing upfront that it’s included, even if it’s standard. By listing SSP, employers can reduce the back-and-forth during recruitment and move quickly to focus on the unique benefits that set them apart.
In my conversation with the client, I pointed out that transparency in job ads often builds trust and reassures candidates. It shows that an organisation values clarity and compliance, which can help foster a positive first impression.
Annual Leave: A Genuine Differentiator
Unlike SSP, annual leave can vary widely between employers, making it a real selling point. Highlighting a generous leave policy in job ads helps candidates evaluate their options and choose roles that align with their priorities, like work-life balance.
In sectors where leave entitlements are often minimal, offering above-average leave can really stand out. It sends a strong message about the organisation’s culture and values, showing candidates that their time and well-being matter.
Why Clear Communication Matters
The discussion with my client highlighted the importance of clarity in job adverts. By listing statutory benefits alongside discretionary perks, employers help candidates make informed decisions, reducing time spent answering questions later. It also attracts the right candidates—those who value the benefits offered and align with the organisation’s ethos.
For smaller employers or those competing in a tight market, this transparency can level the playing field. It builds trust, enhances employer branding, and helps secure quality candidates who are a better fit for the role and company culture.
How We Can Help
At Further Media, we specialise in creating job ads that resonate. As a neutral voice, we understand the perspectives of both employers and candidates, helping you communicate benefits effectively without over-promising. Whether you’re highlighting statutory entitlements or unique perks, we can ensure your ads strike the right balance and attract quality candidates.
Conclusion
The debate over whether to include statutory benefits in job adverts isn’t black and white. It’s always subjective, depending on who is viewing the job ad and the context behind it. But transparency can save time, build trust, and ultimately improve recruitment outcomes. Whether you’re navigating statutory obligations or highlighting standout perks, we can help create clear, compelling ads that work for everyone involved.
