Building an Employee Value Proposition in Ireland

A strong employee value proposition helps Irish employers attract and keep good people. Here's what an EVP includes and how to build one.

Why should a talented person choose to work for you, and why should they stay?

Your employee value proposition, or EVP, is your answer. It's the full exchange between you and your people: what they bring in skills and effort, and what they get in return. That covers pay and benefits, but also your values, your culture and how you recognise good work.

Every employer has an EVP, whether or not anyone has written it down. The ones that work are deliberate.

Why an EVP (Employee Value Proposition) matters?

A clear EVP gives you an edge when you're competing for people. It tells candidates what you stand for and what they can expect, and it can reduce your reliance on job ads and recruitment agencies.

It matters just as much after someone joins. Offers often come down to the final details. Two employers may be close on salary, and the benefits, flexibility and culture can then tip the decision. The same factors shape whether someone stays when a recruiter calls.

What goes into a strong EVP?

Financial rewards. Salary comes first, along with pension contributions and any bonuses.

Health and wellbeing. Health insurance, dental or vision cover, gym access and wellbeing support show that you care about people beyond their output.

Flexibility. Flexible hours and hybrid or remote options are high on many candidates' lists, and they cost relatively little to offer where the role allows it.

Growth. Training, mentoring and clear routes for progression show people they have a future with you.

Recognition. Thanks and rewards for good work build morale and loyalty.

Everyday savings. Commuter schemes and employee discounts make a visible difference to monthly costs. Employers can also use the Small Benefit Exemption to give up to five non-cash benefits a year, worth up to €1,500 in total, subject to Revenue's conditions.

Purpose. Paid volunteering time and a clear sense of what the business stands for can help people feel connected to something bigger than the job.

Five steps to build your EVP.

1. Ask your people. Find out why they joined, why they stay and what they'd change. Their answers are more useful than any list of trends.
2. Be honest about what you offer. Set out what's already in place, including the things you may take for granted, and look for gaps.
3. Match it to different needs. Someone starting a career, a parent and someone nearing retirement want different things. Include hourly, contract and part-time employees too, as they're easily overlooked.
4. Say it clearly. Use your EVP in job ads, interviews, onboarding and everyday conversations. If people can't describe it, it isn't working.
5. Live up to it. An EVP is a promise. If daily experience doesn't match what you say, people will notice quickly

Keep it under review.

Your EVP should change as your business and your people change. Check it each year against employee feedback and what candidates say at interview. Then adjust your benefits and your message to match.

Bring your EVP to life

A good EVP is easier to deliver when employees can see everything on offer. Hubex helps Irish employers bring their benefits together on one platform, tailored to their business. Talk to our team about what could work for you.