Make every benefit visible

A Total Reward Statement is a personalised summary of the complete value an employee receives from their employer. In addition to basic salary, it may include employer pension contributions, bonuses, health insurance, insurance protection, allowances, workplace schemes and other benefits or perks. It gives employees a clearer understanding of the overall investment their employer makes in them.

Your Total Reward Statements can include: Basic salary, Bonuses and performance-related payments, Employer pension contributions, Health insurance contributions, Life assurance and income protection, Company cars and car allowances, Share schemes and long-term incentives, Bike to Work benefits, TaxSaver Commuter Tickets, Professional development and training, Annual leave and additional leave benefits, Flexible and hybrid-working supports, Health and wellbeing programmes, Employee discounts, Subsidised meals or parking Internal recognition, and reward programmes and other benefits specific to your organisation. We can also include Pay bands and limits to satisfy the Pay Transparency Directive.

Employees sometimes compare job opportunities using salary alone. A Total Reward Statement allows them to consider the broader value of their current employment package. For example, an alternative role may offer a higher salary but provide a lower employer pension contribution, less annual leave or fewer benefits. Making the complete package visible helps employees make a more informed comparison.

Statements can include almost any financial or non-financial reward provided by your organisation. This may include salary, bonuses, pension contributions, insurance benefits, allowances, leave entitlements, professional development, wellbeing supports, employee discounts and Revenue-approved schemes such as Bike to Work and TaxSaver Commuter Tickets. The final content will depend on your organisation’s benefit structure and the information available.

The timeframe depends on the number of employees, the complexity of your benefits structure, the quality of the available data and any integration requirements. During the initial consultation, we will review your requirements and provide a proposed implementation schedule.  

Yes. Depending on the service selected, statements can be updated annually or more frequently—for example, after salary reviews, bonus payments or changes to your benefits offering.

Some benefits have a clear cost, such as employer pension contributions or health insurance premiums. Others may not have a straightforward monetary value. Our Implementation Team can help you decide whether a benefit should:

Display an actual employer cost.
Use an agreed indicative value.
Be described without assigning a monetary amount.
Include an explanatory note.

Any valuation should be reasonable, transparent and supported by the information available.

Employee reward information is sensitive and must be handled carefully. Appropriate access controls and security measures are used so employees can access only their own statements. Specific information about hosting, encryption, data retention, certifications and data-processing arrangements can be provided as part of the procurement and implementation process.