Where EV Salary Sacrifice Fits in a Modern Employee Benefits Strategy

Building an employee benefits package is a balancing act of finding the right benefits that improve recruitment, retention, and employee experience, without continually increasing costs.

As the team behind loveelectric by Perkbox – part of the UK’s largest employee benefits platform – we understand the challenges that Reward Managers and HR Managers face. 

EV salary sacrifice is just one scheme that can fit within a larger employee benefits strategy, along with other perks, like private healthcare and annual leave purchases.

In this guide, we’re sharing a framework for designing a modern benefits strategy and how EV salary sacrifice complements other popular benefits, while delivering the highest perceived value for your employees. 

What Makes a Modern Employee Benefits Package Work?  

An employee benefits scheme is a structured package of financial, wellbeing, and lifestyle benefits that sits alongside the employee’s salary package. It’s designed to improve employee wellbeing, engagement, recruitment, and retention.

Previously, employee benefit packages have offered isolated perks that feel like a nice bonus without offering much value. Gym memberships, electronics, and discount vouchers often seem more like a reward or an added extra, rather than a true “benefit” of having a specific job.

Today’s employee benefits packages take a different approach with a four-layer framework. Benefits fit into one of these layers: financial, health & wellbeing, lifestyle, and sustainability. They form the Employee Value Proposition (EVP) that influences the company culture, work environment, and employee satisfaction.

UK employees increasingly value financial wellbeing and work-life balance over superficial perks, with benefits like healthcare, pensions, and flexible working ranking highest. Salary sacrifice schemes deliver tangible savings that employees genuinely appreciate.

These benefits work in both directions, improving long-term employee engagement and lower absenteeism, while offering better financial security for employees. The best employee benefits typically fall into at least one of four categories:

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While employee benefits packages are often perceived as a recruiting tool, they serve a far greater purpose. 44% of UK employers say retaining employees is one of the primary objectives of their benefits strategy, according to the CIPD’s 2026 Reward Survey. Motivation and engagement come in as a close second at 37%.

The optimal benefits strategy will hit on all four layers, offering perks that employees are actively seeking and highly value. The CIPD Reward Survey also found that performance and productivity are just as important for businesses as costs when assessing the impact of benefits packages.

Not every benefit delivers equal value relative to employer cost, which is why salary sacrifice benefits are uniquely positioned to achieve these objectives. 73% of employees consider EV salary sacrifice to be a valuable benefit, according to research by BVRLA. 

Why Salary Sacrifice Benefits Are The Smart Backbone 

Salary sacrifice benefits create high employee value without requiring a high financial investment from the employer. It’s a structural advantage that makes it easy to implement and sustain long-term. 

Common salary sacrifice arrangements include pension salary exchange, Cycle to Work, and EV salary sacrifice. They reduce the employee’s taxable salary while creating high employee value. These benefits can reduce the employer’s National Insurance liability and often come at a low or neutral cost for the employer. 

For a full breakdown of employer National Insurance savings, see our Employer Cost guide. 

Salary sacrifice schemes compare strongly against traditional benefits with comparable or low costs, but higher perceived value. Here’s a quick overview:

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Compared to other salary sacrifice benefits, EV schemes are unique as they span across multiple layers of a modern benefits strategy simultaneously. It enables employees to save up to 60% of the costs of driving an electric vehicle, while enabling companies to boost their sustainability ratings.

Sustainability is more than just a buzzword for businesses and employees, especially Millennials and Gen Z. EV salary sacrifice fits neatly into a company’s ESG framework as one of the most effective ways to reduce your carbon footprint. Read our guide to 14 sustainability workplace initiatives for companies to try in 2026.

Where EV Salary Sacrifice Fits 

Within the four-layer framework of a modern employee benefits strategy, EV salary sacrifice reaches across almost all of them. It offers high employee value because of its affordability and the added convenience of having insurance and maintenance included in the package.

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Perkbox-backed benefits enable companies to create a joined-up ecosystem of perks, including electric vehicle salary sacrifice. Steve Tigar, Founder and CEO of loveelectric, explains that “With Perkbox, we can dramatically accelerate the adoption of electric cars by helping businesses offer a benefit that is both financially compelling and environmentally meaningful”.

It’s important to note that not all employees will be eligible for salary sacrifice schemes. Employees cannot sacrifice below the National Minimum Wage, which may impact the eligibility of graduates and part-time employees. Salary sacrifice schemes offer the greatest financial value and savings for employees for those on the 40% tax band. 

The challenge many HR teams face is navigating how to introduce EV salary sacrifice without disrupting their existing benefits strategy.

How To Integrate It Without Disrupting Your Existing Benefits  

Your company can offer an EV salary sacrifice scheme through loveelectric without being a Perkbox customer. At loveelectric, we work with businesses of all shapes and sizes, allowing your EV salary sacrifice scheme to fit alongside any existing benefits programs. EV salary sacrifice is an ideal option if you’re a small business developing your employee benefits strategy for the first time.

There are practical integration steps to take when introducing a new salary sacrifice scheme. Here’s a step-by-step breakdown:

Step 1: Review employee eligibility

It’s important to check the eligibility of your employees, so you know who you’re communicating the scheme to. Depending on their salary, some employees may not currently be eligible, making it possible to turn EV salary sacrifice into a long-term incentive to retain younger employees as they develop in their career.

You can use our salary sacrifice eligibility checker and follow our employer setup guide to get started in just 7 working days. EV salary sacrifice is managed through your payroll, so it’s worth double-checking that your payroll system is compatible.

Step 2: Position EV salary sacrifice alongside other benefits

EV salary sacrifice isn’t a competing benefit. Instead, it should become a focal part of your company’s benefit ecosystem. Communicate to your employees how it fits in alongside other perks like pensions, healthcare, and flexible working.

Step 3: Communicate savings clearly

The key to employee uptake is to communicate the type of savings they can expect to make through salary sacrifice. Lower earners on the 20% tax band save differently from higher earners on the 40% tax band, but salary sacrifice typically offers the most affordable way for employees to drive an electric vehicle in the UK.

Discover 9 salary sacrifice car scheme examples with our EV calculator to get real-world savings that you can share with employees. 

Step 4: Treat it as part of EVP

Employee benefits are one of the most important parts of an EVP (employee value proposition) strategy. These benefits sit alongside company culture, career development, compensation, and work-life balance.

Salary sacrifice is more than just another payroll deduction, and it comes with benefits for both employers and employees. It adds depth to a benefits package and helps move EVP beyond base salary alone.

When implemented alongside existing benefits, EV salary sacrifice strengthens rather than replaces a broader EVP strategy.

Employee Benefit Strategy FAQs

What should a benefits package include in 2026?

An employee benefits package in 2026 should follow the four-layer framework, offering financial, wellbeing, lifestyle, and sustainability perks. Benefits like EV salary sacrifice and flexible working often rank amongst the most valued by UK employees.

Are salary sacrifice benefits good for retention?

Salary sacrifice benefits are ideal for employee retention as they have a higher perceived value than traditional employee benefits. They’re tax efficient for both employees and employers, while typically having a low or net-zero cost for the company.

How much does EV salary sacrifice add to a benefits budget?

EV salary sacrifice schemes have a low, neutral, or potentially cost-positive impact for employers, due to the National Insurance Contribution savings that they generate. You can learn more about the costs of implementing a salary sacrifice scheme in our employer guide.

Can EV salary sacrifice sit alongside our existing benefits platform?  

Yes, your company doesn’t need to be a Perkbox customer to offer EV salary sacrifice through loveelectric. We work with businesses of all shapes and sizes. EV salary sacrifice runs through your payroll and can sit alongside whatever benefits stack you already have.

Implement a Modern Employee Benefits Strategy With EV Salary Sacrifice

Modern employee benefits packages aren’t about offering the most perks. They’re about combining benefits that employees genuinely want and highly value, while staying sustainable and affordable for employers. 

The best employee benefits lead to better retention, employee satisfaction, and productivity. EV salary sacrifice is one of the few benefits that meets financial wellbeing, lifestyle, and sustainability goals.

Whether you’re reviewing your existing employee benefits scheme or building a new employee benefits package, explore how loveelectric can help you integrate EV salary sacrifice into your wider employee benefits strategy.