Why workplace belonging is the foundation of employee benefits 

At Moneypenny, we believe that work should feel like more than just a job. Employee benefits play a huge role in shaping that experience, but the real difference comes from how people feel at work every day. That’s where belonging comes in – it’s the bottom-line secret that turns workplaces into communities where people feel supported, celebrated and genuinely connected. When culture is shaped around creating connection, not just perks, it unlocks engagement, innovation and loyalty.

From fitness and wellbeing to shared purpose and recognition, here’s how organisations can build a culture that truly thrives, with Moneypenny as one example.

Employee benefits that put people first

Employee benefits should stretch far beyond pay. Life cover, pensions and health plans all matter, but so do the everyday touches that show people they’re genuinely cared for. That’s why forward-thinking organisations now weave wellbeing into their benefits strategies, whether through fitness opportunities, healthy food, quiet spaces to reset or wellness rooms designed for downtime.

This philosophy comes to life in many ways across Moneypenny: dedicated wellbeing rooms, subsidised fitness sessions, group activities, and even an activity cupboard stocked with everything from kayaks to beach trolleys and lawn games – all free for our people to use.

We also run regular wellbeing sessions, awareness stands and provide free access to an Employee Assistance Programme (EAP), a 24/7 GP service, and dedicated Wellbeing Champions in our UK office. Importantly, both the EAP and GP resources are available to employees’ families too, extending support beyond the office and showing care that truly reaches home.

One in five workers feel lonely at work on a typical day

This matters because wellbeing isn’t only about health services – it’s also about human connection. According to Mental Health UK, one in five workers feel lonely at work on a typical day, and research shows a strong link between loneliness, poor health and even early mortality. By offering benefits that encourage people to connect, whether that’s group activities, family-inclusive support, or simply having space to talk, businesses can actively reduce that risk.

When employees feel part of a community, the impact is tangible: the body releases chemicals that lift mood, boost resilience and protect health. In other words, connection isn’t just an emotional perk, it’s a wellbeing benefit in itself. Companies that embed this into their benefits strategy aren’t just creating happier workplaces; they’re futureproofing the health of their people.

Employee rewards that build workplace belonging

Belonging isn’t a nice to have, it is fundamental. In his book Belonging: The Ancient Code of Togetherness, Owen Eastwood argues that humans are hardwired to seek connection because it’s always been a key to survival. He explains that when people feel excluded, the impact is profound, creating isolation and distrust. But when organisations and teams actively nurture this, performance, creativity and loyalty flourish.

Eastwood’s work reminds leaders that culture must be intentionally defined, and that thriving workplaces are built by treating people in the way they themselves wish to be treated.

Our people-powered clubs at Moneypenny echo this philosophy. They give colleagues a chance to connect around shared experiences, passions and life stages. For example:

• Minipennies – our group for new parents, creating support and connection during family life transitions, including bi-monthly catch ups.

• Menopennies – peer-led support for colleagues experiencing menopause-related changes, reducing stigma and building understanding.

• Ecopennies – a hub for those who want to champion our future ESG initiatives and sustainability efforts.

• Raising Pennies – our employee-led fundraising group, which works across the year to raise vital donations for four employee-nominated charities.

Together with our outdoor activity resources and our on-site Dog n Bone pub, these groups create everyday opportunities for camaraderie. These aren’t just employee rewards; they’re stepping stones to genuine connection and a powerful testament to the care our people have for each other, their community and the causes close to their hearts.

Learning and development as recognition in action

Recognition isn’t just about thank-yous – it’s about showing people their growth matters. When organisations invest in learning and development, they send a powerful message: you’re valued, and your future counts.

For us, this looks like:

• Future qualifications – supporting employees to gain new skills and formal recognition.

• Mentoring at every level – helping people learn from colleagues and leaders across the business.

• On-the-job coaching – ensuring careers don’t stand still.

• Apprenticeships – partnering with our local college to provide Customer Service Level 2 and 3 programmes, with many apprentices moving on into wider roles.

The result is a culture where learning becomes recognition in action – proving that investing in people’s growth is one of the strongest ways to show that we value our people.

Celebrating success through employee recognition

Culture thrives on joy and appreciation. When organisations celebrate milestones, achievements and everyday wins, they build stronger, more connected teams.

Recognition at Moneypenny takes many forms:

• Legendary parties and team nights out that bring people together.

• Film nights, book groups and football clubs, creating connections through shared interests.

• Milestone recognition, with nearly 150 people celebrating more than 10 years with us, and some reaching 25 years in 2025.

• Peer-to-peer recognition, making sure everyday successes don’t go unnoticed.

The form matters less than the principle: celebrating people fuels satisfaction, loyalty and a culture where everyone feels seen.

A people-first culture promise

As Wendy Swash, our COO, explains, culture isn’t built by policies alone but by the human moments that bring us together.

That commitment runs through our leadership. Our CEO, Jesper With Fogstrup, champions building environments that are brave, bold and brilliant, places where people feel safe to share ideas, challenge the norm and innovate together. Read his reflections on leadership, culture and innovation here.

When leaders set the tone for care and connection, employees don’t just work, they thrive. And when people thrive, so does the organisation.

Why belonging should shape employee benefits strategies

Belonging isn’t a perk; it’s the foundation of thriving workplaces. It means weaving connection, wellbeing, recognition and growth into everyday life, not just offering surface-level benefits. Businesses that put this at their core see stronger performance, higher retention and happier teams. At Moneypenny, it’s why so many of our people choose to stay, and it’s a blueprint any company can learn from.

If you’re ready to see what a people-first culture feels like in action, discover how Moneypenny brings wellbeing and recognition into every conversation helping businesses create stronger, happier teams.