Analysis of responses to a survey of 2,000 UK office workers commissioned by retail optician provider Specsavers, also highlighted that 73% of respondents reported that cost of living increases mean they are more likely to claim back small expenses.
Despite this, only 13% of employees claim back expenses worth less than £10, and 21% indicated that they haven’t claimed expenses because they feel awkward asking about them.
Increased attention to small expenses and a sharper focus on everyday ‘freebies’ shows "just how close to the surface financial pressure now sits," Natalie Quilter, head of reward, wellbeing and benefits for housing provider The Hyde Group, told HR magazine.
Quilter added: "The most effective employer response is to treat financial wellbeing as a core part of the employee experience, not a bolt‑on.
"That starts with understanding the different life stages within the workforce and designing support that genuinely meets each group’s needs."
The key to supporting employees with rising costs is to have a wide range of benefits that are properly communicated to employees, Jenny Hinde, chief people officer at workplace benefits provider Personal Group, told HR magazine.
Hinde said: "More and more we are seeing face-to-face engagement being the preferred method of ensuring that employees are aware of what is available, and that they know how to access [employee benefits] simply."
Make financial support a regular part of work life and not just something for tough times, advised Matt Norbury, CEO and founder of reward, recognition, benefits and wellbeing platform Each Person, in exclusive comments to HR magazine.
Norbury added: "These numbers show something important about today's workplaces. Financial concerns are changing how people use everyday benefits. The real challenge isn't just the benefits themselves, but the culture that surrounds them."
An inclusive culture will always help people feel comfortable to access what they need, Hinde agreed: "Pay attention to the indicators of culture, whether that be attrition, engagement surveys, employee feedback, policy usage, benefits usage or grievances," she advised.
Norbury stressed: "The best organisations treat [financial benefit] schemes as regular perks, just like cinema discounts or cashback. [They also] explain them to every new employee in their first week. They do not offer them as special rewards.
"When leaders present these benefits as part of the overall package, like a salary, it removes any awkwardness. Workplace wellbeing should be simple, routine, and easy for everyone to use.”
HR professionals must help normalise accessing financial benefits, Hinde added, for example by using storytelling: "[Leaders could share stories about] people who have had issues with debt and are willing to talk about how they managed the situation.
"It helps for people to know they are not alone, and that financial challenges are nothing to be embarrassed about."
Quilter added that employers should "proactively promote benefits, simplify expense processes and make it clear that claiming what you’re entitled to is not only acceptable but encouraged.
"When leaders model this behaviour, it signals that financial wellbeing is a shared organisational priority, not an individual burden," she concluded.
Specsavers commissioned Censuswide to survey 2,000 UK office workers who claim expenses, between 18 and 25 June 2026.
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