Many organisations invest heavily in employee benefits, yet one of the biggest challenges is making sure people actually know what's available. Sending a long list of benefits during onboarding is a great start, but chances are many employees won't remember everything months or even years later.

A simple solution is to organise your benefits around key life events. Instead of expecting employees to search through handbooks or intranet pages, present benefits at the moment they're most relevant.

Think about the milestones people experience throughout their careers and personal lives. Starting a family, buying a home, becoming a carer, getting married, experiencing bereavement, planning for retirement or even welcoming a new pet can all trigger different support needs. By grouping benefits under these life events, employees can quickly see what financial support, wellbeing services, leave options or workplace perks are available to help them.

It's equally important to highlight the company policies that apply to each situation. An employee preparing for parental leave, for example, shouldn't have to hunt through pages of policies to understand their entitlements. Signposting maternity, paternity, adoption or shared parental leave policies alongside relevant benefits makes it much easier for employees to find the information they need. The same approach works for flexible working, compassionate leave, carers' leave, menopause support, wellbeing policies and retirement planning.

Regular communication is key too. Benefits shouldn't only be mentioned during induction. Use newsletters, internal communications, manager conversations and your intranet to remind employees that support is available whenever life changes. Seasonal campaigns or awareness days can also be a great opportunity to shine a spotlight on benefits people may have forgotten about.

Making benefits easy to find sends a powerful message that your organisation genuinely cares about its people. When employees can quickly access the right support during life's biggest moments, they're more likely to feel valued, supported and engaged. And when policies and benefits work hand in hand, everyone benefits - from employees navigating change to organisations building a happier, more informed workforce.

PS - If you are keen for some individual wellbeing tips to complement this Working Well life, check our Being Yourself Series with Make Me A Plan's Performance Planner, Gemma Mullinger. You can read the latest edition here: ENOUGH - Make Me A Plan