With competition for top talent at an all-time high, the conversation in 2025 has shifted from salary alone to the overall employment package. Job seekers in the events industry are increasingly focused on the full spectrum of benefits a company offers - from flexible working to wellness support. Employers who lead with their values and prioritise wellbeing are winning the race for talent.
In this article, we explore the employee benefits shaping hiring decisions in 2025, and why a detailed, transparent approach is essential for attracting and retaining the best candidates.
The shift from salary to package: what candidates expect in 2025
While salary remains a critical factor, the benefits that sit alongside it are now just as important. In the current landscape, candidates are scrutinising packages for flexibility, inclusion, and culture. Those businesses that fail to clearly communicate their full offering risk being overlooked entirely.
Hybrid working, once a standout perk, is now a standard expectation. What sets companies apart today is their ability to offer meaningful support across wellbeing, family life, and personal development.
Key employee benefits candidates look for
Time off and flexibility
· Holiday entitlement has continued to rise, with 25 days plus bank holidays now expected, along with an additional birthday day and offices closing over the Christmas period without requiring staff to use holiday allowance.
· Office closures over Christmas, without requiring employees to use annual leave, are considered a major plus.
· Flexible working hours and hybrid models (2–3 days remote) are no longer optional—they’re essential.
· Wellness days or "duvet days" are growing in popularity, offering no-questions-asked mental health time.
· There is also growing interest in time off in lieu (TOIL) versus paid overtime (OT), particularly for project delivery roles, and candidates are increasingly asking for clarity on how this is managed.
Health and wellbeing support
· Private healthcare has become one of the most asked-about benefits among mid- and senior-level candidates and is fast becoming a benchmark for employer competitiveness.
· Gym and health club discounts or contributions are becoming expected across mid to senior roles.
· Cycle-to-work schemes and other salary sacrifice options continue to appeal, especially in urban settings.
· Subsidised meals and snacks are small but appreciated additions that reflect a positive work culture.
Family, lifestyle, and diversity-driven support
· Enhanced maternity, paternity, and adoption leave policies are essential and continues to be a key a benefit that influences candidate decision making. These must be clearly documented and easy to find. Candidates should not have to ask.
· Cultural celebration days and birthday leave reflect inclusivity and personal recognition.
· Car schemes, financial wellbeing support, and salary sacrifice programmes demonstrate genuine care.
Company culture and development opportunities
· Paid charity or volunteering days offer purpose-driven benefits that align with today’s value-led workforce. Sustainability initiatives are gaining traction, especially among junior candidates who are increasingly drawn to organisations with a visible and value driven environmental, social and governance approaches.
· Regular team events, social experiences, and celebrations are no longer viewed as “perks”—they’re integral to company culture.
· Ongoing training funds, coaching opportunities, and paid-for certifications reflect a company’s investment in individual growth.
Why clear communication around benefits is crucial
Today’s candidates are informed and selective. They want to see detailed benefits information upfront - on job descriptions, careers pages, and during the interview process. If benefits are vague or withheld until offer stage, it creates hesitation and erodes trust.
By clearly communicating your full employee offering, you're sending a message that you value your people - not just their output. This is especially important for businesses committed to diversity, equity, and inclusion. Transparent policies around leave, flexibility, and progression show that you're building a workplace where everyone can thrive.
In 2025, benefits are more than a support mechanism - they are a powerful recruitment and retention tool. For businesses in the events industry, it’s no longer enough to offer the basics. You need to highlight your full package with pride, clarity, and consistency.
If you want to attract top-tier talent, start by ensuring your benefits reflect the values, lifestyles, and priorities of the people you’re trying to hire. Then make sure they’re visible.
At Live Recruitment we offer free advice and guidance on salary benchmarking and salary insights for any roles you may be recruiting for. For more information, get in touch via email hi@live-recruitment.co.uk