Employee benefits that reach people working in construction
For people working across locations that can change every few months, benefits only help if they can reach them from wherever they are. Support needs to work on a personal phone, without a company login, and be there when someone decides to ask for help.
We bring together mental health support, occupational health, protection cover and financial benefits. Our consultants can also visit your sites, giving people the opportunity to talk things through face to face.
For people working across locations that can change every few months, benefits only help if they can reach them from wherever they are. Support needs to work on a personal phone, without a company login, and be there when someone decides to ask for help.
We bring together mental health support, occupational health, protection cover and financial benefits. Our consultants can also visit your sites, giving people the opportunity to talk things through face to face.
What makes benefits work in construction
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Clinically led mental health support with fast access
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Support that reaches people across sites, projects and start times
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Face-to-face sessions on site, so people can ask questions and understand what’s available
What we see in construction
Awareness needs to lead to support
Awareness of mental health has grown across construction A 2025 CIOB survey found more than half of respondents have a mental health first aider at work, up from around a third in 2020.
A poster with a helpline number isn’t the same as an appointment, and if the wait is long, people may decide it wasn’t worth raising.
Physical work builds up over time
Years of physical work can take their toll. Back pain, joint problems and other musculoskeletal conditions can make everyday work harder, particularly as people get older. Across the UK, these conditions account for 14.6% of working days lost.
For people who’ve done physical work for many years, the effect is often gradual. Early access to occupational health and treatment can help people stay in work for longer.
People move between sites
Packages are often designed around head office, and that’s who they tend to reach the most. People who work on site move between projects, locations and sometimes between employers, and many don’t have a company email address.
Whether people have heard about their benefits often depends on whether someone told them face to face, and even then finding out how to access the benefit can be a challenge.
Stress is part of the risk picture
Working in construction can bring its own pressures, from demanding deadlines and long hours to concerns about job security. Employers need to recognise the impact this can have on people’s mental health, just as they recognise the risks to their physical safety.
Construction firms generally have well-established systems for managing physical risks, but the same level of attention isn’t always given to work-related stress and mental health. HSE guidance requires employers to assess these risks and act on what they find, including being able to demonstrate what support is in place.
The questions we hear most often in construction
Construction employers tend to raise the same practical concerns. Most are about whether support will reach people on site, and what happens once someone asks for help.
How we help
People need different things at different times. For some, it’s getting to speak to someone quickly when things are getting on top of them. For others, it’s cover if an injury keeps them off work, or help with fuel and food costs. We bring these areas of support together and make them easy for people to find, understand and use.
Health & Wellbeing
Clinically led mental health support, with fast access to UK-qualified therapists, alongside an Employee Assistance Programme, Virtual GP, occupational health and neurodiversity support. For someone working long hours during the week, seeing their own GP isn’t easy. Being able to speak to a doctor or therapist by phone or video, at a time that fits around the site, makes it more likely they’ll get help early.
Insurance & Protection
Group life, critical illness cover, income protection and health cash plans. For someone whose income depends on being able to do physical work, having financial protection if they’re unable to work can be particularly important.
Financial Wellbeing
Financial education, debt guidance and coaching, with access to regulated financial advice through Gee 7 Wealth. When overtime and travel costs change from month to month, it’s harder to plan ahead. Support can help with budgeting as well as bigger decisions like a mortgage or pension.
Everyday Benefits
Savings at more than 1,000 retailers, including major supermarkets, along with discounted gift cards, cashback, salary sacrifice schemes and on-demand pay. Groceries and everyday essentials are usually where site-based workers feel cost pressure first.
Reward & Recognition
People working on site deserve to feel that their contribution is noticed and valued, just as much as those working in the office. Our employee reward and recognition programmes help employers celebrate long service, recognise individual achievements and thank teams for completing difficult projects. Peer-to-peer recognition also gives colleagues a way to acknowledge each other’s efforts, wherever they’re working.
One Relationship
We get to know your sites and how your projects run, then help make sure support reaches people on site as well as in the office. Our Portal gives people one place to find and access their benefits, using their own phone, wherever they’re working
A person, not just a platform
A poster in the site cabin tells people something exists. Many people want to talk to someone before they’ll start to use it.
Our consultants can come to site and speak to people face to face, whether that’s in the cabin, the canteen or at the start of a shift.
Often the conversation starts with something practical, like whether a health cash plan covers physio or how long they’d wait to speak to someone, and moves on from there once people feel comfortable.
Our consultants are there to help people understand what’s available, including services provided by other suppliers. We can also brief your supervisors, who are often the first to notice when someone’s struggling and are expected to know what to do about it.
What working with us looks like
Changing or introducing benefits shouldn’t create a big project for your team. We keep the process straightforward and are clear about what we need from you at each stage.
Frequently Asked Questions
By making the step after awareness as short as possible. Many sites now have toolbox talks and trained mental health first aiders, which is real progress. What’s often missing is fast access to an appointment. My Group gives clinically led access to UK-qualified therapists without a long wait, and our consultants can come on site so the first conversation can happen with a person.
Through personal mobile access, printed materials in the cabin where they’re useful, properly briefed supervisors and consultants who come to site. Sessions are planned around the programme, including early starts. Reporting can help you understand how support is being used across different sites and where further communication might be helpful.
HSE guidance says employers should assess the risk of work-related stress and act on what they find, as with any other workplace risk. That usually means a stress risk assessment, a record of the action taken and a route for people to get support. We provide the support, and reporting that sits alongside your assessment. We don’t carry out the assessment itself.
It depends on the contractual position, so it helps to be clear early. Benefits for directly employed staff are generally more straightforward. Where much of the site workforce is subcontracted, some benefits can be extended and some can’t, and it varies by benefit. We’ll explain which is which in the first conversation.
Fast health access, protection cover and savings on fuel and food tend to come up most. Health cash plans and private medical cover make sense quickly to people who know what an injury could cost them. A Virtual GP that doesn’t need a day off is more useful than support built around office hours. Pensions and salary sacrifice matter too, though they’re rarely what gets people interested first.
Depends on the outcome of the tier and headcount discussion. If we agree this end of the client base can be served down to around 100 headcount, say so here, because it’s a genuine difference from the larger platforms.
Let’s talk about your people
Tell us what your teams are dealing with and we’ll help you work out where support would make the most difference.