Employee benefits for everyone who works in higher education
University staff work very different hours in very different roles, and they don’t all hear about things the same way. Benefits only help if each group knows what’s available and can get to it.
We bring together health and wellbeing, financial support, everyday benefits and recognition to help people across the university. Our consultants can also visit campus to explain what’s available face to face, while giving employers clear reporting to understand how their benefits are being used.
University staff work very different hours in very different roles, and they don’t all hear about things the same way. Benefits only help if each group knows what’s available and can get to it.
We bring together health and wellbeing, financial support, everyday benefits and recognition to help people across the university. Our consultants can also visit campus to explain what’s available face to face, while giving employers clear reporting to understand how their benefits are being used.
What makes benefits work in higher education
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Clinically led mental health support, with access to UK-qualified therapists
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Benefits that reach everyone, from academic and professional services staff to people working shifts across campus
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Clear reporting to help universities understand how their investment is supporting staff
What we see in higher education
One workforce, many ways of working
Universities employ people on research contracts alongside cleaners, security teams, lab technicians, catering staff and finance teams.
Some staff spend much of their day at a desk, while others work in laboratories, lecture theatres, workshops or across campus, often outside normal office hours. Benefits need to be communicated in different ways so that people aren’t overlooked simply because of where or when they work.
Every decision needs to stand up to scrutiny
Universities are facing difficult financial decisions, and spending on employee benefits needs to be carefully considered.
The challenge is making sure the money available provides support that staff need and can most importantly, can use. Clear costs, useful reporting and evidence of how benefits are being used help universities understand the value of their investment and explain it to those responsible for approving budgets.
Workload and mental health come up again and again
Heavy workloads, demanding deadlines and uncertainty around contracts are a few areas that affect people’s mental health. For some, finding the time to seek support can in itself be difficult without then having to wait weeks for an appointment.
Many universities already provide an Employee Assistance Programme alongside information about mental health support. What’s important is that staff know how to access it, can get help when they need it and feel confident that their conversations will remain confidential.
Not everyone is on a permanent contract
Working on a fixed-term or hourly paid contract can make it harder to plan ahead financially, particularly when someone doesn’t know whether their contract will be renewed.
HESA figures show that around 30% of academic staff are employed on fixed-term contracts. It’s important that people in these roles aren’t overlooked when universities consider employee benefits and financial wellbeing support.
The questions we hear most often in higher education
Universities tend to come to us with the same practical concerns. Most are about reaching very different staff groups, making the case to a committee and knowing the budget will hold.
How we help
People working across a university have different needs. Some may want support with their mental health, others might be worried about managing their finances on a fixed-term contract, feel their contributions aren’t recognised by managers or colleagues, or simply want to save money on everyday purchases.
We bring these areas of support together, making it easier for staff to find, understand and make the most of the benefits available to them.
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. The questions we hear most from staff considering support are about waiting times and who will know they’ve used the service.
Financial Wellbeing
Financial education, debt guidance and coaching, with access to regulated financial advice through Gee 7 Wealth. Coaching and guidance can help with managing on a fixed-term contract as well as longer-term decisions like pensions.
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. Cycle to work and electric vehicle schemes can also help staff manage travel costs, with options to suit the university’s budget and requirements.
Reward & Recognition
People working across a university make important contributions in very different ways, and that work deserves to be recognised. Our employee reward and recognition programmes help universities celebrate long service, acknowledge achievements and thank teams for their work. Peer-to-peer recognition also gives colleagues a way to recognise each other’s contributions, whether they’re working in teaching, research, professional services or elsewhere on campus.
Insurance & Protection
Group life, critical illness cover, income protection and health cash plans can provide additional financial protection for staff and their families. These benefits are designed to complement existing university pension arrangements, rather than replace them.
One Relationship
We take the time to understand how your university works and the different needs of your staff. You’ll have one relationship with My Group, bringing together employee benefits, health and wellbeing, recognition and protection services. Our platform gives staff a central place to access their benefits, while your named contact helps you manage and review the support available.
A person, not just a platform
An intranet page tells people support exists. Many staff need someone to explain what’s there and how it works before they’ll use it.
Our consultants can come on site, and on a campus that means the estates yard, halls of residence and catering units as well as the main buildings. Sessions can be planned around term dates, clearing and the quieter weeks when people have time to talk.
Sessions give staff the chance to ask things they might not look up, like whether they’re eligible on their contract or whether their partner can use it.
Our consultants are there to help staff understand what’s available, including services provided by other suppliers, so the conversation stays focused on what each person needs.
Case Study: A Staffordshire Multi-academy Trust
Education | Multi-academy trust, 550 staff across seven schools
Practical support when pay is set nationally
With pay scales fixed and cost of living pressure showing in absence, the Trust needed support that classroom-based staff could use on their phones. Benefits consultants visited schools daily at launch, and a champion in each school kept it going.
Active users up more than 50% quarter on quarter.
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
With one package and different ways of reaching each group. The common mistake is designing for the largest group and assuming everyone else will find it. We look at how each part of the workforce receives information. For academics, that might be email and a prompt from their department. For estates and catering teams, it usually means someone visiting in person.
We provide clinically led mental health support through UK-qualified therapists, with fast access to help people get the support they need without a long wait.
Waiting times can vary depending on the type of support needed, but providing timely access is an important part of our approach. We’ll explain the current arrangements and expected access times so you know what your staff can expect.
Yes. Universities can purchase employee benefits through relevant procurement frameworks, where suitable suppliers and services are available.
We understand that universities have established procurement procedures and need to demonstrate value for money. We can work with your procurement team to understand your requirements, explore the purchasing options available and provide the information needed to support your decision.
If a framework isn’t suitable, we can also discuss other procurement routes that comply with your university’s requirements.
University pension schemes are an important part of staff benefits, and the support we provide is designed to sit alongside them. We offer additional benefits covering everyday costs, health and wellbeing, financial wellbeing and protection.
Some benefits, particularly salary sacrifice arrangements, may have implications for pension contributions or pensionable pay, depending on the scheme.
We’ll work with your team to understand any restrictions and make sure these are considered before introducing new benefits.
Yes. People can be added and removed as contracts start and end, so staff on fixed-term or hourly paid contracts can use everyday savings from their first week. Some parts of the package, such as insurance and protection, may depend on contract type. We’ll set out what each option would cost so you can decide who’s included.
We provide clear reporting on how staff are using their benefits, alongside commentary to help you understand what’s working and where further support or communication might be helpful.
Where universities provide the relevant staff data, we can also break down reporting by different groups, such as academic, professional services or estates staff, subject to data protection requirements. This helps you understand how well benefits are reaching people across the university and provides useful evidence when reviewing the value of your investment.
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.