Story Highlight
- Many employees cannot access workplace benefits due to scheduling issues.
- 4% of UK workforce works evening or night shifts regularly.
- Shift-based facilities are essential for daily operations and employee wellbeing.
- Data analysis helps improve food and drink provisions for shifts.
- Employers should evaluate benefits accessibility based on actual employee needs.
Full Story
Many leadership teams are familiar with their benefits packages, which typically include perks such as subsidised food, wellbeing initiatives, and training budgets. However, these offerings often fail to reach a significant portion of employees due to accessibility issues, particularly for those working non-traditional hours. For instance, canteen facilities that close by 3pm cater only to standard office hours, leaving night shift employees without access to meals.
The Office for National Statistics indicates that in 2022, 4% of the UK workforce typically worked during evening or night hours, with an additional 23% working both daytime and evening or nighttime shifts. This accounts for over a quarter of workers whose schedules do not align with the times most benefits are available. Leadership discussions surrounding workplace benefits should focus not merely on what is offered, but on the actual accessibility and relevance of these benefits for all employees.
In shift-based work environments, adequate staff facilities are essential for operational efficiency. For example, drivers and engineers at bus depots and industrial sites often commence work before local shops open and may face limited break times dictated by their schedules. As a result, employees may find themselves without sufficient options for meals, relying solely on whatever is available on-site.
Demand for food and drink provisions varies by shift and site. To meet these changes effectively, businesses must ensure that vending machines and catering services remain stocked and operational beyond standard hours. The Health and Safety Executive has recognised that shift work can impact employee health and safety, advising employers to manage associated risks. The Society of Occupational Medicine supports the idea that shift workers should have access to nutritious food during their shifts.
Telemetry and sales data analysis can play a critical role in understanding employee needs. Vending machine operators such as Connect Vending utilise data to monitor usage patterns, enabling them to adjust replenishment schedules and keep equipment functioning optimally. For instance, analysis of sales data from a bus company revealed a spike in purchases at 1am, highlighting a critical demand period that standard catering would miss if it closed early.
To help identify gaps in workplace provisions, senior leaders can consider five key questions: Which benefits disappear outside standard hours? Are certain sites or shifts receiving less provision? Are services aligned with actual break schedules? What does usage data reveal about unmet demand? Have all shifts been consulted on their needs?
The Chartered Institute of Personnel and Development (CIPD) advises that benefits should align with employee values and business objectives, and the only way to truly understand the needs of workers on night shifts is to ask them directly.
Addressing these issues does not necessitate uniform provisions across all locations; rather, it is crucial to ensure that differences in service do not lead to unequal experiences for various workforce segments, particularly those in less visible roles. Getting these provisions right demonstrates to employees that their needs are understood and valued, fostering inclusivity in the workplace.
Source: read the original report.
What this means for your site
This article highlights a significant disconnect between employee benefits and their actual accessibility, particularly for those on non-traditional shifts. To enhance safety and wellbeing, businesses should consider implementing an inclusive approach to workplace provisions. The Health and Safety at Work etc. Act 1974 mandates employers to ensure the health, safety, and welfare of employees at work. This includes recognizing that access to adequate food and drink during work hours is essential for maintaining employee health and productivity.
Additionally, the Management of Health and Safety at Work Regulations 1999 require that employers assess and address risks that may affect employees’ health, which can include inadequate access to nutrition for shift workers. In this context, enhancing access to food and drink during off-peak hours through reliable vending machines or on-site catering can be a practical step.
Another concrete action is to engage with employees directly to gather feedback on their needs, particularly regarding shift-specific provisions. Regular audits and adjustments based on usage data will help ensure that facilities are aligned with actual break patterns and employee expectations, thereby improving overall operational efficiency and worker satisfaction.
