Many employers today are investing in their people’s financial wellbeing, which is great to see.
From improved pension schemes to accessible financial education, the intent is clear: help employees build more secure financial futures.
One increasingly common benefit offered are employee discount platforms. These tools give colleagues access to exclusive deals on everything from clothing and tech, to travel and takeaways.
On the surface, they look like a win-win. Employees feel like they’re saving money, retailers grow their customer base, while employers add another perk to the list.
But are they always working in the way we hope?
The hidden risk behind the rewards
As Dan Haylett told us on the Money:Mindshift podcast: ‘We’ve never been taught the skill of spending’.’
We’re told about budgeting, saving, and investing – but we’re rarely taught about how to spend thoughtfully. That’s a problem.
Discount platforms don’t just support planned purchases. They’re built to drive volume — nudging users towards impulse buys that can later lead to regret. Instead of saving money, employees might end up spending more than they intended. Not less like they set out to.
Why UK employers should pay attention
This isn’t just a behavioural theory — it’s a practical workplace wellbeing issue.
Employees experiencing financial stress can be more likely to face anxiety, distraction, and reduced productivity. So while discount platforms may look like a perk, they could be quietly undermining the very wellbeing initiatives they’re meant to support.
And in a UK workplace context, where cost-of-living pressures remain high, the impact of impulse spending can be even more pronounced.
The mindset at play
Discount platforms trigger several behavioural biases:
- Scarcity bias (‘Limited time only!’)
- Loss aversion (‘Save 20% – don’t miss out!’)
- Social proof (‘Most popular this week’)
If we want to support real financial wellbeing, we need to be honest about how these nudges work. We shouldn’t assume that offering discounts automatically leads to better financial outcomes.
A smarter approach to financial benefit perks
I’m not suggesting scrapping discount platforms. Used intentionally, they can offer real value – but the way they’re introduced and framed makes a big difference.
Here’s what HR teams and line managers could do:
1. Reframe the benefit from an automatic win to explaining how to use them wisely:
Communication tips could include, 'Only browse when you already know what you need', 'avoid using the platform to fill time or distract yourself' and 'remember that saving money on something you didn’t plan to buy is still spending.'
2. Support skill-building around spending
As Dan said on our podcast, we need to treat spending as a skill. That means offering guidance and education on how to spend in ways that align with personal values and long-term wellbeing.
3. Combine with financial education
Discount platforms should sit alongside tools that help employees plan, prioritise, and reflect. Education on impulse spending, emotional triggers, and mindful decision-making can turn a discount platform from a potential risk into a resource.
4. Model conscious spending from the top
When leaders talk openly about values-based spending (not just saving) they help shift the culture. It becomes easier for employees to make thoughtful decisions when they see others doing the same.
A better way to support wellbeing
Financial wellbeing isn’t just about providing access to tools. It’s about helping people develop the mindset and habits to use those tools wisely. That means understanding the behavioural drivers behind our financial choices – and designing benefits that support rather than undermine those intentions.
As Dan reminded us on our podcast, the goal isn’t to spend less or more. It’s to spend well.
When employers recognise that spending is a skill to be nurtured, not just a behaviour to be managed, they can make a real impact. Not just on people's wallets, but on their wellbeing.