Discounts
A short list, not a directory
Most benefits platforms compete on how many offers they can list. We compete on the five per category we would put our name to. A person picks them, and drops them when they stop being good.
Employee benefits for small and mid-sized teams
Benefits your people actually open.
A short list of offers worth using, writing by real people, and a private board for your company. Chosen by hand — not scraped into a directory and left there.
Curated by people · Written by people · Sold by people
What it is
Three things, done properly.
Content
Written by people, and it shows
Every lifestyle and wellness article is written by a named human being — no generated filler, no scraped listicles. It is the part employees come back for between paydays.
Board
A board that belongs to your company
A private message board for your staff: categories, threads, replies, and moderation tools that HR actually controls. Not the right fit for every team, so it has an off switch.
Personalisation
Same benefit, different life.
An employee picks the life stages that fit them. The feed rearranges itself around those choices — offers, writing and board threads together.
Stages are self-selected, editable and optional. Employers see aggregates only; never who chose what.
Pick a life stage
Time is the scarce thing, so the feed gets shorter, not longer.
- Offer Independent childcare network Member rate on school-holiday clubs, booked term ahead.
- Reading The 6pm crash What a working parent's evening actually looks like, and what helps.
- Board Anyone tried the nursery near the office? 14 replies in #parents
Practical first. Everything else can wait a month.
- Offer Local removals partner Fixed member price on part-load moves and storage.
- Reading Registering with a doctor, in the right order The admin of arriving somewhere new, sequenced properly.
- Board Where do people actually eat near the office? 9 replies in #new-in-town
Fewer gym adverts, more things worth turning up to.
- Offer Independent gym group Member rate, no joining fee, no twelve-month lock-in.
- Reading Training around a nine-to-five Building a week that survives a busy quarter.
- Board Thursday 7am, canal loop, all paces 22 going, in #running-club
Planning content and offers that assume you have questions.
- Offer Independent financial advice Free first consultation with a regulated adviser.
- Reading Winding down without disappearing Phased retirement, written by someone who has done it.
- Board Taking over the allotment rota 6 replies in #outside-work
Illustrative feed. Your catalog and content are curated with you.
For HR and People leads
What the first month looks like.
Four steps, in this order. You are not handed a platform and wished luck.
- 01
A call, not a trial account
We walk your team through the real product and talk about how your company is shaped. Nothing to evaluate alone at 11pm.
- 02
We load your people
A spreadsheet to begin with, directory sync when you want it. Joiners and leavers are recorded as they happen, so seat counts are never a guess at renewal.
- 03
Employees choose their life stages
Optional, editable, and private from you by design. They can clear them at any time, and the choices end with the employment.
- 04
You see engagement, not anecdotes
Aggregate reporting on what your team opens and claims, with cohort thresholds so no individual can be identified from a small team.
Proof
This is where our first customers speak.
We would rather leave the space honest than fill it with praise nobody said. Named references and their numbers land here.
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Placeholder
Quote from an HR lead about rollout week.
Name, role, company
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Placeholder
Quote about what employees actually used in month one.
Name, role, company
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Placeholder
Engagement figure, measured rather than estimated.
Source and period
Worth half an hour?
There is no signup form and no trial to babysit. Tell us roughly how many people you have and we will show you the real thing.
Book a demo
Or write to hello@marshallmatters.co.