Employee Value Proposition (EVP) template

An EVP stands for Employee Value Proposition, which is a set of unique benefits and values that a company offers to its employees in exchange for their skills, knowledge, and experience. It is a comprehensive statement that outlines the reasons why employees should work for the company and what they can expect to receive in return. An EVP can help attract, engage, and retain employees who are aligned with the company's culture, values, and mission.

This is just a starting point. Your EVP should be tailored to your company's unique culture and values. It's important to involve your employees in the process to ensure that their needs and desires are taken into account.

There are several UK employment legislation considerations that should be taken into account when developing an Employee Value Proposition (EVP). Some of the key areas to consider include:

• Equal Opportunities: An EVP must be inclusive and avoid discrimination in any form, including age, gender, ethnicity, disability, religion, and sexual orientation. The messaging should be sensitive to the diverse needs of employees and reflect the organisation's commitment to promoting equal opportunities.

• National Minimum Wage: Employers must ensure that their EVP is compliant with the National Minimum Wage and any applicable legislation related to employee pay and benefits.

• Working Time Regulations: An EVP must take into account the Working Time Regulations, which stipulate maximum working hours, rest breaks, and annual leave entitlements. It is important to ensure that the EVP messaging does not contradict or undermine these regulations.

• Health and Safety: An EVP should reflect the organisation's commitment to providing a safe and healthy work environment for its employees. This includes complying with all relevant health and safety legislation and ensuring that employees have access to appropriate training, equipment, and support.

• Data Protection: Any personal data collected and used as part of an EVP must be done in compliance with the General Data Protection Regulation (GDPR) and other data protection legislation.

• Anti-Discrimination and Harassment: An EVP must reflect the organisation's commitment to preventing discrimination and harassment in the workplace, and provide a clear process for reporting and addressing any such incidents.

Overall, it is important to ensure that an EVP reflects the values and culture of the organisation in a way that is both authentic and engaging to employees.