Based on: 2,057 distinct job adverts from 467 technology companies in the UK-focused tracker Updated: October 28, 2026 Source: Talent market insights
The tracker is primarily focused on smaller technology companies. Using each company's most recently imported record, 436 of the 467 employers have fewer than 60 employees; five have no employee count recorded.
This is a snapshot of the adverts held in the tracker, not a survey of every startup or a count of vacancies confirmed live today. It measures what employers advertise, rather than what they ultimately offer.
The absence of a benefit from an advert does not prove that it is unavailable. Equally, mentioning a benefit does not establish its value, employer funding or availability to every employee.
| Benefit category | Adverts mentioning it | Percentage of adverts | Companies mentioning it |
|---|---|---|---|
| Flexible, hybrid or remote working | 1,085 | 53% | 292 (63%) |
| Equity or share options | 859 | 42% | 218 (47%) |
| Health insurance or private medical cover | 596 | 29% | 113 (24%) |
| Explicit allowance of at least 25 days’ holiday | 514 | 25% | 136 (29%) |
| Company socials, events or offsites | 335 | 16% | 78 (17%) |
| Enhanced, generous or matched pension | 220 | 11% | 46 (10%) |
| Dental insurance, cover or cashback | 209 | 10% | 40 (9%) |
| Life insurance or assurance | 200 | 10% | 46 (10%) |
| Cycle-to-work scheme | 188 | 9% | 43 (9%) |
| Bonus or commission | 182 | 9% | 79 (17%) |
| Enhanced or quantified paid parental leave | 178 | 9% | 26 (6%) |
| Gym, fitness or wellbeing allowance | 133 | 6% | 37 (8%) |
| Learning and development budget | 131 | 6% | 27 (6%) |
| Mental-health support or employee assistance | 95 | 5% | 32 (7%) |
| Visa sponsorship or visa application support offered | 67 | 3% | 14 (3%) |
| Home-office or equipment allowance | 61 | 3% | 14 (3%) |
| Income protection | 47 | 2% | 15 (3%) |
| Childcare or nursery support | 35 | 2% | 6 (1%) |
Advert and company percentages measure different things. Healthcare appears in 29% of adverts but is mentioned by 24% of employers. Enhanced or quantified parental leave appears in 9% of adverts, but only 6% of employers mention it.
A recurring package across one employer's vacancies can have a substantial effect on advert-level rates. Company-level figures reduce that weighting, but they still measure whether a benefit is mentioned anywhere, rather than whether it applies to every role.
Bonus and commission appear in 9% of adverts and are mentioned by 17% of employers. They are compensation components and may be role-specific or conditional; their inclusion here does not mean they are guaranteed additions to salary.
| Number of tracked categories | Adverts | Percentage |
|---|---|---|
| None | 486 | 24% |
| One | 428 | 21% |
| Two | 265 | 13% |
| Three | 261 | 13% |
| Four | 200 | 10% |
| Five or more | 417 | 20% |
44% of adverts mention either none or only one of the tracked categories. At the other end, 30% mention at least four.
These categories are not independent or equally valuable. One health policy can include medical, dental and mental-health support and therefore contribute to several categories. A paid gym membership, a discount and a flexible wellbeing allowance can also differ considerably in value.