The Challenge

NHS Fife began exploring the introduction of an electric vehicle salary sacrifice scheme as they’d received a number of staff enquiries as awareness of such schemes at other Boards was growing. As electric vehicles became more prominent in the media and across other sectors, employees were increasingly interested in accessing the benefit through their employer.

At the same time, NHS Fife was keen to position itself as a progressive and forward-thinking board by acting as an early adopter, rather than waiting for larger organisations to lead the way. Unlike larger health boards, there was no dedicated transport function to own the scheme, meaning responsibility needed to be shared across finance, sustainability, and workforce teams.

There was also some initial concern around the complexity of implementation, particularly in relation to administration and ensuring that employees had clear visibility of how the scheme might impact areas such as pension contributions.

The Plan

To overcome these challenges, NHS Fife formed a small, cross-functional working group that brought together expertise from finance and procurement, sustainability, and workforce. This collaborative approach allowed the organisation to pool its internal knowledge and move the project forward without requiring additional resource.

Rather than undertaking a full procurement exercise, the team explored national framework options to identify compliant and efficient routes to market. This enabled them to move at pace while maintaining governance, and to focus their efforts on selecting a trusted delivery partner who could support both implementation and ongoing management.

The overarching aim was to create a scheme that delivered meaningful value for staff, supported sustainability ambitions, and could be implemented with minimal administrative burden on the organisation.

The Solution

NHS Fife implemented its electric vehicle salary sacrifice scheme through the CPC Drive framework, partnering with Tusker as the scheme provider. This combination allowed the organisation to access a well-established, fully managed solution without the need for a time consuming and lengthy procurement process.

CPC Drive provided a compliant and streamlined route to market, with an end-to-end managed service, with Tusker covering vehicle sourcing, agreements, driver support, and scheme administration. This significantly reduced the internal resource required to launch and maintain the scheme, which had been a key concern during the planning phase.

The partnership model meant that the majority of day-to-day queries and operational processes were handled externally by Tusker and CPC Drive, allowing NHS Fife to retain oversight while avoiding having to manage large volumes of administration. Internal responsibilities were largely limited to payroll processing and standard HR checks, with clear processes in place to support these activities.

The scheme was introduced as a benefit that aligned closely with NHS Fife’s sustainability and workforce objectives, offering staff an accessible route into electric vehicle ownership while contributing to the organisation’s wider environmental goals.

Excellent Results (so far!)

The scheme has delivered a highly positive outcome for NHS Fife, with uptake significantly exceeding expectations. Initially forecasting around 100 vehicles in the first year, the organisation saw demand reach approximately double that figure, demonstrating strong engagement from staff and clear appetite for the benefit.

Implementation was smoother than anticipated, with the support provided by Tusker and CPC Drive playing a critical role in simplifying the complex. The concerns of high levels of administration haven’t occurred, as the vast majority of queries and operational issues were managed by the external partners. As a result, NHS Fife has not experienced the level of internal pressure that might typically be associated with launching a new benefit of this type.

While there has been an increase in internal activity due to the volume of applications, particularly around approvals and payroll processing, this has been viewed positively as a reflection of the scheme’s success. Issues have been minimal, with only isolated cases where employees required additional clarity, for example around pension implications or eligibility of the scheme.

Importantly, the scheme has delivered on its core objectives. It has enhanced the employee benefits offering, supported staff in transitioning to more sustainable transport options, and contributed to NHS Fife’s environmental ambitions. Although financial savings were not the primary driver, the scheme has also generated significant benefit in this area.

Overall, NHS Fife’s experience demonstrates how leveraging the CPC Drive framework alongside an established provider like Tusker can enable organisations to implement a complex scheme quickly, efficiently, and with a high degree of success.

Looking for an electric car scheme to add to your employee benefits? 

The post NHS Fife Electric Vehicle Salary Sacrifice Scheme appeared first on CPC Drive.

While partnering with salary sacrifice providers like CPC Driver in partnership with Tusker helps alleviate many of these pressures, it’s natural for fleet managers to still have questions and seek a clearer understanding of how salary sacrifice works before adopting the solution.

This article will address a few of the most common FAQs fleet managers have, including critical topics like novations, Benefit-in-Kind (BiK) taxes, early termination and affordability.

1. How do salary sacrifice schemes actually work?

In short, salary sacrifice schemes allow employees to exchange a fixed portion of their gross salary for a non-cash benefit. In this case, a brand-new car or pre-loved alternative – while other salary sacrifice schemes support pensions, technology, bicycles and childcare.

What’s so great about these schemes is their pre-tax nature, with amounts being taken from pay before tax and National Insurance (NI) contributions, creating significant cost savings for employees when compared to their purchase outside of work.

But the perks don’t end with the employee – salary sacrifice offers an innovative way to improve employee benefits, supporting talent attraction and retention, while providing considerable savings for businesses through Employer NI deductions.

On top of this, partners like Tusker support the scheme’s management and admin, while bundling everything into one fixed monthly employee cost – including insurance, maintenance, servicing, tyres and road tax. This reduces workload for HR and fleet managers, while supporting employees’ financial planning and resilience.

2. What is a novation and how does it affect fleet management?

Novation is a critical concept within salary sacrifice if an employee is leaving to work for another employer and would like to take their existing car with them. It is essentially a legal process where an existing contract is replaced by a new one, transferring the obligations from one party to another, releasing the original party from future liabilities. In this case, it refers to the legal transfer of a lease agreement from an employer to the new employer, where the new employer agrees to the transfer of the Agreement and the car.

Allowing a car to be novated to a new employer if an employee leaves gives employers added peace of mind, as it means they are not left responsible for a vehicle they can no longer manage or place.

Even better, with partners like CPC Drive in partnership with Tusker, risk is massively alleviated from both employers and employees due to built-in protections within the agreement (which we will discuss further in the next question)

3. What happens if an employee leaves? Are early termination fees a risk?

One of the biggest perceived risks of salary sacrifice, particularly for long-term schemes like cars, is the possibility of termination fees if an employee leaves before the agreement ends. This should be a highly important consideration when choosing a provider, as protection against costly terminations widely differ.

CPC Drive in partnership with Tusker’s ‘Lifestyle Protection’ provides a safety blanket for you and your employees – protecting against a range of life events, including redundancy, resignation, long-term sickness and paternity leave. Typically this is available 3 months into the scheme, allowing for protection against unforeseen events that arise.

We know that life isn’t always as predictable as a long-term car scheme, therefore Lifestyle Protection ensures the benefit is low-risk, meaning employees and employers can enjoy all the wins without worrying about heavy costs down the line.

4. How will rising Benefit-in-Kind (BiK) tax impact schemes?

BiK tax is essentially taxation an employee has to pay on non-cash perks, such as salary sacrifice cars, as they are considered part of an employee’s total compensation. The rate of BiK also impacts employers by dictating the benefits taxable value, which changes how much NI contributions employers have to pay.

Aside from the sustainability wins, low BiK rates are one of the best perks for employers adopting electric fleets – typically receiving very low rates to encourage employers to meet ESG goals. However, fleet managers may be concerned with headlines showing that BiK is going up.

But there’s no need to worry – while the tax advantages of overall salary sacrifice remain high, they remain particularly beneficial for electric company vehicles. Right now the rate is just 3%, gradually going up to just 10% by 2030. In comparison, the BiK tax on petrol cars already starts at more than 25%. 

As a result, ultra-low emission salary sacrifice schemes in particular will continue to provide significant cash savings for both employees and employers for a number of years, while helping businesses reduce their carbon output. Additionally, as the government has set out what the small increases in BiK rates will be in the long term, it allows employers to plan accordingly.

5. Is affordability a barrier for employees?

A lot of HR teams will be worried about affordability for employees when considering fleet changes – particularly as inflation and the cost-of-living crisis persists. But what’s so great about salary sacrifice is how much more inclusive it is compared to traditional company cars.

While traditional schemes typically assign cars to those who drive for work, or have senior roles, salary sacrifice opens workplace driving up to every employee, as long as their salary after the reduction remains above the national living wage.

Because of the considerable tax advantages these schemes offer, along with models like Tusker’s that provide comprehensive packages at a fixed monthly rate, cars can be much more affordable than they are on the high street. This is particularly useful for EVs, which tend to have higher up-front costs outside of leasing.

Furthermore, many providers offer a range of vehicles that help make vehicles accessible to employees across paygrades. For example, CPC Drive in partnership with Tusker offers ‘pre-loved’ alternatives, helping employees access sustainable vehicles at a much lower cost.

6. How does a salary sacrifice scheme fit into existing fleet operations?

One of the best elements of choosing a car scheme through CPC Drive in partnership with Tusker is the smooth integration and dedicated support fleet managers and HR teams receive. The scheme can be adjusted to your specific needs – whether you need a whole new fleet, a complementary scheme to existing ‘job need’ fleets or want to tailor it to employee needs like accessibility and sustainability.

Fleet managers benefit from:

• Dedicated account management for ongoing support
• Fully online systems for easy administration
• Integration with existing benefits platforms or standalone portals
• End-to-end lifecycle management of vehicles

This results in less administrative headaches, an improved employee experience and more time for employers to reflect on strategy and business goals.

7. What should fleet managers look for in providers?

Choosing the right provider is key to a safe and stable scheme. Key things to consider include:

• Is it a fully inclusive package (not just the car)?
• Does the provider have proven and long-term experience managing large-scale schemes?
• Are there strong and comfortable risk protection measures?
• Do they have robust supplier and manufacturer relationships?
• Do they have high-quality employee support systems and communication tools?

These pointers ensure you choose a provider that can boost employee uptake and remove as much risk from fleets as possible.

Want to learn more about salary sacrifice vehicle schemes and how they can reduce your workload, improve workforce mobility, and enhance the employee experience?

The post Fleet Manager FAQs – Navigating salary sacrifice car schemes with confidence appeared first on CPC Drive.

But wondering, which cars are eligible?

With all the offers available and different price points for EVs, it can be hard to find out which cars attract each of the different levels of the grant that the government has made available.

But look no further! We’ve put together a complete list so you don’t have to wonder any more.

Right, let’s jump straight into it:

Attracting the £1,500 EV grant are:

All charging stats are based on Rapid DC Charging

And then achieving the maximum £3,750 EV grant are:

There’s so much choice!

If you’re looking for an affordable electric car, Tusker is here for you every mile of the way – have a look at the hot deals, stock cars and those available to build, today!

Login!

FAQs

What is an EV grant? The UK’s Government brought in a new £650million Electric Car Grant from July 2025 and running until 2029, offering up to £3,750 off new electric cars costing £37k or less. With Tusker, you’re already winning on savings, but with this EV grant now implemented into the scheme, you’re going to be even more impress by the monthly amount of these cars.

What is WLTP? It stands for Worldwide Harmonised Light Vehicle Test Procedure. In other words, it’s a 30-minute lab, “rolling road” test with four speed phases (low, medium, high and extra-high) to simulate more realistic driving conditions and provide more accurate range data to drivers.

*currently NOT quotable on our ‘build your car’ page (correct as of 6^th May 2026)

The post Which Cars on the CPC Drive Scheme Qualify for the UK EV Grant? Full 2026 List appeared first on CPC Drive.

• 27% of employees say EV salary sacrifice makes them stay longer with their employer; 21% are unsure.
• 60% of job seekers would be influenced to apply if a company offers a scheme.
• 96% of EV drivers are satisfied or very satisfied with their vehicle, and just 3% plan to switch back to petrol/diesel for their next car.
• 91% are likely to order their next car through Tusker, and 96% would recommend the scheme to a colleague.

London, UK, 14 October 2025 – Offering electric vehicles (EVs) through salary sacrifice is proving to be a powerful way for organisations to retain staff and attract new talent, according to Tusker’s latest EV Driver Survey 2025.

The research of over 6500 employees found that more than a quarter (27%) of employees with an EV say having access to a salary sacrifice scheme makes them more likely to stay with their current employer, with a further 21% unsure. This finding suggests the benefit could positively influence retention for almost half the workforce.

The appeal is also applicable to jobseekers. Six in ten (60%) jobseekers say the availability of a salary sacrifice car scheme would influence their decision to join a company, highlighting its growing role as a recruitment differentiator.

Tusker’s research also found that drivers who have made the switch are overwhelmingly happy with the decision. Ninety-six per cent of EV drivers say they are satisfied or very satisfied with their vehicle, up from 93% last year, and 73% plan to stay electric for their next car. Only 3% say they would return to a petrol or diesel vehicle.

The sense of commitment is mirrored in how drivers view the scheme itself. Ninety-one per cent say they are likely to order their next car through Tusker, and 96% would recommend the scheme to a colleague, demonstrating how a well-designed benefit can build long-term employee loyalty.

Kit Wisdom, Managing Director at Tusker, said: “EV salary sacrifice schemes are becoming one of the most valuable benefits in the organisational toolkit. Our data shows that when people get access to a new EV through salary sacrifice, it not only gives them access to new cars they might not otherwise be able to afford, but also strengthens their connection with their employer. They stay longer, feel more supported and are more likely to recommend the company to others. In a market where skills are in short supply, that is a competitive advantage.”

Tusker, part of Lloyds Banking Group, has more than 80,000 salary sacrifice cars on the UK’s roads and offers schemes to over 2 million eligible employees across the UK.

The annual Tusker EV Driver Survey paints a picture of the current landscape when it comes to the adoption of EVs in the UK, looking at what people like and what concerns they may have around making the transition. To make the report as insightful as possible, Tusker surveyed 6698 people across three core groups, asking them tailored questions to help gain as much useful information as possible.

These are:

• The general population of drivers who are eligible for, but not currently participating in, a Tusker salary sacrifice car scheme (15% of these already drive an EV) (survey 1)

• Drivers who currently take an EV through the Tusker salary sacrifice car scheme (survey 2)

• Drivers who take a petrol or diesel car through the Tusker salary sacrifice car scheme (survey 3)

Tusker hopes to provide useful insight, as well as outline how employers can help encourage the move to EVs and, ultimately, net-zero.

The post EV perks help retain over a quarter of employees appeared first on CPC Drive.

The grant will apply to EVs with a recommended retail price (RRP) under £37,000. The level of support will be based on the vehicle’s carbon footprint.

• Band 1: Up to £3,750
• Band 2: Up to £1,500

The scheme will be administered by vehicle manufacturers, with no additional paperwork needed from drivers.

We’re working closely with our manufacturer partners to confirm which vehicles will qualify. Once confirmed, eligible vehicles will automatically reflect the discounted pricing on our system. A list of eligible vehicles is expected on the Government’s website in the coming days.

If an order is placed after 16th July and subsequently becomes eligible for the grant, we’ll automatically update the quote and apply the correct grant amount—so drivers won’t miss out.

Please note: this funding is available on a first-come, first-served basis and may be withdrawn at any time by the Government.

Find out more about EVs Use our EV Suitability Tool

The post Government Introduces New EV Grant Scheme appeared first on CPC Drive.

For the first time, EVs have accounted for over 20% of new car registrations for three months in a row. In 2024 alone, 338,314 brand-new fully electric cars have hit the roads, making up 18.7% of the total market share for new cars this year.

Meanwhile, diesel cars are on the decline, dropping to just 6.4% of the market share, with a significant -12.6% change compared to last year.

The start of the EVs

Did you know that electric vehicles started out in the 19^th century Walter Bersey designed and introduced a fleet of battery-powered taxis, by the 1900s electric cars accounted for a third of all vehicles on the road in the US. Thomas Edison began to explore ways to build a better battery utilising technology, whilst Ferdinand Porsche introduced the first ever hybrid vehicle.

Skip a few years ahead, Tesla Motors created the first highway legal series production fully electric car which was first delivered to customers in 2008. This vehicle was also the first to travel more than 200 miles on a single charge.

In 2016, EVs hit the huge global sales milestone of one million fully electric cars and vans. March 2020, we saw Tesla reaching a massive milestone of being the first manufacturer to produce one million electric cars!

At the end of 2020, electric vehicles had only 6.6% out of all new vehicles registered. There were 205,770 electric cars on the road in the UK in 2020, this was just before the pandemic hit when details on the climate crisis became headline news.

EVs and salary sacrifice go hand in hand

Recent reports show a huge increase in EV statistics for 2024. According to ZapMap, there were 2,083,175 plug-in electric cars with over 1,300,000 battery-electric cars and over 740,000 plug-in hybrid vehicles registered in the UK.

Fully electric cars and hybrid cars have both grown substantially, with EV’s becoming a much more popular choice over the past 4 years, with 439,568 and 1.3% of all cars registered in 2020, to 2,028,907 and 6.1% of all cars registered in 2024.

With a salary sacrifice scheme, choosing an electric car has never been more simple and cost-effective. The Benefit in kind (BiK) rates have now been set in the Autumn budget until 2030, with a 1% increase year on year (YOY) between 2025 and 2028, following a 2% increase YOY until 2030, taking out an electric car on the salary sacrifice scheme allows you to drive an electric car whilst benefiting from the low BiK throughout your agreement.

What does the future of EV growth look like?

The interest in electric cars is increasing every year, and this is only set to continue. By 2030, 80% of cars globally sold have to be zero emissions, and the target is 100% by 2035. However, accessing an EV through a salary sacrifice scheme is the most affordable way to access this technology. Choosing an EV on the CPC Drive car benefit scheme allows you to save on national insurance and income tax, alongside the added benefits of insurance, MOT, roadside assistance, breakdown cover and replacement tyres, all included in one monthly amount.

Why are EVs so popular?

We could tell you a whole host of reasons as to why EVs are popular, but why not hear from our EV drivers on their experiences? We have a host of happy stories on the knowledge hub that will give you some insight on life with an EV.

The post Rising popularity of electric vehicles in the UK appeared first on CPC Drive.

A guide to salary sacrifice car schemes. 

The Evolution of Company Car Tax

Historically, company cars were considered a tax-free perk, but this changed with the introduction of Benefit in Kind (BiK) tax, which was applied on a sliding scale. As environmental sustainability became a priority for the UK Government, the tax system evolved to encourage the adoption of low-emission vehicles, discouraging the use of polluting, higher emission cars.

Over time, HMRC’s definition of a low-emission vehicle has changed. From 2002 to 2008, cars emitting 144g/km CO2 or less were considered low emission, with the threshold dropping to 120g/km CO2 from April 2008.

Making the Most of Car Benefit Tax Changes

In 2019, the government made a huge change to this tax. From April 2020-2021, fully electric vehicles saw their BiK rate drop from 16% to 0%. The rate has slowly increased – for 2025 this is 3% and it’ll rise slowly each year until 2030.

Ultra-Low Emission Vehicles (ULEVs) emitting up to 50g/km CO2 also benefit from reduced BiK rates that match EVs for those with an electric range of more than 130 miles.

These tax changes present a valuable opportunity for forward-thinking companies. By adopting a salary sacrifice car scheme, companies can reduce National Insurance (NI) contributions while enabling employees to drive new, green, and affordable cars with significantly lower tax burdens—all for a fixed monthly fee.

How the Company Car Benefit Calculation Works

The UK’s company car benefit system is structured to incentivise low-emission vehicle use. Both employee income tax and employer NICs are calculated based on:

The value of the car multiplied by a percentage determined by the car’s:

1. 1. CO2 emissions
   2. Fuel type
   3. Electric range

This calculation results in the employee’s BiK rate, which is then multiplied by their tax rate of 20%, 40%, or 45%.

For example, a petrol company car emitting 149g/km CO2 would attract a 35% BiK rate from April 2025. For a basic rate taxpayer with a car priced at £20,510, the annual tax would be £1,436 or £120 per month. In contrast, an equivalent electric vehicle with a 3% BiK rate would incur just £123 in annual tax, or about £10 per month.

This favourable tax position makes it feasible for your business to offer electric vehicles (EVs) at a lower cost than comparable petrol or diesel cars, along with ongoing savings in running costs.

Additional Benefits of a Salary Sacrifice Car Scheme

Tax savings are just one aspect of the advantages offered by a salary sacrifice car scheme. By partnering with CPC Drive in collaboration with Tusker, you gain access to a host of benefits:

• Competitive Manufacturer Discounts: Secure great value in a rising market.
• Comprehensive Support Package: Maintenance, servicing, breakdown cover, road tax, insurance, and more are included in the monthly fee.
• Complete Scheme Support: Save time and money with full administrative support.
• Unique Lifestyle Protection: Coverage for unexpected life events like resignation, parental leave, redundancy and long term sickness.
• Accessibility for All Staff: No deposit required, making it easy for everyone to participate, especially basic rate taxpayers.
• Reduced Business Mileage Costs: Lower electricity costs, especially on favourable tariffs, compared to petrol and diesel prices.
• Carbon Offsetting: Boost your company’s green credentials with carbon offsetting for all salary sacrifice cars, whether internal combustion or EV, reducing your overall carbon footprint.

Shifting your company car fleet from internal combustion engines to electric vehicles is an attractive and sustainable move. Collaborating with a car benefit provider who understands the intricacies of tax changes ensures you achieve the best engagement with your scheme, supporting your employee benefit, corporate social responsibility, and cost-saving goals.

The post Are Company Cars still a Good Benefit? A Guide to Salary Sacrifice Car Schemes appeared first on CPC Drive.

1. Extend your Current Car

If you want to keep your car for a bit longer, we can ask your employer if we can extend the agreement (subject to T&Cs in your scheme policy) for 12 months. We need to do this with at least 3 months to go on your current agreement and can only do it once per agreement.

2. Order a New Car

If you’re ready for an upgrade, you can easily order a replacement car through the scheme. Our online portal allows you to browse a wide selection of manufacturers, models, and even customise your car’s specifications and colour. Once you’ve chosen your new car, we handle the rest. We’ll deliver your new vehicle and collect your current one in a seamless key-for-key exchange on the same day. It’s that simple.

3. Buy Your Current Car

If you’ve fallen in love with your current car and don’t want to part with it, you have the option to buy it from CPC Drive. We’ll provide you with a fair market value for your vehicle 90 days before your agreement ends, so you’ll know exactly what it will cost to keep driving the car you love. Just go onto the website and there’s the option to request a quote on your driver homepage.

4. Return Your Car

If you’re not interested in getting a new car or buying your current one, you can simply return it to us at the end of your agreement. We’ve made this process as easy and hassle-free as possible. Below is a handy step-by-step guide to returning your CPC Drive car.

Returning Your Tusker Car

Before we collect your car, one of our trained inspectors will perform an inspection. Inspections occur between 8am and 6pm, and we recommend being around to review the report together.

Here’s what you need to do before the inspection:

• Ensure your car is clean inside and out.
• Have a full set of keys, including the master and spare.
• Provide the locking wheel nut key (if originally supplied).
• Ensure the car has a quarter tank of fuel or a full charge for electric vehicles.

Fair Wear and Tear Guidelines

Your car will be inspected according to the British Vehicle Leasing and Renting Association (BVRLA) fair wear and tear guidelines. This means that normal, everyday usage won’t necessarily count as damage. Acceptable wear and tear includes:

• Small scuffs on alloys within size limits.
• Surface scratches on the paint that don’t go through to the metal.
• Small paintwork chips within acceptable limits.
• However, any damage outside these specifications, such as heavily scuffed alloys, scrapes to the paintwork, or large dents (10mm or more), may result in charges. These costs might be invoiced to your employer.
• For a clearer idea, check out our video that illustrates what’s considered acceptable and unacceptable damage on a vehicle.

What Else Should You Consider?

It’s important to return your car in a roadworthy condition. This means ensuring:

• The car has a valid MOT- if the MOT is due within a month of the vehicle being returned please arrange to have this done before your collection date.
• The tyres are legal, with good tread and no punctures.
• There are no warning lights on the dashboard.

Don’t worry – our salary sacrifice schemes cover replacement tyres, servicing, and maintenance, so you shouldn’t face any additional costs to address these issues before returning your car.

Tusker in partnership with CPC Drive is committed to making the end-of-contract process quick, easy, and straightforward. If you have any questions or need more information, feel free to contact our Customer Service team at 0333 400 2020, or check out our FAQs.

The post What Happens at the End of Your Agreement with CPC Drive? appeared first on CPC Drive.

In the fast-paced environment of the NHS, employee wellbeing is crucial, not only for the staff but also for the quality of patient care. A forward-thinking benefits program can make all the difference, and the implementation of CPC Drive in partnership with Tusker’s car scheme at University Hospitals of Southampton NHS Trust is a prime example of this success.

Offering NHS employees the ability to drive a new car through a salary sacrifice scheme, has supported individuals when they’ve needed it, while supporting the trust’s wider sustainability and financial goals.

The Impact of Tusker and CPC Drive’s Car Scheme on NHS Staff

With over 14,000 employees, UHS faces the challenge of offering benefits that appeal to a diverse workforce with vastly different roles and personal circumstances. Recognising this, the Trust implemented the salary sacrifice car scheme, which provides flexible term options on a wide variety of cars, including electric and hybrid models. This flexibility has proven crucial, as the Trust seeks to ensure that each staff member can find a solution tailored to their needs.

“Not every benefit suits everyone,” Sophie Limb, HR Project Manager, comments, “but the important thing is choice. We believe in offering a wide array of options that can improve staff well-being in some meaningful way—whether that’s physical, emotional, financial, or environmental. CPC Drive and Tusker fits into that perfectly.”

Environmental and Financial Gains

One of the key successes of the scheme is its alignment with both the Trust’s sustainability goals and the individual aspirations of its staff. To date, the scheme has put 545 cars on the road, the majority of which are electric or hybrid models, offsetting over 2,500 tonnes of carbon.

For the employees, the car scheme offers an appealing way to align personal sustainability goals with work benefits. With options to choose two, three, or fouryear agreements, employees can select a term that fits their lifestyle and financial situation, making it easier for them to make the switch to greener vehicles. This also contributes to a reduction in emissions across the board.

At the same time, the financial savings afforded by the scheme—thanks to tax and National Insurance contributions reductions—are significant, allowing staff to save money while driving a new, fully maintained vehicle. The savings the Trust is able to make in NI and pension contributions helps the Trust allocate more resources toward patient care, demonstrating the wider positive impact of the scheme.

Streamlined Operations and Support

The success of the scheme can also be attributed to the highly organised approach taken by the Trust’s administrative and finance teams. Their team handles queries and approvals for the car scheme, ensuring that employees receive quick responses. Complex cases, such as when junior doctors are on short-term contracts and therefore are unsure about their eligibility, are escalated and handled efficiently to ensure fairness and access for all eligible staff.

“Our finance and payroll teams are incredibly proactive. They double and triple check salary sacrifice contributions, ensuring everything runs smoothly,” Sophie explains. “This level of attention makes the scheme a seamless experience for our staff.”

Accessible Communication and Engagement

The Trust has also worked hard to ensure that staff members are aware of the scheme and how to access it. Posters in high-traffic areas like car parks and departments, as well as information on the trust’s intranet, help to reach a wide audience. For employees not regularly using a computer, the Trust promotes the scheme through workplace forums and events, including an annual wellbeing day where CPD Drive and Tusker representatives are available to answer questions in person.

“Word of mouth is also a big driver,” Sophie shared. “When employees have a good experience with the scheme, they tell their colleagues, and that helps us reach even more people.”

A Holistic Approach to Employee Wellbeing

At the heart of the Trust’s success with the CPC Drive and Tusker car scheme is a holistic approach to employee wellbeing. The scheme is not just about financial savings; it’s about offering flexibility and support when employees need it most. Whether it’s helping an employee replace a car after an accident or assisting a junior doctor with a temporary contract, the Trust’s administration team works to ensure that the scheme benefits all those who can use it.

“We view the scheme as a way to support our employees in times of need, but it’s also a part of the wider support system we offer through our benefits program,” Sophie said. “It’s there when employees need it, and that’s what makes it such a valuable part of our rewards strategy.”

Looking Forward: A Continuing Partnership

The partnership between Tusker, CPC Drive and UHS NHS Trust continues to grow, with both sides committed to increasing engagement and expanding the scheme’s impact. The Trust sees the car scheme as a crucial part of its overall benefits package, contributing not only to employee satisfaction but also to the organisation’s long-term sustainability and financial goals. The car scheme was also part of the Trust’s winning submission at the Employee Benefits Awards in 2024.

By making green travel affordable, accessible, and tailored to individual needs, Tusker and CPC Drive are helping NHS employees, while driving positive change for the Trust. As the Trust continues to save money and reduce its carbon footprint, it can reinvest those resources in improving patient care, making the program a win for everyone involved.

Key Information
Date of launch: October 2015
Eligible employees: 8,397
Accounts created: 7,514
*correct as of October 2024

The post Customer stories: University Hospital Southampton NHS Foundation Trust appeared first on CPC Drive.