High Speed Training aligns its health benefits with employee needs by asking its workforce what they would like to see, as reported by Employee Benefits, giving HR and reward teams a worked example of using focus groups and utilisation data to shape provision. 

High Speed Training is a UK-based e-learning provider operating in the compliance sector, headquartered in Ilkley and wholly employee owned since 2023, with 117 employees, according to Employee Benefits and the company’s own announcement. Financial figures are not publicly available.

The strategic logic is asking before buying. According to Employee Benefits, the firm ran focus groups with each team in 2023 to understand what employees valued, what they were not using and where the gaps were.

The groups showed employees wanted benefits that ease everyday household costs, so the firm introduced a dental cash plan and a health cash plan for routine expenses, according to Employee Benefits.

Jenny Wells, HR director at High Speed Training, said, as reported by Employee Benefits: “Because we’re remote-first, wellbeing also means making homeworking healthy and sustainable.”

New starters receive a £600 (€696) home office allowance, followed by an annual £400 (€464) working-from-home allowance, according to Wells.

The firm has nine mental health champions and two menopause champions, and as an accredited menopause-friendly employer hosts quarterly menopause cafes open to all employees, according to Employee Benefits.

In 2025 it changed Friday operating hours to 9am to 3pm for a month during the summer, and after feedback showed a significant effect on wellbeing, it extended the trial to two months in 2026, according to Employee Benefits.

The structural driver is employee ownership. Wells said trustees meet quarterly under the firm’s 2023 employee ownership trust, with wellbeing, engagement and absence indicators informing discussion.

Wells said, as reported by Employee Benefits: “Combining hard usage data with what people tell us gives us confidence that our benefits are making a real difference.”

For the sector, the case shows an employee-owned employer using focus groups, utilisation data and a wellbeing survey measure to decide which benefits to keep, according to Employee Benefits.