"Be generous with benefits" seems like a good policy in general, but should be optimized for employee #1 (and the next few).
I wouldn't feel a need to get excellent healthcare for my first few employees if they have existing good insurance on their own (I plan to keep my $100/mo HSA plan indefinitely), but I value a $10k equipment budget and basically unlimited Amazon book ordering more than they cost to provide, I'd value a place to receive packages during the day, including cases of ammo, far more than the cost to provide that. If you are a tiny startup, don't just do cookie cutter benefits, pick benefits your current and prospective employees would particularly value.
I'm not sure about spending a marginal dollar on benefits vs salary.
Well you dont have to worry about heathcare as the NHS takes care of that.
Incorporating is quick. Taxes are simpler than the states theres only one sales tax, one income tax and none of this complex mixture of 52 state taxes.
BUPA is pretty cheap (maybe 1/5 of a US health policy if healthy and young down to 1/25 or less if you have pre-existing conditions) because it's just an add-on to NHS.
But not in the context of a startup which is the context I was talking about your right a lot of the big firms on the FTSE will offer BUPA or somthing similar.
I wouldn't feel a need to get excellent healthcare for my first few employees if they have existing good insurance on their own (I plan to keep my $100/mo HSA plan indefinitely), but I value a $10k equipment budget and basically unlimited Amazon book ordering more than they cost to provide, I'd value a place to receive packages during the day, including cases of ammo, far more than the cost to provide that. If you are a tiny startup, don't just do cookie cutter benefits, pick benefits your current and prospective employees would particularly value.
I'm not sure about spending a marginal dollar on benefits vs salary.