If they’re Googling it, the message isn’t clear enough

People are Googling a lot of questions about SAYE.

The good news is this means they're engaged – they’re interested in the plan and want to understand how it works.

The bad news is, if they’re asking Google basic questions, it means your communications probably aren’t giving them the answers they need.

It’s not that employees don’t care. It’s that they’re unsure. Unsure if they can afford it, unsure if they’ll be around long enough, unsure if it’s worth it.

Here are six of the most common searches:

• What is SAYE?
• Can I withdraw from my SAYE early?
• Is SAYE worth it?
• How much can I save?
• Do you pay Capital Gains Tax on SAYE?
• What happens at maturity?
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These aren’t niche queries. They’re fundamental questions your communications can and should be answering.

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When the information doesn’t land, people look elsewhere

Employees who turn to Google clearly need a better explanation of how the plan works and what it means for them. If people feel unsure, they often don’t ask – they search.

SAYE is a great benefit. But people need to understand it to make the most of it.

If employees don’t fully understand their options, you can end up with lower take-up, hesitancy at launch, or confusion at maturity. They may miss deadlines or make rushed decisions – and questions often come too late to help.

A plan like SAYE is meant to reward long-term commitment. But that only works if employees feel confident from day one.

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Maturity deserves more attention

There’s often a lot of focus on launch – but maturities are just as important. For employees, this is where things get real. And if the support isn’t there, they can end up making decisions without understanding the consequences.

We regularly see people:

• Triggering unexpected Capital Gains Tax liabilities
• Missing the deadline to transfer shares into an ISA
• Selling shares without knowing they had other options

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This isn’t just a tax issue. It’s a wellbeing issue – and one that can lead to avoidable stress or regret.

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Strong comms make a real difference

Good communication doesn’t mean sending more information. It means making things clearer, more relevant, and easier to act on.

A few ways to do that:

• Keep it human - Use plain language and real-world examples. “Save £100 a month for 5 years – here’s how that could play out” lands better than a table of figures.
• Help people explore outcomes - A calculator lets employees model potential returns based on their savings amount, the option price, and any future share price increase. That makes it feel personal, not theoretical.
• Go digital-first - Microsites are more effective than PDFs. They’re mobile-friendly, accessible, and easier to update. Short videos also work well for key concepts and walkthroughs.
• Keep the conversation going - A launch email is just the start. Timely nudges, reminders and maturity comms are what keep people informed and engaged throughout the plan lifecycle.

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Now’s the time to get ahead

Many companies run SAYE launches or maturities in the autumn. That makes summer the ideal time to review what’s working, fill in any gaps, and plan for a smoother experience this year – both for new joiners and those coming up to maturity.

You’ll give yourself more room to get it right. You’ll reduce last-minute questions. And most importantly, you’ll help people feel confident in the choices they’re making.

How RewardPro can help

Communicating share plans is our bread and butter.

We help companies explain complex benefits like SAYE in a way people actually understand. That might be through explainer videos, calculators, mobile-optimised microsites, tailored emails or simple visual guides. We work with you to shape the right message and deliver it in a way that fits your culture and audience.

And we support the entire journey – launches, maturities and everything in between – because good communication shouldn’t stop after sign-up.

If this autumn is a key moment for your plan, now’s a great time to start.

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Final thought

If people are Googling your share plan, that’s a sign something could be clearer. But the good news is, it’s fixable.

When employees understand the value of what’s on offer, take-up improves, confidence grows – and the plan delivers more impact. That’s what great communication unlocks.

Your share plans are more than just benefits – they’re opportunities to share in the success of your organisation. By making them accessible, relatable, and engaging, you build stronger employee bonds that benefit both your people and your business.

If you’d like to chat about your goals for your SAYE plan and how we can help you achieve them, please drop us a line.

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