What stops people joining SAYE – and how to fix it

When employees don’t sign up to your SAYE plan, it’s easy to assume they’re not interested.

But more often than not, they just aren’t sure what it is, how it works, or whether it’s really for them.

We’ve supported plenty of SAYE launches over the years, and seen plenty of data too. The same hesitations come up again and again. The good news is: most of them are entirely fixable – with clear, confident, and well-timed communication.

Here are six of the most common blockers we see – and what to do about them.

1. “I don’t understand it”

This is the big one. SAYE can feel like a bit of a black box, especially for employees who’ve never dealt with shares before. If the materials are full of jargon, or too light on real-world examples, people will tune out.

What helps:

• Use plain language and visuals to explain the journey from saving to maturity.
• Keep it short and build in layers – intro first, details later.
• Include a calculator so people can model and understand their own potential returns.
• Take a multi-channel approach, to make sure you reach everyone. Make sure you include more engaging channels like video – remember people consume information in different ways.

2. “I’m worried I’ll lose my money”

When people hear the word shares – ShareSave, share plan etc. – they naturally think their money is at risk, and if the market drops, they’ll be out of pocket. In reality of course, they’re saving each month, and the decision to buy shares comes later.

What helps:

• Reassure people they can always take their savings back at the end, with bonus or interest – don’t hide this in the FAQs.
• Show both scenarios: “If the share price rises, you can buy at a discount. If it doesn’t, you get your money back”.
• Address this clearly in FAQs and early communications.

3. “I’m not sure I can afford it”

Money is tight for a lot of people right now, and SAYE isn’t a small ask – it’s a regular deduction from take-home pay.

For some people this means SAYE isn’t right for them, and your communications are all about helping people make an informed decision. But many employees don’t realise how flexible the plan is, and miss out on joining as a result.

What helps:

• Emphasise that people can save as little as £5 or £10 a month.
• Use a calculator to show what even modest savings could add up to over time.
• Mention that you can stop saving if circumstances change, pause payments if you need to, and take your money back whenever you like.

4. “I don’t see the point”

Sometimes, the barrier isn’t confusion – it’s apathy. Especially among younger employees, SAYE can feel like something for “other people”. If they don’t understand the value or can’t picture a real outcome, they’re unlikely to act.

What helps:

• Share examples based on typical salaries and saving levels.
• Include stories from previous participants – especially early-career colleagues.
• Show how SAYE fits into bigger goals: saving for a house, a car, a holiday, or a financial cushion.

5. “I’ll look at it later…”

Procrastination is powerful. When the enrolment window opens, people skim the email, tell themselves they’ll read it properly later, and... don’t.

What helps:

• Create a campaign, not just a launch pack – with multiple nudges over a few weeks.
• Make the comms visually engaging and easy to act on.
• Send well-timed reminders: one in the middle, one as the deadline approaches, and one on the final day.
• Keep the call to action low-pressure: “Take five minutes to see if it’s right for you”.

6. “I won’t be here in 3 or 5 years”

Plenty of employees assume they’ll leave the business before the plan matures – especially if they’re early in their career or not feeling rooted in their role. That assumption often stops them joining in the first place.

But in practice, people stay longer than they think.

• The average UK employee stays in a role for 3.7 years, and in many industries (like manufacturing or construction), it’s longer.
• Nearly 80% of workers say they plan to stay with their employer for at least the next two years at least.

Even if someone does leave, SAYE still offers value. They’ll always get their savings back – and if they’re a ‘good leaver’ (e.g. redundancy, retirement), they may still be able to buy shares.

What helps:

• Be clear on what happens if someone leaves – and the difference between good and bad leavers.
• Reassure them it’s not a lock-in – they’re in control throughout.
• Emphasise the upside if they do stay (which they probably will).

Final thought

SAYE is a generous benefit. But that doesn’t mean people will instinctively get it – or go for it.

When you understand what’s holding people back, you can start designing communications that actually move the needle. Less noise. More clarity. Better decisions.

And if you’ve got a launch coming this autumn, now’s a great time to start shaping the message.

How RewardPro can help

We help companies get more from their share plans by making the communications clearer, simpler and more human.

That could mean:

• A branded microsite to house everything in one mobile-friendly place
• A short video to bring the story to life
• A calculator to show employees what SAYE could mean for them
• A full communications campaign – launch, reminders and maturity – designed to fit your culture and tone

We’ll help you engage employees, answer their questions before they have to ask them, and make your plan feel like a benefit, not a burden.

If you’ve got a plan launching this autumn, let's talk now.

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