Customer stories: University Hospital Southampton NHS Foundation Trust

Supporting NHS Staff and Patients through CPC Drive and Tusker’s Car Scheme

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