Fuel Crisis: Help Staff Commute Sustainably and Affordably

The Impact of Rising Commuting Costs

Recent data highlights a clear shift in the cost of commuting. Fuel prices have returned to levels not seen since 2022, increasing the cost of everyday travel for many employees. This has a direct impact on disposable income and influences how often and how far people are willing to travel for work.

As a result, commuting behaviour is beginning to change. In a recent Mobilityways survey of 894 UK commuters, nearly half reported that rising fuel costs are affecting their journey to work. Employees are reassessing how frequently they travel, with some exploring alternative modes or locations.

At the same time, expectations of employers are evolving. 48% of respondents said they want more support from their organisation to adopt sustainable commuting, up from 42% the previous year. This reflects a growing expectation for employers to play a more active role in addressing commuting challenges.

There are also early signs of modal shift. 42% of respondents said the fuel crisis has made them view electric vehicles more positively, with several already purchasing an EV or e-bike in response to rising costs. This suggests that financial pressures are already influencing travel decisions.

Cycle-to-Work Schemes

Cycle-to-work schemes offer a practical, low-cost way to support employees facing rising commuting costs. For staff, the benefit is immediate. Salary sacrifice reduces the upfront cost of bikes and equipment, making cycling a more affordable and realistic option for everyday travel.

We estimate there’s about a thousand-pound saving per year for people switching to cycling

For employers, these schemes can support employee wellbeing and engagement, while also supporting a shift towards lower-emission commuting.

Jamie highlighted how platforms such as DASH Ride have evolved beyond traditional models, which were typically delivered through voucher-based systems that could be restrictive and difficult to navigate. Newer approaches, including flexible subscriptions and access to bike-share providers, are helping to open up cycling to a wider group of employees.

Top Tip: Uptake is highest when schemes are simple, visible, and available year‑round. This helps ensure more employees can take advantage of it when it is most relevant to them.

EV Salary Sacrifice

Cycling and EV salary sacrifice schemes can complement each other, with EVs offering a practical option for employees in situations where cycling may not be suitable.

For staff, the core benefit is cost predictability. By combining vehicle costs, insurance, and maintenance into a single monthly payment, EV schemes reduce exposure to fluctuating fuel prices and provide greater certainty over commuting costs.

Salary sacrifice isn’t just a perk for your employees, it’s protection against the fuel crisis

From an employer perspective, EV schemes can support both financial well-being and sustainability objectives. They offer a clear route to reducing commuting emissions while also providing a benefit increasingly valued by employees.

Andy also highlighted how Octopus EV has developed its offering to reduce barriers to adoption. This includes fully bundled packages, support for home charging where possible, and public charging options for those without off-street parking.

Top Tip: To maximise impact, EV schemes should be positioned clearly within the wider benefits offer. Employees need to understand how the scheme works in practice, what it costs, and how it fits their individual circumstances.

The Way Forward

As rising fuel costs continue to influence behaviour, there is a growing opportunity to introduce solutions that meet both employee needs and organisational goals. Salary sacrifice schemes for cycling and electric vehicles offer a practical route forward, enabling lower‑cost, lower‑emission travel.

To maximise impact, these schemes must be simple to access, clearly communicated, and positioned as a core part of the wider benefits strategy.

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