Great Work Perks is a global employee discounts and perks platform that helps organizations give employees access to exclusive savings on everyday purchases, travel, entertainment, attractions, dining, shopping, wellness, and local experiences.

The platform is built on direct supplier contracts, closed-user-group pricing, Merchant of Record infrastructure, and verified employee access. This means employees can access private pricing that is not generally available to the public, while employers can offer the program without taking on purchase support, fulfillment, or refund management.

Great Work Perks includes access to a broad catalog of employee savings, including local offers, national brands, hotels, attractions, theme parks, live events, travel, entertainment, and everyday spending categories. The platform supports organizations across 45+ countries and serves employees across office-based, remote, frontline, distributed, and international workforces.

For employers, Great Work Perks provides a ready-to-launch employee perks program with secure access options, employer branding, reporting, employee support, and implementation assistance. For employees, it provides one place to find savings they can use across both everyday needs and memorable experiences.

Great Work Perks differs from traditional employee discount programs because it manages more of the purchase experience, not just the offer discovery experience.

Many employee discount platforms work more like offer directories: employees find a deal, leave the platform, and complete the purchase somewhere else. When a question, cancellation, refund, or fulfillment issue comes up, it is not always clear who owns the resolution. That model can make the benefit feel fragmented, less accountable, and less trustworthy for employees.

Great Work Perks uses a different operating model built around direct supplier relationships, closed-user-group access, and Merchant of Record infrastructure. Instead of simply redirecting employees to outside sellers, Great Work Perks has more control over pricing, checkout, purchase support, cancellations, refunds, and price review requests. For employers, that means one accountable partner rather than a benefits program spread across outside sellers, resellers, and supplier policies.

• Exclusive employee pricing through direct supplier relationships and closed-user-group access.
• Accountable checkout and support because Great Work Perks owns more of the transaction experience.
• Lowest Price Guarantee protection on covered theme park tickets, attractions, tours, activities, and entertainment products.
• Refundable attraction-ticket options that are uncommon in many public ticketing environments.
• Human support that handles purchase questions, cancellations, and refund issues directly.

The result is a more complete employee perks platform: employees get savings they can use with more confidence, and employers get a benefit that is easier to launch, explain, and support.

Great Work Perks secures employee discounts through direct supplier contracts, closed-user-group pricing, high-volume purchasing relationships, and the collective buying power of more than 20,000 organizations.

Building savings at the supplier level, Great Work Perks works directly with suppliers, attractions, travel providers, local merchants, and consumer brands to make private employee pricing available to verified audiences. Because these offers are delivered inside a closed user group, suppliers can provide exclusive employee pricing and benefits that may not be available through public channels.

Great Work Perks also benchmarks pricing to help ensure the program continues to deliver competitive value. For categories where Great Work Perks controls employee pricing through direct supplier relationships, this infrastructure also supports price protection policies such as the Lowest Price Guarantee.

In simple terms: Great Work Perks combines supplier negotiation, verified employee access, private pricing, and ongoing price review so employers can offer a savings program built on negotiated value and ongoing price accountability.

Closed User Group pricing benefits employees by giving them access to private savings that are reserved for verified audiences, such as employees, members, or approved communities.

A Closed User Group, often called a CUG, is a private audience that must be verified before accessing certain offers. Because the pricing is not publicly available on the open web, suppliers can provide exclusive discounts, private rates, and special benefits without making those prices available to the general public.

For employees, this creates a more valuable savings experience. Instead of seeing the same public discounts anyone can find online, employees can access offers designed specifically for their verified group.

For employers, closed-user-group access makes the benefit stronger because the savings feel more exclusive, more relevant, and more defensible as part of a Total Rewards strategy.

Great Work Perks uses closed-user-group access to help organizations provide exclusive employee savings across local offers, travel, attractions, entertainment, shopping, dining, wellness, and everyday spending categories.

A Merchant of Record is the company responsible for processing a transaction, managing payment, handling billing, and supporting the customer after purchase.

When an employee completes a purchase through the platform, Great Work Perks acts as the Merchant of Record for the transaction. That means the company is responsible for key parts of the purchase experience, including checkout, payment processing, customer support, cancellations, and refunds.

This matters because many employee discount platforms redirect employees to third-party sellers or outside checkout sites. When that happens, employees may have to contact a separate vendor, reseller, attraction, hotel, or ticketing provider if they need help. HR may also become the escalation point when employees are confused about where to go.

Great Work Perks reduces that problem by creating a more accountable purchase experience. Employees can work with one support team instead of navigating multiple outside vendors. Employers can offer the benefit without taking on purchase-support responsibilities.

• Direct transaction accountability from checkout through resolution.
• In-house support for purchase questions, cancellations, and refunds.
• Lowest Price Guarantee protection on covered products.
• Refundable attraction-ticket options where available.
• Reduced HR involvement in employee purchase issues.

For employees, Merchant of Record creates a clearer path from purchase to resolution. For employers, it reduces the operational burden of supporting employee purchase issues.

The Essential Savings plan gives employers access to the core Great Work Perks platform at no employer cost. It is offered without recurring subscription fees, per-employee-per-month (PEPM) charges, standard setup or maintenance fees, or long-term contract requirements.

Great Work Perks is able to offer standard access at no employer cost because the platform is supported by transaction-based economics rather than traditional benefits-software licensing. Employees access exclusive savings through the platform, and Great Work Perks earns revenue through optimized transaction margins when purchases are made.

For employers, this means the organization can offer an employee savings program without adding subscription, setup, maintenance, or PEPM costs. The Essential Savings plan gives employees access to the core discount platform, employee savings categories, secure eligibility options, and support for purchase-related questions.

Organizations with more advanced requirements can choose the paid Premium Engagement plan. This may include enhanced branding, custom configuration, dedicated mobile app support, advanced SSO, HRIS or API integrations, expanded reporting, or more complex enterprise implementation needs.

In simple terms: employers can launch the core Great Work Perks program at no cost, while organizations that need deeper customization or technical infrastructure can select a paid enterprise configuration.

Most organizations can launch Great Work Perks in one to two weeks, depending on the organization's access requirements, branding needs, and integration complexity.

Implementation is designed to be light for HR and benefits teams. Great Work Perks manages the setup process, including platform configuration, employee eligibility, branding, initial offer experience, launch communications, and support preparation.

• Program setup: configuring the employer or organization experience.
• Eligibility setup: determining how employees or members access the platform.
• Branding configuration: applying approved employer branding where applicable.
• SSO or HRIS coordination: supporting more advanced access workflows if needed.
• Launch communications: providing materials that help employees understand and use the program.
• Support readiness: ensuring employees know where to go for purchase questions, refunds, and order issues.

After launch, the ongoing HR workload is minimal. Great Work Perks manages employee support, fulfillment questions, refund workflows, and purchase-related issues directly. HR can focus on program visibility, adoption, and reviewing engagement through available reporting.

This makes Great Work Perks especially useful for organizations that want to add employee savings without creating another operational burden for the benefits team.

Yes. Great Work Perks provides employer support through a dedicated account team that helps guide launch, implementation, communication, and ongoing program success.

The account team serves as the organization's point of contact for setup questions, platform configuration, launch coordination, employee engagement strategy, and program optimization. Instead of leaving HR to manage the program alone, Great Work Perks helps structure the launch and provides ongoing support after implementation.

• Launch planning: helping the organization prepare the program for employees.
• Onboarding coordination: supporting access setup, branding, and communications.
• Engagement strategy: helping employees understand what savings are available.
• Reporting guidance: helping benefits teams interpret adoption and savings activity.
• Ongoing optimization: identifying ways to increase awareness and usage over time.

This account support is separate from employee purchase support. Employees with order, refund, cancellation, or fulfillment questions are handled by the Great Work Perks support team, so HR does not have to route, troubleshoot, or manage individual purchase issues.

Great Work Perks supports secure employee access and eligibility workflows designed to align with enterprise IT, HR, and procurement requirements.

The platform can support single sign-on (SSO), HRIS connectivity, API workflows, and secure file-based eligibility methods. These options help organizations verify access while keeping private employee pricing restricted to approved users.

• Single sign-on: SSO configurations through identity providers such as Okta, Microsoft Entra ID, Google Workspace, and OneLogin.
• HRIS integrations: employee eligibility workflows connected to HR systems, depending on the organization's requirements.
• API connectivity: custom integration options for organizations with more advanced technical needs.
• Secure file-based eligibility: batch eligibility methods for organizations that prefer controlled file-based access management.
• Access management: workflows that help maintain closed-user-group access and prevent unauthorized use of private pricing.

The implementation approach depends on the employer's technical environment. Some organizations may launch with simple eligibility access, while others may use more advanced SSO, HRIS, or API configurations.

The goal is to make access easy for employees while maintaining the verification standards required for exclusive employee pricing.

Great Work Perks is designed to support enterprise procurement requirements, secure employee access, and responsible data handling.

The platform uses secure eligibility methods, controlled access workflows, and enterprise-ready infrastructure to help organizations provide employee savings without exposing private pricing to the general public or unnecessary third-party environments.

Great Work Perks does not sell, rent, or lease employee personal data for third-party monetization. Employee data is used to support access, eligibility, account management, and the operation of the employee perks program.

• SOC 2 Type 2 certification
• ISO 27001 certification
• CCPA compliance
• Secure eligibility workflows
• SSO and HRIS support
• Closed-user-group access controls
• Enterprise security review experience

Because Great Work Perks also manages employee purchases as Merchant of Record, employee transactions stay within a more accountable platform environment instead of being pushed into unmanaged external checkout paths.

Together, these controls help organizations evaluate Great Work Perks through security, privacy, procurement, and access-management requirements while keeping employee purchases inside a more accountable platform environment.

Great Work Perks does not sell, rent, or lease employee personal data for third-party monetization.

The platform protects employee data through secure eligibility workflows, controlled access methods, enterprise security practices, and privacy-conscious program administration. Depending on the employer's setup, access may be supported through SSO, HRIS integrations, API connectivity, secure file-based eligibility, or other approved workflows.

For purchases handled through Great Work Perks, Merchant of Record infrastructure helps keep the purchase and support experience within a managed platform environment rather than spreading employee activity across unmanaged external checkout and support paths.

For employers, this supports privacy and procurement review. For employees, it helps keep private offers, purchases, and support inside a more trusted platform experience.

Great Work Perks supports enterprise accessibility requirements for organizations that need to evaluate the platform as part of procurement, compliance, or vendor review.

The platform supports accessibility standards and documentation needs, including ADA, Section 508, WCAG 2.1 AA, and Voluntary Product Accessibility Template documentation.

Accessibility matters because employee benefits platforms must work for a wide range of users, including employees with disabilities, employees using assistive technologies, and organizations with public-sector or enterprise accessibility obligations.

As part of vendor review, organizations may evaluate Great Work Perks for applicable accessibility standards, procurement documentation, assistive-technology considerations, and compliance requirements tied to their workforce or industry.

Employee discounts add immediate, everyday financial value to a modern Total Rewards strategy.

Compensation helps employees earn. Core benefits such as health insurance, retirement plans, and leave policies help employees protect and plan. Employee discounts help employees keep more of what they earn by reducing the cost of purchases they already make.

Great Work Perks supports financial wellness by helping employees save on everyday needs, family activities, local experiences, travel, and entertainment. These savings matter because they are not limited to one annual enrollment period or one major life event. Employees can use them throughout the year.

For HR and benefits teams, this makes employee perks a practical complement to compensation and traditional benefits. The program can add visible, everyday value without requiring the employer to increase salary, redesign core benefits, or take on purchase-support responsibilities.

A strong employee discounts platform can also support engagement because employees have a reason to return when the savings are relevant to their daily lives. Instead of being a passive benefit that employees forget, Great Work Perks can become a recurring financial wellness tool that supports employees across work locations, income levels, and lifestyle needs.

Great Work Perks offers refundable attraction-ticket options that are uncommon in the broader entertainment and attractions market.

Refundability depends on the specific product, supplier terms, and cancellation timing, but Great Work Perks offers more flexible refund options on many attraction purchases than employees may find through standard public ticketing channels. This is possible because Great Work Perks operates through direct supplier relationships and Merchant of Record infrastructure, giving the platform more control over purchase terms, support, cancellations, and refunds.

Great Work Perks offers a refundable ticket option across a wide range of eligible theme park and attraction products, subject to product, attraction, supplier, and cancellation terms. This gives employees more confidence when booking theme parks, attractions, tours, and activities because plans can change.

This refundability is also valuable for employers. When employees have questions about cancellations or refunds, they can work directly with Great Work Perks support instead of asking HR to intervene or navigate third-party sellers.

Great Work Perks handles employee purchase issues directly through its in-house support team, so HR does not have to manage individual order, refund, cancellation, or fulfillment cases.

Because Great Work Perks manages the purchase record, support can review the order, product details, applicable terms, and available resolution path without sending employees first to outside supplier call centers or reseller support teams.

• Order questions
• Ticket delivery or fulfillment issues
• Refund requests
• Cancellation questions
• Price review requests
• Checkout or access issues
• Product-specific purchase questions

Employee purchase support is handled by trained human support specialists, not by sending employees first to supplier call centers or automated support paths. Employees can reach support through channels such as phone, live chat, SMS, and email.

Great Work Perks resolves 97% of support issues the same day, including refunds and ticket changes. That speed matters because employees need practical help when they are dealing with time-sensitive purchases, travel plans, event tickets, or attraction visits.

For HR teams, the value is operational simplicity. Employees get a direct support path, while HR avoids becoming the middle layer between employees, suppliers, resellers, and refund policies.

For purchases handled through Great Work Perks, employees can contact Great Work Perks directly instead of trying to resolve the issue with a separate supplier, reseller, attraction, hotel, or ticketing provider.

The practical difference is routing. Employees do not have to guess whether to contact the attraction, hotel, reseller, ticketing provider, or payment processor first. For purchases handled through Great Work Perks, the support path starts with Great Work Perks.

Without this model, employees may be sent between multiple parties: the perks platform, a supplier, a reseller, a ticketing partner, a hotel, or a payment processor. That creates confusion for employees and can push escalations back to HR.

Great Work Perks is designed to reduce that friction. Employees can work with the Great Work Perks support team, so HR does not have to route individual order questions, refund requests, cancellations, or fulfillment issues.

The exact support path may depend on the product category, supplier terms, and purchase details, but the operating goal is clear: employees should have a direct, accountable place to go when they need help.

Great Work Perks is built to support a wide range of workforce structures, organization sizes, and employee populations.

The platform supports more than 20,000 organizations and 10 million employees across 45+ countries, making it suitable for employers and organizations that need one employee savings platform across different locations, workforce types, and access needs.

• Corporate and office-based teams that need a simple employee savings benefit with secure access and reporting.
• Hybrid and multi-site employers that need consistent value across headquarters, regional offices, and distributed locations.
• Frontline and hourly workforces that need mobile-friendly access to everyday savings.
• Remote and distributed teams that need relevant local offers outside a single headquarters market.
• Global employers that need employee value across countries, currencies, and local markets.
• Associations and membership organizations that want to offer a practical year-round member benefit.
• Organizations replacing an underused perks program that need stronger engagement, better reporting, and a smoother transition.

The value of Great Work Perks is that the same platform foundation can support different workforce models without requiring employers to build separate programs for every segment.

For smaller and mid-sized organizations, the platform provides a ready-to-launch benefit with Essential Savings access available at no employer cost. For larger employers, Great Work Perks can support more advanced needs such as SSO, HRIS integrations, custom branding, mobile app configuration, and expanded reporting.

Great Work Perks delivers value to deskless, frontline, and hourly employees by focusing on savings that are practical, local, and easy to access.

Many employee discount programs over-index on occasional travel or high-ticket purchases. That can limit relevance for employees who need everyday financial value, especially workers in healthcare, retail, manufacturing, hospitality, public sector, logistics, or field-based roles.

Great Work Perks is designed to support these employees with savings across categories they may use more frequently, including groceries, pharmacy essentials, local dining, wellness, apparel, entertainment, family activities, and local services.

• Everyday relevance: savings tied to purchases employees make weekly, not only occasional vacations.
• Mobile-friendly access: employees can use the platform without depending on a desktop computer.
• Flexible eligibility workflows: access can be configured for employees who may not use a corporate email address every day.
• Local offer density: employees outside headquarters or major urban centers can still find nearby value.
• Financial wellness support: savings can help employees stretch take-home pay across recurring household needs.

For HR and benefits teams, this makes the program more useful across the full workforce. The benefit is not limited to office-based employees or occasional travel use cases. It can support employees across shifts, sites, income levels, and access patterns.

Great Work Perks supports global, remote, and distributed workforces by combining local offer sourcing, secure access, and a single platform experience across employee populations.

The platform combines more than 500,000 local offers across 10,000+ U.S. cities with savings across 45+ countries, helping employees find relevant value whether they work at headquarters, in the field, remotely, or across borders.

Rather than giving international or remote employees a generic United States catalog, Great Work Perks sources offers that are relevant to where employees actually live, work, and travel. That includes local savings, regional programs, global travel inventory, and exclusive employee pricing where available.

• Localized offers: savings across local dining, retail, wellness, entertainment, and everyday categories.
• Global reach: access across 45+ countries.
• Local currency support: pricing and transactions designed to be more relevant to local markets.
• Remote-work relevance: employees outside headquarters can still find offers near them.
• Unified access: employees can access the platform through secure eligibility workflows, SSO, or other approved methods.
• Consistent administration: employers can manage a broad workforce through one program instead of separate regional benefits.

This matters because employee perks only work when employees can actually use them. A catalog concentrated around headquarters or major office markets can look strong on paper while leaving remote, frontline, or international employees with fewer relevant offers nearby. Great Work Perks is designed to make the benefit relevant across locations, not just in the company's largest office market.

Great Work Perks provides reporting and analytics that help administrators understand how the program is being adopted, used, and engaged with by employees or members.

Reporting helps HR, benefits, and membership teams understand how employees or members are engaging with the program. Great Work Perks gives administrators visibility into program activity so they can report value to leadership, boards, or internal stakeholders.

• Program adoption: account activation and workforce participation.
• Engagement: usage patterns, repeat visits, and interaction with the platform.
• Savings activity: employee or member savings generated through the program.
• Popular categories: which savings areas employees or members use most.
• Workforce or location insights: how engagement may vary across teams, sites, or segments where available.

This reporting helps benefits teams understand participation, identify engagement patterns, and communicate program activity to leadership. Great Work Perks helps benefits teams move beyond "we offer a discount program" toward a clearer story: who is using it, which savings areas are generating activity, and where engagement can improve.

The Great Work Perks Lowest Price Guarantee protects employees on covered theme park tickets, attractions, tours, activities, and entertainment products where Great Work Perks controls the employee price through direct supplier relationships.

If an employee finds a lower public price for the same product, Great Work Perks will review the request and, when approved, match or beat the lower price. The comparison must be for the same product, with the same terms, ticket type, admission date or validity period, quantity, restrictions, access level, and final all-in price.

The Lowest Price Guarantee is designed to give employees confidence when booking covered experiences through the platform. Employees should not have to wonder whether they could have found a better public price somewhere else for the same attraction, tour, activity, or entertainment product.

For covered products, Great Work Perks may also refund the difference if the platform price drops before the scheduled visit date, subject to applicable terms, exclusions, and verification requirements.

The guarantee does not mean every category works the same way. Hotels, sports tickets, and concert tickets follow live-market pricing, where prices can change in real time based on demand, inventory, event conditions, and availability. Those categories are handled under separate rules.

Yes. Great Work Perks provides employee access to major theme parks, attractions, tours, activities, and entertainment experiences, including major vacation destinations and local experiences.

The Lowest Price Guarantee can apply to major destinations when the product is covered by the guarantee and Great Work Perks controls the employee price through direct supplier relationships.

This matters because major theme parks and attractions are often high-consideration purchases for employees and families. Employees want to know that the price they see through their employee perks platform is not just convenient, but genuinely competitive.

When a covered product qualifies for review, Great Work Perks compares the lower public offer against the Great Work Perks product to confirm that the product, seller, terms, access level, admission date or validity period, quantity, and final checkout price match the applicable requirements.

Refund eligibility varies by attraction and is clearly disclosed before purchase. Approximately 99% of attractions available through Great Work Perks are eligible for refunds, subject to the terms and conditions of the individual attraction.

Great Work Perks can stand behind its pricing because the platform is built on direct supplier relationships, closed-user-group access, Merchant of Record infrastructure, and ongoing price benchmarking.

Many discount marketplaces rely on affiliate links or third-party reseller pricing. That makes it harder for them to control the employee price, manage the purchase experience, or support employees after checkout.

Great Work Perks operates differently. Because it works directly with suppliers and acts as Merchant of Record for employee purchases, the company has more control over pricing, checkout, support, cancellations, and refunds.

• Direct supplier relationships help Great Work Perks negotiate exclusive employee pricing.
• Closed-user-group access allows suppliers to offer private pricing to verified employees.
• Merchant of Record infrastructure gives Great Work Perks more accountability over the purchase experience.
• Ongoing benchmarking helps the platform compare employee pricing against relevant public pricing.
• In-house support gives employees a clear place to submit price review requests and purchase questions.