Most employee discount platforms route employees to third-party merchants, where pricing, checkout, fulfillment, and support can vary by offer. Great Work Perks works differently.
Great Work Perks operates as the Merchant of Record, not as a middleman. We own pricing, checkout, support, and refunds directly. Employers get one accountable partner from purchase through resolution.
More than 20,000 organizations and 10 million employees across 45+ countries choose Great Work Perks for verified employee pricing, relevant local and global savings, and a benefit employees can use throughout the year.
Direct supplier contracts, exclusive employee pricing, and a Lowest Price Guarantee.
Relevant For Every Workforce
Savings employees can use throughout the year, wherever they live and work.
2.5 million+ offers including 500,000+ local offers, across 10,000 cities.
Less Work for HR
Purchase support is handled directly, as a result HR does not become the escalation point.
Lowest Price GuaranteeCompetitive pricing you can trust
Real Human SupportPhone, live chat, SMS, and email
Merchant of RecordCheckout, refunds, support and resolution in one place
Local & Global CoverageRelevant offers where employees live and work
Everyday ValueDining, shopping, groceries, wellness, and entertainment
Employee Discount Program Challenges
The Two Problems
Every Employee Discount Program Must Solve
Every employee discount and perks program must solve two fundamental problems: employees need to see real value in the benefit, and HR needs confidence that the program will not create a support burden.
The ProblemWhy programs fall shortWhat this leads to
01
Employees must trust that the savings are real.
Why programs fall short
Volume alone, doesn’t earn trust:
Employees do not engage simply because a platform has a large catalog. They engage when they find offers relevant to their lives, pricing that is meaningfully better than public alternatives, and savings they cannot easily replicate on their own.
What this leads to
Employees stop trusting the savings:
When employees repeatedly see the same products, hotels, tickets, or experiences available elsewhere for the same price or less, confidence declines, usage falls and the program becomes difficult to justify.
02
HR should not become the escalation point.
Why programs fall short
Ownership splits, so does responsibility:
When checkout, fulfillment, refunds, and support are split across a platform, intermediary, merchant, and booking partner, employees may not know who is responsible when something goes wrong. The issue eventually lands on HR.
What this leads to
Unsolved, HR absorbs the burden:
A successful employee savings program must reduce that friction. Employees need one clear place to turn for help, and HR needs a partner that takes ownership rather than passing issues back to the employer.
Why we're different
The Three Structural
Advantages of Great Work Perks
01
One Accountable Partner Behind Every Purchase
Merchant of Record accountability from checkout through resolution.
Great Work Perks processes payment, manages checkout, provides customer support, and issues refunds directly.
When a purchase goes wrong, the answer is never “contact the supplier.” No third-party redirection.
Transaction data stays centralized, employees know exactly where to turn for help, and HR does not have to chase suppliers or coordinate refunds.
Great Work Perks is the Merchant of Record for 2M+ hotels, 25,000+ theme parks and attractions, gift cards, and thousands of sports and concert events worldwide.
Employees reach a trained Great Work Perks specialist by phone, live chat, SMS, or email, 365 days a year.
Our in-house team resolves 97% of issues, including refund requests, the same day.
02
Relevant Savings Where Employees Live and Work
Local density, everyday value, and global workforce coverage.
Great Work Perks is built for the full workforce, not just employees near a major corporate headquarters.
That includes office employees, remote employees, frontline workers, field teams, healthcare workers, manufacturing employees, educators, public-sector staff, hourly workers, and international teams.
With 500,000+ local offers across 10,000+ cities and savings across 45+ countries, employees find value where they actually live and work.
Employees find relevant savings across regional markets, suburbs, commuter areas, smaller cities, and major metros.
High frequency categories, including dining, shopping, groceries, wellness, entertainment, travel, and attractions, give employees a reason to return throughout the year, not just once.
03
Verified Savings Employees Can Trust
Direct supplier contracts, collective purchasing power, continuous price intelligence, and a Lowest Price Guarantee.
As one of the largest sellers of theme park and attraction tickets in the U.S., Great Work Perks negotiates private, closed-user-group pricing that suppliers do not make available to the general public.
Great Work Perks holds direct supplier contracts backed by the collective buying power of 20,000+ organizations, with pricing designed to outperform publicly available alternatives.
Great Work Perks offers a refundable ticket option across a wide range of eligible products, including Disney and Universal Studios.
Our pricing intelligence engine continuously monitors public market pricing, promotions, and competitive offers, with a dedicated team providing human oversight.
That is why Great Work Perks stands behind a Lowest Price Guarantee, employees never have to wonder whether they could have found the same offer elsewhere for less.
Our Story
Great Work Perks at a Glance
Great Work Perks combines global scale, direct supplier relationships, and enterprise-grade infrastructure to help organizations deliver meaningful employee savings worldwide.
Organizations Served20,000+
Countries45+
Starting cost to Employers$0
Employees Reached10M+
Local offers across 10k+ cities500K+
Human support, year-round365 days
Annual client retention99%
Total Offers2.5M+
Certified securitySOC 2 Type 2
Comparison
How Great Work Perks Compares
Most platforms look similar on the surface. The difference is architectural and shows up exactly where employees and HR feel it. Unlike marketplace style perks platforms that route employees to third-party merchants, Great Work Perks is the Merchant of Record, owning pricing, checkout, support, and refunds directly.
Capability
Discount Marketplace Model
What It Means for You
Transaction Ownership & Support
Transaction Ownership
Transaction ownership, payment, fulfillment, and refunds may sit across merchants, booking partners, and other third parties
Great Work Perks is the Merchant of Record. We own checkout, payment, support, and refunds end-to-end on one platform.
One accountable entity, not a chain of handoffs
Direct Supplier Relationships
Public, merchant-set, or third-party pricing through affiliate and fulfillment partners
Direct supplier contracts. We own supplier relationships and set exclusive closed-user-group pricing ourselves, rather than reselling third-party rates.
Savings the public can't access, with full control over price, quality, and support
Price Protection
Price protection varies by offer and provider; employees often have to judge whether a deal is truly competitive
Lowest Price Guarantee. We beat a lower qualifying price and refund the difference.
Employees never wonder if they overpaid
Customer Support
Support may span the platform, merchant, and fulfillment partner
Dedicated in-house human team. 97% of issues, including refunds, resolved the same day. Human specialists, not chatbots or supplier call centers.
One place to turn, with immediate same day resolution.
Checkout
Employees may be redirected to external sites or third-party booking engines
Checkout, payment, support, and refunds managed through the Great Work Perks platform
A simpler, consistent experience from start to finish
HR Administration
HR may become the escalation point when issues cross multiple parties
Great Work Perks resolves purchase issues directly; HR reviews results and analytics
Reduced administrative burden after launch
Savings, Coverage & Usage
Local Savings
Often concentrated in major metros
500,000+ local offers across 10,000+ U.S. cities
Real value for HQ, remote, and field employees alike
Global Coverage
Often limited by supplier coverage and market
Offers across 45+ countries on one platform
A single benefit for the entire global workforce
Employee Savings Potential
Depends on catalog and individual engagement
Up to $6,500 in annual savings for active members
Measurable, repeatable financial value
Everyday Value
Offer mix and frequency vary by catalog
Travel, dining, shopping, groceries, wellness, entertainment, and everyday savings in one platform
A benefit employees use all year, not once
Workforce Coverage
Uneven value across locations, segments, and demographics
Built for employees across cities, income levels, and global locations
Relevant to the entire workforce
Enterprise Readiness & Commercial Model
Client Retention
Not consistently disclosed
99% annual client retention
Proven, long-term value organizations renew on
Employer Cost
Subscription or PEPM fees may apply
Essential Savings access at no employer cost, with no subscription and no per-employee fees
An enterprise benefit with zero budget overhead
Security & Compliance
Standards may vary across the platform and its suppliers
SOC 2 Type 2 certified, with SSO, HRIS, and API integration
Great Work Perks is built for enterprise procurement, security review, implementation flexibility, and workforce scale deployment.
Typical launch:1-2 weeks
Dedicated account support for portal setup, eligibility configuration, branding, communications, and the initial offer experience.
Identity and eligibility
Identity and eligibility: SSO, HRIS, API, and secure file based eligibility integrations
SSO (Single Sign-On) Support: Okta, Microsoft Entra ID, Google Workspace, and OneLogin
Security & Accessibility
Enterprise security: SOC 2 Type 2 certified
Accessibility and compliance: ADA, Section 508, WCAG 2.1 AA, and VPAT support
Program Experience & Insights
Branded employee experiences: Dedicated portals and configurable eligibility rules
Reporting and analytics: Adoption, engagement, and savings reporting
Global Scale & Commercial Flexibility
Global Workforce support: Savings opportunities across 45+ countries
Commercial flexibility: Essential Savings available at no employer cost
20,000+ Enterprises Trust Great Work Perks
A Brand of Choice for Fortune 500 Companies
Recognition and Independent Validation
Why teams switch
Why Organizations Switch to Great Work Perks
Benefits leaders rarely switch platforms because of one dramatic failure. They switch because a legacy program gradually stops delivering value. The warning signs are consistent:
Challenges with legacy platforms
Where legacy programs break down
The real test is not the catalog on paper, but the employee experience over time. When the savings do not feel real, the local options are thin, or a purchase goes wrong with no clear owner, the program quietly stops earning its place.
Savings lose credibility.
Employees stop returning when public prices match or beat the advertised discount, or offers do not feel meaningfully better than alternatives.
Local savings are thin.
Employees outside major metropolitan areas find little value near where they live.
Support is fragmented.
Purchase issues bounce among the platform, intermediary, merchant, and supplier.
Global teams are underserved.
A domestic catalog provides limited value for remote and international employees.
HR absorbs the burden.
Broken links, expired offers, lower public prices, and unresolved disputes make their way back to the benefits team.
Usage stalls.
Employees log in once, find nothing that fits how they actually spend, and never build the habit of checking back.
Solved at the structural level
Great Work Perks addresses those issues at the structural level. Direct supplier relationships, Merchant of Record accountability, local and global coverage, exclusive employee pricing, high-frequency categories, and end-to-end human support work together in one platform.
Direct supplier relationships
Exclusive, closed-user-group pricing the public can’t access.
Merchant of Record accountability
One entity owns checkout, support, and refunds end-to-end.
Local and global coverage
500,000+ local offers across 10,000+ cities and savings across 45+ countries.
Exclusive employee pricing
Verified pricing backed by a Lowest Price Guarantee.
High-frequency categories
Dining, groceries, wellness, and everyday purchases employees use all year.
End-to-end human support
Trained specialists resolve 97% of issues the same day, including refunds.
Employees get value throughout the year. HR stays out of the support queue.
FAQs
Frequently Asked Questions
What makes Great Work Perks different from other employee discount platforms?
Great Work Perks acts as the Merchant of Record, so it manages the employee transaction from checkout through refund. Unlike marketplace-style platforms that route employees to third-party resellers, Great Work Perks uses direct supplier contracts to support exclusive employee pricing, in-house human support, and an accountable purchase experience. For employers, that means one reliable partner. For employees, it means savings they can use with more confidence.
What does Merchant of Record mean for employers?
Merchant of Record means Great Work Perks is responsible for processing the employee transaction from checkout through resolution. Employees see Great Work Perks on their credit card statements instead of unfamiliar third-party vendors. Because Great Work Perks controls the transaction, the team can address concerns, manage refunds, and support employees directly without sending them through multiple outside suppliers.
Does Great Work Perks really guarantee the lowest price?
Yes. The Great Work Perks Lowest Price Guarantee protects employees on theme park tickets, attractions, tours, activities, and entertainment products where Great Work Perks controls the employee price through direct supplier relationships.
When an employee finds a lower public price for the same product, Great Work Perks will review the request and match or beat the approved lower price, subject to applicable terms and verification requirements. If the price drops before the scheduled visit date on a product covered by the guarantee, Great Work Perks refunds the difference.
Does Great Work Perks use real people or chatbots for support?
Great Work Perks uses trained human support specialists for employee purchase support. Employees can reach the support team through channels such as phone, live chat, SMS, and email. Because Great Work Perks manages support in-house and acts as Merchant of Record, employees have one accountable team for purchase questions, refunds, and issue resolution.
What systems does Great Work Perks integrate with?
Great Work Perks is designed to integrate with organizations of every size, from simple eligibility verification to fully automated enterprise deployments. Employee eligibility can be verified using company email verification, access codes for employees who do not have a company email address, work verification, or enterprise-grade integrations that automatically validate eligibility.
For organizations requiring deeper integration, Great Work Perks supports single sign-on (SSO), HRIS integrations, API connectivity, and secure file-based eligibility management. Supported SSO providers include Okta, Microsoft Entra ID, Google Workspace, and OneLogin.
Our implementation team works with you to recommend the integration approach that best fits your organization's size, technical environment, security requirements, and employee population. Whether you need a simple launch with minimal administration or a fully integrated enterprise deployment, Great Work Perks can scale to meet your needs.
Is Great Work Perks secure and compliant for enterprise procurement?
Yes. Great Work Perks is built for enterprise procurement requirements, with secure access, privacy controls, and employee eligibility workflows. The platform supports enterprise review needs through SOC 2 Type 2 certification, SSO and HRIS connectivity, API workflows, and accessibility standards such as ADA, Section 508, WCAG 2.1 AA, and VPAT documentation where applicable.
