The importance of traveller welfare in company travel policies

New stats obtained by reveal that around 4.3% of trains were cancelled or part-cancelled in late spring and early summer – the highest such figure in at least six years.

A total of 54,586 trains were cancelled between 1 April and 21 July this year, and 45,405 were part-cancelled, data released by Network Rail under the Freedom of Information Act shows – meaning just under 900 trains a day were hit by cancellations – that’s a lot of unhappy passengers.

It's the responsibility of businesses to look after their employee welfare, especially when it comes to travelling on behalf of the company. A survey commissioned by Mezi via SurveyMonkey in 2017 found the majority of people believe their corporate travel policy only moderately (at best) aligns with their overall company culture (52%).

The survey also revealed that...

  • 79% believe their company prioritises saving time and money over employee well-being and happiness.
  • 50% feel stressed or indifferent about travelling for business.
  • 37% feel burnt out, frustrated or unmotivated returning to work from a business trip.

In the same report, 27% of people surveyed believe their corporate travel policy is ill-managed and the implications of this have a detrimental effect on the business:

  • 43% are more likely to have negative feelings toward business travel,
  • 84% report returning from business travel feeling tired, burnt out, frustrated or unmotivated, and
  • 56% believe their corporate travel policy only moderately (at best) aligns with overall company culture.

We're working with TMCs to understand their existing travel policies and how we can enhance these through our travel compensation offering. Although the end traveller may not be financially compensated for a delayed or cancelled train, there is the potential of offering them time back out of the business to compensate for the time away from their personal homelife. That's why we believe that the corporate should be entitled to 100% of the compensation owed to them to allow them to reinvest this money to support with policy initiatives to improve employee welfare.