Hurry Up and Commute by Bike: Strategies to Encourage Workplace Cycling

In an effort to promote sustainable commuting, various countries have implemented incentives for employees who choose to cycle to work.

In the United States, employees can claim $20 a month from their taxable income for bike maintenance. Meanwhile, in France and Belgium, employees can earn 25 cents and 23 cents respectively per kilometre for their daily commute. In Germany, the incentive is even higher at 30 cents per kilometre. However, the idea of financial gain may not be the primary factor in shifting commuters from driving to cycling. The high cost of fuel, insurance, and car maintenance already provides a significant financial incentive for cycling.

Employers can significantly reduce costs by de-subsidizing workplace parking spots and investing in cycling infrastructure such as showers, changing rooms, lockers, bike repair kits, and bike sheds. These non-financial incentives can be cost-effective and are often more effective than direct monetary rewards.

Gamification and competitions can foster friendly rivalry among employees, increasing cycling rates by motivating behaviour through engagement. Complimentary perks like free breakfasts or special access events can provide visible, immediate benefits supporting healthy habits. Enhanced workplace facilities like secure bike parking and repair stations improve the convenience and attractiveness of cycling to work.

Recognition and social support programs can publicly recognise bike commuters, fostering a culture that values cycling and promotes it as a norm. Community and networking events, such as group rides or cycling networking opportunities, can build social connections and make biking more enjoyable and socially rewarding.

These non-financial incentives are often cost-effective and can complement or sometimes substitute financial incentives to promote sustainable travel behaviour change. Integrating these elements has been shown to encourage cycling without relying solely on direct monetary rewards. For example, schools using gamification and recognition increased cycling trips significantly, and workplaces with bike-friendly amenities reported improved employee health and reduced absenteeism tied to cycling commuters.

However, the comfort, ease, speed, and social custom that come with driving are the real reasons people choose to drive. Financial rewards alone cannot fix a city's mobility problems, as shown by Milan's pay-to-bike scheme and France's cycling kilometric scheme. These schemes did not result in a significant modal shift from car use to cycling.

Investment in cycling infrastructure such as cycle lanes to major working hubs and dedicated spaces for bikes on public transport are necessary for commuters to genuinely consider a daily cycle. A core group of cyclists in the workplace can help promote a cycling culture and increase the uptake of cycling among colleagues.

In addition to these incentives, some countries offer tax reimbursements for bike purchases, such as Luxembourg's €300 reimbursement. The Netherlands and the UK also offer discounted bicycles bought through employers.

In conclusion, while financial incentives can play a role in encouraging cycling to work, non-financial incentives such as gamification, recognition programs, workplace amenities, and social or community initiatives are often more effective and cost-effective. Combining these with broader supportive policies and ensuring inclusivity across socioeconomic groups enhances their effectiveness.

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