Flexible benefits

Better employee engagement and return on investment through flexible benefits

Against the backdrop of the COVID-19 pandemic and the resulting economic fallout, employees are reporting a significant increase in the value they place on the benefits offered by their workplaces.

Employees thrive when they have access to a broad range of health and well-being choices. In fact, the more of these resources that employees have access to the more supported they feel. According to Mercer Marsh Benefits’ Health on Demand 2021 report, three-quarters of employees with access to ten or more health and well-being benefits feel energized at work. 92% are confident they can afford the healthcare they need and three-in-five feel their employer cares about their health and well-being.

Including a flexible benefits plan within your benefits value proposition can contribute to increasing employee commitment and satisfaction and is a powerful tool for attracting and retaining talent. Over half (54%) of all employees would like to customize their benefits to meet their needs as noted in Health on Demand 2021.

While there are some benefits that most employees want, others only a small portion would value intensely. Offering a broad range of supports makes it more likely you will offer something for everyone.

Similarly, cash plans that give employees a contribution towards everyday healthcare costs, such as for optical, dental, or physiotherapy services, have broad appeal to employers and employees alike. This allows your workers to choose from a portfolio of personalized products and services, tailored to their life stages and their families’ needs.

Giving employees choice in their benefits package can be a powerful tool in managing benefits cost and enhancing your credibility as an employer of choice.