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01 May 2020

Top 10 benefits to include in an inclusive flexible benefits scheme

The world of work has already come so far in the strive to diversify for a more inclusive culture. Thanks to shifting attitudes and changing laws, we are gradually heading towards workplaces in which any person can feel safe, accepted, and able to thrive. But there is still one significant area which often gets forgotten: employee benefits.

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Just like your customers, employees have a growing social conscious, and this doesn’t stop with reward and benefits – for a truly inclusive benefits scheme, you need to focus on two main areas: accessibility (who is the benefit available to) and flexibility (how can it be applied).

At a top level, this means ensuring your benefits are open to all, and that hidden policy loopholes or ancient prerequisites don’t exclude people – e.g. partner life insurance benefits making same-sex couples non-eligible. It also means ensuring all your benefits documentation and policies are understandable to your entire employee base: factor in learning difficulties and disabilities, language barriers and levels of education. Next, it means putting in the work to open up existing benefits – and finding new ones – that give scope for accessibility, e.g. cycle-to-work schemes that can include bicycles to accommodate disability.

This list is by no means an exhaustive one, nor are employee benefits prescriptive, but if you’re looking to give your benefits scheme a bit of facelift, why not consider some of the following.

1: Virtual GPs/digital healthcare

A virtual GP benefit is rapidly becoming a must-have for employers wanting to offer their people the best. For employees who may find it difficult to leave the house for appointments, digital healthcare gives them access to phone and video GP consultations, plus prescription deliveries too.

2: Pension top-up

Saving for caring costs or paying into a retirement plan is more important than ever. Auto-enrolment has helped many people put some money aside, but ultimately, employees need to be proactively saving, for their own future, their family’s future, or for any caring responsibilities.

3: Tech purchase

For those employees living pay-packet to pay-packet, or who are on a low income, purchasing a new gadget is a huge – and often outright impossible – expense to incur at one time. Technology benefits allow employees to purchase the latest tech like phones, laptops, tablets and TVs and spread the cost over the year – enabling tech access to more and more people.

4: Cycle-to-Work

Similar to technology, a cycle-to-work benefit can allow low income employees to access much higher-quality (and thus longer-lasting) cycling equipment. Although cycle-to-work schemes require employees to use their bicycle for work-related travel, the new bike and accessories can also be used for leisure and personal travel. For many employees who have limited means to transport or leisure activities, a bike can be invaluable.

5: EAP

An employee assistance programme (EAP) is considered a fundamental basic in workplaces, but it’s also a fantastic resource to make your benefits scheme more accessible and inclusive. Being able to access guidance, advice and even counselling via the EAP can be a lifeline for employees who can’t afford to wait for NHS support or pay for private counselling. What’s more, with phone and online help, the service becomes far more accessible to those employees unable to leave home, or who may be hesitant to ask for help in-person.

6: Holiday purchase

For many employees, annual leave is used up by caring responsibilities, healthcare appointments or even alternate working arrangements. With a holiday trading benefit, employees can buy or sell their annual leave (up to a cap set by their employer). This allows employers to offer the most precious perk: time. Whether they’re selling some holiday to save money, or buying extra days for some self-care time, holiday trading gives your people the freedom to customise their leave as it suits them. Even with the current lockdown and social-distancing limitations, it’s important (potentially even more so than usual) that employees continue to take time off and focus on their own wellbeing.

7: Gym membership

Once we’re able to return to the gym, discounted memberships not only encourage employees to take care of their  physical wellbeing – whether that’s through cardio, yoga, swimming or weightlifting – but also makes wellness financially accessible to a host of employees who may otherwise have been unable to afford the expense.

8: Life insurance

Insurance in all its forms can be inaccessible to a majority of employees, who may not have the necessary knowledge of terminology or be able to research the best offers. By sourcing life insurance via an employee benefit, employees can relax in knowing they are covered by a reliable source which has been certified by experts.

9: Private medical insurance and healthcare cash plans

The key advantages of many healthcare benefits are shorter waiting times, quicker diagnosis, better facilities and, in the case of cash plans, financial savings. For your employees with health difficulties – or who have a family member who is suffering – having access to quality healthcare at the right time can make a real difference in alleviating some of the stress they are under.

10: Payroll giving

Payroll giving (also known as Give as You Earn) allows employees to donate regular amounts, tax-free, directly from their salary to a chosen charity. So, for your employees who want to give back but don’t necessarily have a direct and meaningful pathway to do so, payroll giving offers a straight, simple way to give a little each time they can.

These are some ideas which we believe will help you on your way to accommodating more of your workforce. But to be truly inclusive, base your employee benefits on information rather than assumptions. Simply ask your employees what they want and need in order for their benefits package to feel like it includes them. Implementing or changing your benefits according this employee feedback will improve your scheme’s inclusivity, and improve your employees’ experience with their benefits.

This article is provided by Benefex.

In partnership with Benefex

The home of award-winning employee benefits, reward, recognition, & communications.

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