When building a global benefits strategy becomes a journey - not a sprint
Benefits can help attract and retain talent, manage disabilities and associated costs, and provide frameworks to meet regulatory requirements.
They also allow organisations to address the diverse needs of their workforce and create programmes that are practical, meaningful, and flexible enough to adapt as business priorities evolve.
The Benefits Design Survey 2025, conducted by REBA and Howden Employee Benefits & Wellbeing, highlights why taking a structured approach is crucial.
More than 80% of employers said they had made significant changes to their benefits last year, yet one-third of proposals were rejected due to insufficient data. This also highlights the value of a data-driven approach.
By collecting insights on employee needs, local regulations, and market benchmarks, organisations can make informed decisions, reduce the risk of unsuccessful proposals, and design programmes that are relevant, compliant, and aligned with broader organisational objectives.
Understanding your starting point
The first step in building a successful global benefits strategy is assessing the current landscape in each country. What programmes exist and who do they serve, and how do employee needs differ?
Technology teams may prioritise flexibility and career development, while manufacturing or operations staff may value income protection, healthcare, and retirement benefits. Many organisations have both groups, each requiring tailored approaches.
Organisational objectives, including expansion plans, financial priorities, and cultural principles, should guide the strategy. Programmes should reflect a company’s values, support the workforce, and account for budget and long-term trends. Benchmarking local markets helps maintain competitiveness, while compliance with local laws reduces legal and financial risk.
Designing an effective strategy
Next, organisations can define their ideal benefits strategy and determine which elements remain consistent globally versus where local flexibility is needed.
A global benefits management (GBM) partner can be invaluable at this stage, guiding organisations through design, benchmarking, governance, and compliance.
Many clients find a global-but-local approach works best which involves establishing a core set of benefits that apply across all locations, then tailoring local elements to meet legal, cultural, or market requirements.
It is also important to consider diversity, equity, and inclusion, alongside environmental, social, and governance priorities. Working with a GBM partner helps ensure programmes are structured, compliant, and aligned with both global standards and local expectations.
Local insight is key
Global consistency must be balanced with local relevance as each country has its own regulations, social security systems, and cultural expectations. Wellbeing and mental health benefits, for example, may be common in some markets but less so in others.
Employee surveys can provide insight into the benefits valued most in each region. Technology can also play a key role and platforms that manage benefits across multiple countries, currencies, and languages can simplify administration and allow programmes to scale easily.
Execution and communication
With data, local insight, and the right partners in place, organisations can move into the execution phase. Clear communication and alignment across countries are essential.
Tracking engagement, uptake, and costs allows organisations to measure effectiveness and refine programmes where needed.
A structured, data-led approach ensures programmes are measurable, responsive, and compliant, while allowing adjustments based on real-world feedback.
Review, adapt, and scale
It’s important to remember a global benefits strategy is always evolving. Business priorities, workforce demographics, and regulations change over time. Regular reviews help ensure programmes remain relevant, cost-effective, and aligned with organisational objectives.
Treating benefits as a journey rather than a sprint allows organisations to adapt programmes to evolving employee needs and business goals. Scalable programmes can expand with new countries, teams, or organisational growth, maintaining long-term value. Continuous monitoring and feedback loops help ensure strategies remain practical and sustainable.
Take the next step
Designing and managing a global benefits strategy can be complex, but with the right data, partners, and review processes, organisations can create effective global benefits programmes that are consistent, compliant, and valued worldwide.
Supplied by REBA Associate Member, Howden Employee Benefits
Howden provides insurance broking, risk management and claims consulting services, globally. We work with clients of all sizes to provide dedicated employee benefits & wellbeing consultancy.
