Employee benefits plan strategy and design

Is the employee benefits plan you have in place fit for purpose? Do you need to harmonise your plans following an acquisition? Does your employee benefits plan help you to attract and retain talent by meeting the diverse needs of your workforce? Is it maximising ROI by proactively addressing risks to keep people healthy? 它是否推动了生产力和参与度?

Employee benefits plans have evolved so much over the past few years. From the introduction of benefits that support new ways of work, to better ways to mitigate the rising cost of health plans, disability schemes and life insurance to the increased need for digital tools to create a consumer experience that makes employees want to interact with their benefits.

Our employee benefits plan services can help you design a robust suite of benefits to meet the needs of the new world of work:

Employee benefit plans are the second biggest people cost after salaries. 即便如此, less than half of organisations have an effective cost containment strategy in place, 根据我们最新的 人群风险报告.

Employee benefit design services that include cost containment strategies support organisations to keep spend down. They also support employees by ensuring budget is focused on issues that will most improve employee well-being.

Our approach starts with designing for value, by focusing on areas that employees most need support with. 然后我们帮助您管理健康风险, to mitigate rising health plan costs and advance a healthy workforce. This is followed by driving efficiencies through smart financing and placement.

Instead of being a checklist of individual initiatives, employee benefits design must support workforce 订婚 and a culture of health.

为了实现这个目标, we tackle the four pillars of employee well-being: physical, 情感, 社会和财政健康.

这四大支柱密不可分.  A benefits programme that focuses on one element in isolation is unlikely to succeed, 因为它只是治疗一种症状, 而不是问题的全部原因.

Our employee benefits plan service also considers the barriers helping and hindering employee well-being at your organisation. 特别是, the role of leaders for creating a culture of well-being to prevent burnout and high staff turnover further down the line.

A competitive well-being strategy takes all four pillars into consideration and leads to better health and business outcomes, 包括生产力, 订婚, 留存和信任.