Voluntary & Flexible Benefits

The employment market can be extremely competitive and it is important for employers to offer something with a little more edge.

Many employers have a diverse range of employees and a flexible benefits package can help create something that provides appropriate choice to a wide audiance. This is achieved by building a scheme with a comprehensive range of options, allowing members to build a package that suits them individually.

Design is essential when promoting the benefits offered, with accessibility being the most important aspect. The success of a scheme is enhanced when employees are given access to a simple online platform to view and manage their benefits package at any given time.

We know that a greater level of interaction leads to the increased success of employee benefits packages. Ernest Grant help build bespoke solutions that offer maximum flexibility and choice, combined with an expert advice process. We’ll advise you on the most efficient methods to communicate benefits with employees, leading to increased engagement and improved motivation and loyalty.

From the broad range of benefits available we’ll help you select those most appropriate for your organisation. This will include consultation on how best to implement them and, where required, assistance sourcing providers.

 

Flexible Benefit Schemes

  • A flexible benefits scheme provides a ‘Benefit Allowance’ or ‘Flex Pot’, which is ordinarily a fixed percentage of salary in excess of base pay for an employee to ‘spend’ or ‘flex up’ from a menu of benefits.
  • The employee can decide whether to sell company-funded benefits, as well as ‘buy’ benefits using their own salary – ranging from ‘buy or sell holiday’ schemes, or personalising levels of cover in insurance based schemes such as group life to suit the needs of the employee.

Voluntary Schemes

  • A voluntary scheme is often attached to existing core benefits such as group life assurance or private medical insurance.
  • It allows the employee to ‘flex up’ their individual cover or include spouse or family via payroll at their own cost.
  • Often priced at group level these increases in benefit can represent excellent value for money against the open market available to an individual and can even be underwriting free.