How to maximize your workplace benefits

Does flexibility in a benefits plan matter? Yep. In survey after survey employees consistently rank flexibility as a key ‘want’ in benefits plan coverage. Layer on an increasingly diverse workforce (age, gender, ethnic/cultural) and one-size fits all benefits plans may need an upgrade. So, what’s an employer to do? Here are 2 simple and easy options to consider for small and medium businesses to upgrade to Benefits 2.0: Option 1: Add a flex account. Tacking on a flexible spending account to your existing benefits program can be a simple but effective way to add flexibility. The spending account amount can be determined by the employer (i.e., $500 per employee per year) and can include things like a health care spending account, a wellness spending account or retirement savings contributions. Option 2: Go modular flex. A modular flex plan enables employees to choose from a variety of health and dental packages with different coverage levels that work for their needs. The employer also enjoys flexibility in working with the plan provider by determining the funding methodology that works for their business. So – let’s flex! Together we can design a flexible benefits package that will meet the wants of today’s employees, and the needs of your business. #groupbenefits #flexiblebenefits #EmployeeBenefits #BenefitsPlan

Does flexibility in a benefits plan matter? Yep. In survey after survey employees consistently rank flexibility as a key ‘want’ in benefits plan coverage. Layer on an increasingly diverse workforce (age, gender, ethnic/cultural) and one-size fits all benefits plans may need an upgrade. So, what’s an employer to do? Here are 2 simple and easy options to consider for small and medium businesses to upgrade to Benefits 2.0: Option 1: Add a flex account. Tacking on a flexible spending account to your existing benefits program can be a simple but effective way to add flexibility. The spending account amount can be determined by the employer (i.e., $500 per employee per year) and can include things like a health care spending account, a wellness spending account or retirement savings contributions. Option 2: Go modular flex. A modular flex plan enables employees to choose from a variety of health and dental packages with different coverage levels that work for their needs. The employer also enjoys flexibility in working with the plan provider by determining the funding methodology that works for their business. So – let’s flex! Together we can design a flexible benefits package that will meet the wants of today’s employees, and the needs of your business. #groupbenefits #flexiblebenefits #EmployeeBenefits #BenefitsPlan

Ever wondered if your team truly values the benefits you provide? I just read an intriguing article revealing that employers often overestimate how much employees appreciate their benefits. According to a survey by Grid, while 92% of HR decision-makers believe staff value their benefits, only 52% of employees actually do. 🧐 From my experience, it's the big-ticket benefits like high pensions, income protection, and flexible/remote working that keep candidates loyal. The smaller perks - like free tea and coffee - don't hold the same weight. Employers, are you really in tune with your workforce? It's vital to ensure your benefits are genuinely valued by your staff. Don't risk spending your budget on perks that aren't appreciated. Find out what really matters to your team! ✅ #EmployeeBenefits #HRInsights #TalentManagement

“Financial benefits in the UK used to be a promise of a steady pension and the odd bonus. Today, this just won’t cut the overpriced mustard.” With 77% of UK and Irish employees facing financial stress, financial wellbeing has moved from a “nice-to-have” to a “must-have.” Research shows workplaces are taking note: 🟣 53% will increase financial wellbeing spend 🟣 62% will offer financial education from an independent provider 🟣 42% will offer employee share plans 👉 Read our blog on why financial wellbeing is now a business essential: https://lnkd.in/drWyznzS #FinancialWellbeing #EmployeeExperience #HR #PeopleStrategy

If you’re in #HR or #EmployeeBenefits, this one might hit home: employees are looking to their employers more than ever for help with their financial lives—not just for long‑term goals, but for immediate priorities. A new Bank of America report shows that asking for help with debt, short‑term financial wellness, and emergency savings has surged. Meanwhile, benefits like financial wellness programs are strongly linked to job satisfaction, retention, and overall well‑being. 💭Which financial wellness support gets the most positive feedback at your organization? What’s working (or not working)?

According to Mercer's 2025 DC Practices Survey, Voice of the Plan Sponsor, nearly two-thirds of plan sponsors are actively implementing #AI and advanced analytics to improve plan administration, employee engagement, and participant outcomes. #retirementplans #plansponsors #financialwellness #mmaprosperwise #DefinedContribution #PlanManagement #MarshMMA

New research highlights the significance of financial wellness support in today's economic landscape, characterized by increasing debt, cost-of-living pressures, and diverse financial obligations. Employers providing well-structured benefits packages can experience tangible improvements in retention rates and employee satisfaction. Employees who perceive financial stability are notably more inclined to stay loyal to their organization and hold a positive outlook on their benefits package. The study reveals a crucial insight: just half of employees possess a comprehensive understanding of the benefits extended by their employer. Moreover, a significant portion lacks clarity on the specifics of each benefit and the optimal ways to leverage them effectively. This gap underscores the importance of transparent communication and guidance in empowering employees to make informed choices regarding their benefits package. https://lnkd.in/gNgwV8K6

With our recent office expansion Stateside, we’re continuing to build on years of international experience to support clients in the ever-evolving employee benefits market space in the US. ➡️ Our Financial Services team understand how differently benefits are structured and prioritised across regions – and how these differences create opportunities for innovation and shared learning. In the US, employee benefits are often the centrepiece of total compensation packages. Healthcare, retirement plans, wellbeing services, and PTO can significantly influence talent attraction and retention. By comparison, in the UK and wider EMEA markets, statutory frameworks (such as the NHS or mandated leave) create a different baseline, meaning private health cover and risk benefits act more as enhancements than essentials. For example, while UK employees typically expect 25–30 days of annual leave as standard, US employees may receive closer to 10–14 days of PTO, highlighting how cultural and legislative frameworks shape what “competitive benefits” really mean. What’s consistent across both markets, however, is the critical role of skilled professionals – producers, consultants, group risk and health & wellbeing specialists, and practice leaders – in designing solutions that meet both employer and employee needs. As costs rise and employee expectations diversify, the expertise of these individuals is vital. 🤝 Our Financial Services Practice works globally with many of the market’s most recognised players – from major consulting firms, to insurers, service providers, and in-house teams. We bring a deep understanding of how benefits strategies differ across geographies, and we continue to apply this perspective to help our US clients secure talent that can lead with both local insight and global best practice. 🚀 The employee benefits space is a people business at its core – and by connecting clients with exceptional leaders, we aim to support growth and more sustainable benefits programmes worldwide. 🌎 👉 Where do you see the biggest opportunities for fresh thinking in both employee benefits design and delivery? #GlobalBusiness #EmployeeBenefits #FlintHyde #ExecutiveSearch #US #Florida #FinancialServices #LeadershipTalent

Financial wellness experts from Canada’s Financial Wellness Labs, CI Assante Wealth Management, and the National Payroll Institute are urging employers to adopt emergency savings plans to combat “financial fragility.” https://hubs.la/Q03N-C6G0