1. Greater personal choice attracts applicants that may not have applied previously.
2. Greater personal choice retains employees who may have resigned otherwise.

3. Employees understand the value of benefits more effectively.
4. Savings may occur in the total tax/National Insurance bill for the organisation.

flexible benefits

5. Levels of engagement are likely to be increased due to an increase in the amount of autonomy available.
6. The needs of different sections of the workforce can be more easily addressed-single people living with parents, single people living alone or with friends, people married or living with a partner without children, people married or living with a partner with children, people married or livcing with a partner after children have left home.
7. It is common sense to spend money on things which individuals perceive to be most valuable.
8. A point is made that the organisation considers all of its employees as an individual.
9. Flexible benefits can be linked to a desire to be more “green” and take corporate social responsibility more seriously.
10. The introduction of flexible working coupled with flexible benefits makes a statement that surveys show are likely to lead to increased employee satisfaction.


Anti-bullying policy statements
 

Do

  • Do provide examples of what constitutes harassment, bullying and intimidating behaviour - it is also useful to define positive and supportive behaviours.
Top ten reasons to introduce flexible benefits
 

Despite the economic slowdown, the thirst for flexible working from employees in the UK appears insatiable. Large and small organisations are facing the apparent dichotomy of key people voting with their feet if they don’t get greater flexibility yet having to retain a continuity of service to colleagues and clients.