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More companies are using digital platforms to house their employee benefits and make them available to their teams.

Once upon a time, you needed a digital platform coded especially for your business – and it could get very costly, and complicated!

Now, you can buy them “straight off the shelf” with the ever-looming promise of being intuitive, innovative and scalable.

But the quality of the different products varies, as does the price and the sheer scale of what they’re capable of.

So, in this special article, we quiz three people working at the forefront of employee benefits technology.

Joy Waugh is Principle Consultant at multi award-winning employee benefits platform Zest. She works closely with clients and developers to ensure the platform is delivering on expectations and beyond.

Graham Meinke oversees the design and evolution of Zest’s platform as Chief Product & Innovation Officer.

Last but not least, Rob Perkins, Head of Partner & Client Success gives his perspective.

So, how is the technology delivering on its promise of making life easier for businesses and employees? And how is the technology set to evolve?

Read on for answers to these questions and a lot more…

Engage Health Group is an employee benefits consultancy dedicated to helping businesses source the best health and protection policies for their staff. If you need free advice or reviews of existing policies from industry experts, we’re always happy to help. Contact 01273 974419 or enquiries@engagehealthgroup.co.uk.

 

Q: How do employee benefits platforms help staff?

Ease-of-use is key here, says Joy Waugh, Principal Consultant at Zest:

Employee benefits platforms significantly enhance the employee experience by providing easy access to all their benefit information in one centralised location, such as ‘what benefits do I have’ ‘why have it’, ‘how does it work’, ‘which options are available’, ‘how much is it going to cost’ and ‘do you benefit from any savings in tax and National Insurance’.

These platforms offer personalised options, allowing employees to choose benefits that best suit their individual needs, whether it’s healthcare, wellness programs, retirement plans, or additional perks like discounts and rewards.

This flexibility can lead to increased employee satisfaction and wellbeing, as staff feel valued and supported by their employer.

Moreover, the convenience of having everything in one place, often accessible through a user-friendly interface or mobile app, makes it easier for employees to take full advantage of their benefits, leading to higher engagement and retention rates.

 

Q: And what does the employer get out of it?

Here, it’s a case of easing the administrative burden on busy HR and People teams but also making use of analytics. Joy explains:

For employers, employee benefits platforms streamline the management and delivery of benefits, reducing administrative burden and improving efficiency. By offering a customisable and comprehensive benefits package, employers can attract and retain top talent, which is critical in today’s competitive market.

Furthermore, these platforms often provide valuable insights through analytics and reporting tools, helping employers understand which benefits are most valued by their workforce and adjust offerings accordingly.

This data-driven approach not only optimises the benefits package but also enhance employee satisfaction and loyalty, contributing to a positive workplace culture.

Additionally, a well-implemented benefits platform can lead to reduced absenteeism and higher productivity, as employees who feel supported and appreciated are more likely to be engaged in their work.

 

Q: Can it work for SMEs just the same as for larger corporations? 

 

 

Benefits platforms have essentially closed the gap between smaller businesses and larger corporates in the benefits space, says Joy:

Technology improvements and simplified configuration have allowed smaller companies to compete with larger organisations as the cost barriers to implement and manage platforms are being broken down.

Also, the project time to implement means that fewer resources are needed, whether it’s a larger organisation or a smaller organisation.

Large companies typically have a team available, but with smaller organisations there is a limitation on resource which has previously restricted their ability to implement platforms.

But with more user-friendly platforms requiring less, resource, it means it’s much more viable to implement benefits and SME’s are really keen to attract talent and retain employees by offering compelling benefits. They love this innovative and intuitive platform which enables them to do just that.

Also many platforms are scalable, meaning they can grow with the company, adding features and options as the business expands.

 

Q: Do you encounter any common misconceptions about employee benefit platforms?

Many companies feel that a benefits platform will actually put strain on busy HR teams, says Joy:

One of the big barriers is the perceived administrative burden. Many companies see they’re implementing benefits, which means a platform which means more administration.

There is also a fear of long project timelines and the resources needed internally to understand technical requirements, plus the fact that they would need to understand not only technical requirements, but then work on those platforms and need lots of training to ensure that they keep everything up to date. In reality, most modern platform as Zest are designed to be user-friendly and come with dedicated support teams to assist with setup and ongoing management.

Another misconception is that employee benefits platforms are only suitable for large companies with extensive budget. As mentioned earlier, these platforms are highly scalable and can be just as beneficial for SME’s.

There’s also a belief that these platforms only benefit employees and don’t much offer to employers. However, as discussed, employers gain valuable insights, streamline processes, and improve overall employee satisfaction which can lead to a more motivated and productive workforce.

Lastly, some think that these platforms are rigid and don’t allow for much customisation. On the contrary, most platforms offer a high degree of flexibility, allowing employers to tailor their offerings and meet the specific needs of their workforce.

Graham Meinke, Zest’s Chief Product & Innovation Officer, agrees. But he also thinks a lot of it is caused by bitter previous experience using older, more cumbersome platforms:

Technology has moved forward considerably in the last 10 years, and unfortunately lots of companies are still operating on the old legacy platforms and therefore they’ve got this misconception that setting up a benefits platform is complicated, and even renewing a benefits platform is a big, painful, complicated thing to do.

The truth is, if you buy a modern benefits platform, where everything is codeless rather than coded to your individual implementation, then it’s a much more straightforward and a much less costly exercise than people often think it is.

Other misconceptions about employee benefits platforms is that true automation isn’t possible when it absolutely is. Unfortunately, in the early days of employee benefits platforms, 15-20 years ago, a lot was over-promised around automation and failed to materialise. It will be delivered based on those existing solutions. Again, some platforms like ours have moved on in a considerable way and allow you to know the value of true automation.

And they’ve got this misconception that a fair bit of manual administration is still needed and it’s just not true. It might be the case for their current platform, but it doesn’t have to be that way.

 

Q: How much have benefits platforms evolved over the last 5 years?

 

Joy suggests that some have evolved more than others:

Some are still stuck in code-heavy platforms which require a lot of time, which is why you see some misconceptions.

Platforms like Zest have undergone a significant transformation over the last five years, not only by expanding and enhancing their core services but also by integrating new areas such as employee engagement. This evolution has allowed them to offer a more comprehensive suite of tools that goes beyond traditional benefits management.

Now, these platforms facilitate rich content and communication across a wide range of topics, including company culture, organisational values, and what it truly means to be part of the organisation. By doing so, they help create a more connected and engaged workforce, bridging the gap between benefits and the broader employee experience.

And in a similar way, the breadth of benefits has expanded to focus on wellbeing areas such as mental health, menopause, elder care and financial wellbeing. There’s been a marked shift in offering more than just the traditional pensions, life insurance and PMI, with perhaps Cycle to Work or Gym Memberships thrown in – to a host of proactive initiatives.

On the depth of service point, we are seeing greater integrations and data mapping – the automation of the flow of data from HR via a platform to payroll and providers including SSO (Single Sign-On technology) and API (synching information from one system to another).

Additionally, mobile access has become a standard feature, allowing employees to manage and access their benefits anytime and anywhere.

Graham highlights the impact of cloud-based technology which allows platforms to evolve with the needs of businesses:

Oh, it’s massively evolved massively over the last five years. I think the fundamental thing that’s changed is just the way in which any multi-tenanted platform is architected now versus platforms that you saw 5-10 years ago. They are completely different, which means that they are cloud-native platforms.

Scalability is built into the way in which they’re designed. Resilience is built into the way they’re designed. Performance is built into the way that they’re designed, and importantly, from a data perspective, it is a single implementation and that’s what enables all of those rich insights that wouldn’t have been possible 10 years ago when everyone had their own instance of an application that was coded for that specific need.

The thing that’s probably moved on the least is the front end in the last five years, in terms of the same design patterns.

Regarding best practice, it still holds true, but it’s all of the work to handle all of that complexity and take that complexity out of being a painful implementation. That’s what’s moved on in the industry and certainly some parts of the industry like ours, have taken complexity away from clients and made it super simple.

 

Q: What are your predictions for the future of employee benefits platforms?

 

Graham foresees a future of more personalised experiences and data which can feed into board level conversations:

On the employee side there will be hyper-personalisation and that will involve a lot more targeted content based on the needs of that individual. This could be based around their personal situation, their work role, and the cohorts that they sit within.

On the admin side of the business, the side of employee benefits platform, the insight in which people will be able to gain is going to be much more outcome-focused and tied directly to board level conversations.

So, we’re going to move away from basic benefit information, such as uptake, benefit cost savings etc, and move much more into business outcome-based data. It will be so much more proactive, being able to identify the areas of risk of attrition within the business and highlighting the specific actions that people need to undertake to remedy those things.

The insights can be much more focused on the fundamentals of how our actions are tied to attracting, retaining and engaging talent. And I think you’ll find from an engagement perspective, both for the business and for the employees, you’re going to see platforms becoming much more multi-channel in their campaign capabilities.

So, whereas before people thought about communications in the context of putting some posters up on the wall and sending emails, now you’ll find that there’s many more options available. In-app content for mobile push notifications on top of emails and your hard copy campaign material too. Those will all be much more integrated into campaigns where individual actions can be tracked to make sure that messages have been understood and received by employees.

 

Q: Have you noticed trends this year in terms of most popular employee benefits accessed via your platform?

Joy is noticing a wider range of benefit take up:

We’ve observed a consistent year-on-year increase in holiday trading and a general rise in the overall uptake of benefits. This trend highlights the importance of recognising employees with unique needs and preferences. Offering a broader range of benefits allows employees to select options that truly resonate with them. As a result, while certain benefits might not see the same level of participation as in previous years, we’re noticing a more diverse and widespread engagement across the entire spectrum of benefits. This broader uptake underscored the value of providing a wide array of choices that cater to the varied priorities of a workforce.

 

Q: Mental wellbeing seems to be a big issue right now, how can benefit platforms help in this respect?

Benefit platforms can help in three main ways says Jo:

Mental wellbeing has indeed become a critical focus for both employees and employers, especially in light of the increased stress and uncertainty brought about by global events like COVID-19 pandemic. Employee benefits platforms can play a crucial role in supporting mental wellbeing by providing access to a wide range of resources and services.

Firstly, it’s about communicating the mental health support channels available. Whether that’s via an EAP (Employee Assistance Programme), or an in-house team or occupational support. These tools offer employees confidential and convenient access to mental health support. This can be crucial for those who might be reluctant to seek help though traditional means.

Additionally, benefits platforms can help foster a culture of mental wellbeing by offering wellness challenges, resilience training, and peer support networks, all of which can help reduce the stigma around mental health issues and encourage employees to prioritise their wellbeing.

By integrating mental health resources directly into the platform, employers can ensure that support is easily accessible and normalised as part of the overall benefits package. This not only helps employees manage stress and prevent burnout but also contributes to a more engaged, productive, and satisfied workforce.

 

Q: Give us the hard sell!! What differentiates Zest from the competition?

 

Rob Perkins, Head of Partner & Client Success waxes lyrical about the features and functionality that make things simpler and more accessible for employees and management alike:

Zest benefits platform stands out in several key ways, starting with our exceptional Net Promoter Score (NPS) of 82, which is a testament to the high level of satisfaction and loyalty our customers have.

One of our key differentiators is the platform’s ability to centralise all employee benefits in one accessible place, simplifying the process of managing and utilising benefits. Employees can effortlessly navigate and optimise their benefits though a personalised experience tailored to their specific needs and preferences. This personalised approach ensures that each employee feels uniquely values, leading to higher engagement.

Our mobile app further enhances accessibility, providing employees with the flexibility to manage their benefits on-the-go. Whether checking benefits, tracking usage, or receiving timely notifications, the app keeps everything at their fingerprint.

We also offer a comprehensive Total Reward Statement, which provides employees with a transparent view of their entire compensation package, beyond just salary. This clear and detailed overview helps employees appreciate the full value of what they receive, fostering a stronger connection to the company.

For employers, our platform is a game-changer in terms of efficiency and flexibility. It allows  for the creation and management of complex benefits schemes, catering to the diverse needs of different employee groups. HR and People teams can also see and deliver targeted, personalised email campaigns to promote specific benefits to particular cohorts, ensuring that the right information reaches the right people at the right time.

Automation is another area where our platform excels. Routine tasks, such as adjusting benefits when employees update their lifestyle or when employee data changes, are seamlessly automated. This reduces administrative overhead and ensures that employee’s benefits are always aligned with their current life circumstances.

Additionally, the platform provides automated and scheduled reports, along with real-time data insights, empowering HR teams to make informed decisions. Our marketplace is another standout feature, offering employers the opportunity to explore and select additional perks that enhance their benefits strategy.

Zest platform’s excellence is recognised industry-wide, as evidenced by our awards for Best Employee Benefits Technology and WorkTech of the Year. These accolades highlight our commitment to innovation and our leadership in the employee benefits space, providing a robust, flexible, and user-friendly solution that meets the needs to both employees and employers.

 

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While Zest is an award-winning platform provider, Engage Health Group is an award-winner in the field of employee benefits consultancy. We provide free reviews of health insurance, life insurance, income protection and other policies. Contact 01273 974419 or enquiries@engagehealthgroup.co.uk to arrange a call with one of our expert advisors.