After a health emergency that made the workforce more aware of the importance of health, and that at the same time transformed work dynamics with the accelerated implementation of the home officelos benefit schemes they have to adapt to the new expectations and needs of people, since there are benefits that have lost relevance among the collaborators.
Gabriela Ruiz, deputy director of Benefits at Mercer Marsh Benefits, considers that one of the great changes that the pandemic will leave in this area is the focus on the offer of benefits linked to the well-being of peoplefrom insurance for major medical expenses to platforms of wellness.
“People place more value on health-related benefits. Although it has always been good to have a insurance of major medical expensesFor example, before there were people who perhaps did not consider it so important, but today it is something that people are asking for in order to have peace of mind in the face of any eventuality. Another change is that companies are more concerned about the needs of their employees”, says the specialist.
According to Pearson’s Global Learning Survey report, 85% of global employees expect their employers to address the mental health and well-being of their staff, highlighting the role that linked benefits can play. with health care.
This greater interest in benefits related to well-being, points out Gabriela Ruiz, has increased the presence in benefit schemes of products such as telemedicine and that go beyond the insurance of major medical expenses, life or dental plans that were offered more frequently.
“There is also significant concern about mental health issues. I think that all these feelings of stress or anguish we have all experienced and new products have been created to meet the needs. The plans maintain the traditional benefits, but plans are being made to suit each of the clients”, explains the specialist.
But the search for greater health coverage is not the only factor that is leading to a redesign of benefit schemes. Rocío Hernández, Director of Compensation Consulting at AON, highlights that the transformation of benefits also responds to new models. of work.
“For employees who are totally in home office or more than 40% of their working day teleworking, some benefits such as the dining room, gym on the premises or parking lost importance. But also the wellness benefits in offices such as massages, yoga classes, nutritionists began to disappear, “says the specialist.
In this sense, teleworking itself has positioned itself as a new value offer, accompanied by the subsidy for expenses associated with the modality, such as paying for internet or electricity, he indicates.
According to the study Impact of business benefits on your employees of Credits, the 10 additional features those marked by the law with more presence in companies are:
- pantry vouchers
- Saving Fund
- Free days
- Life insurance
- payroll loans
- medical expenses insurance
- Flexible schedules
- I work from home
- product discounts
- payroll advance
But telecommuting, job flexibility, psychological care, financial education and transportation vouchers are the benefits that have grown the most in the last two years.
Health coverage, work in the gap
Rocío Hernández agrees that benefits such as insurance for major medical expenses have become more important among employees after the pandemic and although there is still a large gap between the coverage that executive profiles and operational staff can have in health benefits, companies have begun to grant these products to their lower-income employees.
“In the surveys we do at AON on compensation and benefits, before the prevalence for major medical expenses was zero, nobody offered it. As a result of the pandemic, we are already beginning to find between 3 and 4% of companies that are already beginning to have major medical expenses for its operational workers, it is still a small percentage, but it already tells us about the modification of the appreciation of some benefits”, he shares.
Gabriela Ruíz has a similar perception of the market. However, one of the challenges that companies have encountered in offering major medical expense insurance to their lower-income workers is the cost of deductibles. This scenario has led some organizations to offer insurance for minor medical expenses, for example. “Those are the big changes we’ve seen.”
“More and more companies are also asking for other types of benefitssuch as platforms with yoga classes and activities that bring people closer to the wellbeing. The offer of gyms is also being taken up again, but with memberships that allow people to go to different places or to exercise from home, that is what is becoming more relevant”.
And the car as a benefit?
From the experience of Gabriela Ruiz, the assignment of a car as a benefit has lost ground in the benefit schemes, but still has a good presence. At the same time, this offer is being transformed by payments for mobility services such as Uber.
For Rocío Hernández, the offer of a car is a benefit that is being redesigned because the companies are defining their new working models. “Companies that are already fully in home office, if the cars are parked in the houses, some are questioning whether they should continue with the service. Others have made adjustments in the frequency of change, if before it was changed in 36 months, they extended it to 48 months”.
But even with the reduction that the car may have in the benefit plans, the specialist considers that it is a common benefit among executive profiles and it will be almost impossible to see its disappearance.
“In Mexico it is a market practice. Sometimes the executives are not even sure what their position and salary will be, but they are already asking about the car. It is a service that is deeply rooted and valued in Mexico for a matter of status and security, and that is part of the executive compensation”, he exposes.
The specialists agree that the changes in the expectations of the collaborators imply that the benefit plans are designed with a process of active listening and information analysis to offer products and services aligned with the needs of workers, in addition to making them more flexible so that each collaborator can choose the benefits that best benefit them.
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