In February this year, we launched our discussion paper “2045: the future of work – the changing face of employee benefits” looking at how employee benefits (EB) may change over the next 25 years, based on the trends we were seeing in the industry and the world of work. Just a few months on, the changes that we suggested might take decades are already happening because of the COVID-19 pandemic. The rate of change happening in the global EB industry, such as the delivery of digital benefits solutions and virtual healthcare provision, has accelerated beyond anything that could have been predicted at the start of the year.
Taking a holistic view in managing their global employee benefit programs is the chosen way forward for an increasing number of multinationals that want a better overview and cost control of these programs. Many companies find that outsourcing the day-to-day handling and reporting of the insured benefits to local experts coordinated by a central team with one of the global consulting / brokerage firms is the preferred approach.
You’ll no doubt be all too aware of just how important employee benefits (EB) are to any business when attracting and retaining talent. Along with salary and pension, insured benefits like life, health and disability insurance can be the difference between keeping an employee engaged and losing them to a competitor. It can also be the deciding factor for a candidate when choosing a company to work for.
Companies offer all sorts of benefits and extras to attract the most favored workers, from health care and stock options to free food. But all those perks come at a price: your freedom. There’s a reason labor historians call these perks “welfare capitalism,” a term that originated to describe company towns and their subsidized housing, free classes and recreational activities. Like government welfare, offering any benefits that people come to rely on is also a convenient vehicle to mold their behavior.
The Indian employee benefits landscape has undergone rapid and dramatic transformation over the past two decades, hastened by economic growth, amendments to and increases in statutory benefits, new benefits paradigms introduced by Multinational Corporations (MNCs), and legislative and judiciary action. Employee Benefits stakeholders, in order to keep up with the times, must continue to evolve their benefits offerings to ensure compliance as well as competitiveness.
It is important for German companies to position themselves as attractive employer brands, especially when competing for young talent in the job market. In today’s tight job market, factors that once promised reliable success in attracting new employees – remuneration, the number of leave days, pensions, company cars – are no longer the only things younger generations are looking for. Instead, non-monetary issues such as work-life balance, working atmosphere, and identification are of prime concern. These are the issues that companies should be projecting in their branding and benefits strategies.
With large international companies managing and financing their group-wide risks centrally, there is a pressing need for a central risk management tool. Captive concepts, which have been around for many years, answer this need and have become very popular in risk management.
In today’s landscape, employee benefits need to become the hot topic of conversation. There are many factors driving this since the demographics surrounding today’s workforce are constantly changing. With evolving employee demands and expectations, and new ways of working (think gig economy), employers need to play the employee benefits card to entice potential and current talent to stay put.
U.S. insurance carrier Allstate in August 2018 acquired identity theft services company InfoArmor for $525 million. Allstate’s stated intent is to grow its employee benefits business. According to Tom Wilson, Chairman, President and CEO of Allstate, in 2017 “there were over 16 million victims of identity fraud [in the U.S.], which resulted in over $16 billion of losses.” InfoArmor is a private company with headquarters in Scottsdale, Arizona. Its
In terms of land mass Brazil is the largest country in Latin America and the 5th largest in the world behind Russia, Canada, China, and the USA. Despite its vast territory, Brazil’s population is concentrated in the major cities of each state, mostly on the Southern coast. Being the only Portuguese- speaking country in the region, Brazil is also different in many aspects including cultural, and economic challenges, and the way of doing business in the marketplace. These are the reasons why operating in Brazil brings inherent and unique challenges to the HR team.
The move towards compulsory employer pensions provision (which began in 2012) is nearing its end, while taxation changes, legislation targeting higher earners and new ways of saving are all making the reward space an exciting place to be.
Middle East countries are making fast-paced regulatory reforms to the health insurance industry for half a decade, and healthcare sectors and insurance industries have seen a surge in mergers and acquisitions activity.
The Canadian Bar Association and the American Bar Association together with the International Pension and Employee Benefits Lawyers Association (IPEBLA) announce a joint conference, to be held in Boston, USA, June 10-12, 2018. This two-day session will deal in-depth with legal issues concerning pensions and benefits in the context of a changing global environment. It will provide educational and networking possibilities for lawyers from all countries, with attendees encouraged
This event organised by IGP on recent developments concerning employee benefits in Indonesia will be held on 11 April 2018 in Jakarta, Indonesia. Maria Madjid, Head of Employee Benefit Distribution at Manulife Indonesia, will present “Employee Benefits Programs in Indonesia.” Followed by “Introduction to the World of Pooling”, presented by Chua Wan Ching, IGP’s Regional Director for Asia. The event is open to Human Resources professionals, benefits specialists and risk managers
In order to understand the role of employer-sponsored employee benefit plans in Canada, an understanding of the underlying government mandated health care structure is needed.
Ping An Insurance Company of China in October 2017 announced that it has established two units, the Global Financial and Economic Development Research Center. and the Global Medical and Healthcare Research Center, in association with Tsinghua University, with the aim of creating a global, top-grade think tank supported by the scientific research capabilities and scientists of Tsinghua, and the technology innovation in fintech, healthtech, and smart-city development expertise of
Swiss Life in October 2017 entered into a long-term partnership with Swiss business software provider for small businesses, bexio. Swiss Life becomes one of the largest shareholders of bexio and Swiss Life Switzerland CEO Markus Leibundgut joins the Board of Directors. The start-up already has over 10 000 customers and employs a staff of 50 in Switzerland. Bexio focuses on small-to-medium-sized businesses (SMBs) and offers web-based services – including
Chris Bruce, Managing Director of Thomsons Online Benefits, discusses the Global Employee Benefits Watch 2016/17 report, shining a light on the relationship among benefits strategy and technology, employee engagement, and business success.
The management of employee benefit plans through captives continues to gain traction with multinational corporations in all sectors of industry. Captives are rarely the beginning but generally the end point of a risk management journey. Every journey has a starting point, of course. This year’s European Captive Forum (ECF) in Luxembourg included several employee benefit related breakout sessions. One was called “Getting Started – What Do You Need to Consider and What Is the Role of HR?”
When I agreed to write an article on the current state of employee benefits for Global Benefits Vision, it was suggested that I address issues that were worrying our clients. And I kept coming back to the same answer: there just aren’t any!
Captive insurance has been an increasingly popular alternative risk transfer mechanism for U.S. companies for decades. But what may come as a surprise is that one of the great growth opportunities isn’t a new property or casualty exposure. It’s employee benefits.
Captive solutions were created in the late 19th century to provide more flexible solutions in the insurance market. Since then they have evolved to become a practical form of risk management, offering multinationals two financial advantages: lower costs and more control over how they are insured.
Certainly captives require more administration and an empowered internal advocate who can maximize utilization. But for mid-size and up international companies the benefits can be extensive. With barriers to mobility changing and global salary scales emerging, there is a movement toward common terms, pay, and benefit plans for mobile employees.
Expatriation: Ensuring Successful International Assignments Through Improved Employee Security and Wellbeing
Today’s globalized and interconnected economies rely on an increasingly mobile workforce with a growing number of workers across sectors planning careers abroad. But while everybody recognize that expatriate employees are a key asset for companies, providing them with adequate benefits can be a huge challenge.
When it comes to extracting the true value from employee benefit captive risk financing, it’s not just about the direct cost savings anymore, says Tony Hore of Allianz. Here he shares some thoughts, interspersed with real-world case studies from his exclusive interview with Global Benefits Visions’ editorial staff.
Global Benefits Vision asked Lance Henderson, Head of Sales and Relationship Management at Zurich Global Employee Benefits Solutions, about his view on latest trends in Employee Benefits and discussed topics like the “Duty of Care” concept, the Income Protection Gap, and solutions that can help multinationals to address those challenges.