3 hidden reasons for poor benefits engagement

Welcome to the October edition of Employee Benefits Insights ??

Each month, I summarise the latest trends, expert insights, and exclusive updates from the world of employee benefits. As we continue our mission to build a world working at its best, widening the scope of conversation is essential.

Here’s what I’ll cover this month:

• 3 hidden reasons for poor benefits engagement
• How to build a global strategy that works
• The impact of women’s healthcare on your team

1. Three hidden reasons for poor benefits engagement

Lack of employee engagement in a company’s current benefits package is one of the most common struggles we hear about. But it was still surprising to learn that 58% of employers say health benefits are underused by staff!

I wish I could say there was one silver bullet to tackle issues like this, but the real problem is multifaceted.

Here are just a few things that could impact lack of engagement:

• No single, easy-to-use platform: Employees might have a hard time chasing down all of the benefits information available to them if it’s not in a centralised place.
• Type of workforce: Are your benefits mostly geared toward desk workers when you also have employees on the road, in the field, or in retail stores?
• Your benefits offering isn’t relevant: Your benefits might not speak to the employees you have – for example, employees from overseas might value travel benefits more than a pension they may not be in the country to access later.

Nuanced problems call for nuanced solutions – the good news is, Ben can help. If you want to learn more about how you can create solutions that stick, get in touch with us.

2. How to build a global strategy that works

Earlier this month, I came across an insightful piece from REBA on how companies with multinational teams are navigating the balance between existing regional benefits and offering support that really matters to employees everywhere. It’s a question we often hear, and it’s a growing priority for global companies.

The challenge? Many are dealing with layers of complexity caused by fragmented benefits, juggling multiple providers, and struggling with limited data as a result.

To explore solutions, I spoke with our VP Benefit Design & Partnerships, Carl Chapman, who emphasised the importance of setting clear minimum standards of care. By identifying where local systems already support employees—and where additional help is needed—we can design a programme that genuinely addresses the needs of our teams around the world.

Interested in the full breakdown? Watch our webinar recording to learn what it takes to build a truly global benefits strategy.

Catch the recording here.

3. The impact of women’s healthcare on your team

Here’s a surprising statistic for you: 1 million women are leaving the workforce due to menopause symptoms, with 4 out of 5 struggling with hormonal imbalances.

Hormonal health affects everyone, so supporting women’s health means supporting the entire team.

October was Menopause Awareness Month, so it was cool to see that ScotRail became an endometriosis-friendly employer this month. They’re actively supporting employees and working to break down stigmas around women’s health.

More companies are taking a holistic view of employee wellbeing, and it’s great to see reproductive health becoming part of the conversation. Ben recently hosted a webinar with Hertility, a leading provider in women’s hormonal and fertility health, about how investing in women’s health can benefit the whole team.

Give the webinar a watch here.

That’s all for now! Keep an eye out for next month’s Employee Benefits Insights, where I’ll be back with more news, thoughts, and resources from the world of benefits.