Colin Esposito· Total Rewards Manager, Vantage Telecom
Posted in Benefits & Wellbeing ·
I can never find real take-up figures, so here are ours. UK retailer, about 11,000 employees, 70% store-based and hourly. All of these are employee-paid through payroll, on a flexible benefits platform with an annual window.
Cycle to work 3.1%. Dental 6.4%. Health cash plan 9.8%. Critical illness 1.2%. Holiday purchase 14%. Technology purchase scheme 7.5%. Discounted gym 2.6%. Electric car scheme 0.4%, almost all head office.
The pattern is that anything giving more time or spreading a cost does well and anything insurance-shaped does badly. Head office take-up is roughly three times store take-up on every line. Would welcome others' numbers and views on whether the low lines are worth keeping.
8 helpful · 1 insightful · 3 replies · 145 views · 3 following
Benefits Manager, Cardinal Insurance
Thank you for posting actual numbers. Ours for a UK logistics business of 6,500: holiday purchase 11%, health cash plan 12%, dental 4%, cycle scheme 2%, critical illness under 1%. So very close. The cash plan is higher for us because we made the base level company-paid and people buy up from there.
Total Rewards Manager, Nordvik Energy
On whether to keep low lines: we cut five voluntary benefits with under 2% take-up two years ago and had 23 complaints in total from a workforce of 8,000. The admin saving was modest but the enrolment screen went from 19 choices to 11, and take-up on the remaining lines rose by about a fifth. Fewer options, more decisions made.
Compensation Consultant, Nordvik Energy
