Traditional group benefits packages are built around an average employee. The plan is set, the entitlements are fixed, and everyone gets the same thing. That approach made sense when workforces were more homogeneous. Today, the workforce in a typical HK or SG enterprise spans four generations, multiple nationalities, and a wide range of life stages.
A 28-year-old in your fintech division wants mental wellness credits and a fitness subsidy. A 52-year-old in your operations team needs outpatient cover and a chronic disease management programme. A working parent on your client team needs flexibility around parental and family care.
One fixed package serves none of them well.
HR leaders who are closing this gap are taking three practical steps:
- Moving from fixed entitlements to wallet-based benefits employees choose for themselves, within a defined budget
- Adding utilisation dashboards so they can see what employees actually use, and redesign what they don't
- Piloting FSA (Flexible Spending Account) and wellness top-ups alongside existing group insurance, rather than replacing it outright
The result is a benefits programme that reflects the workforce it's meant to serve, with utilisation numbers HR can actually show the CFO.
Is your current package working for your whole team, or just your average employee?
If you're reviewing your benefits package for the second half of the year, we'd welcome the conversation.
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Source: MetLife's 24th Annual Employee Benefit Trends Study
MixCare Health
MixCare Health · Hong Kong