FEATURE INSIGHT
provisions have to work with the payroll system, for example when it comes to buying and selling holiday. This can be quite tricky.” He adds that it’s not enough for employers to simply put their benefits online and leave employees to it – there must be adequate offline support in place to help employees get the most from their digital provision, i.e. someone has to be available to assist if and when problems arise. Another issue employers should be mindful of is that digital benefits can arguably be most effective when used to support and enhance non-digital provisions because going online isn’t for everyone. “There aren’t any benefits that don’t work when delivered digitally, but there are some components of the workforce that don’t consume digitally,” explains Hall. “The population is digitally savvy but people have their own preferred learning style – tactile, oral, etc – and this should be broadly reflected in benefits consumption.” Employers should also take care to ensure statements are provided so that staff know exactly what they are gaining
pounds can really help with retention and we very much want to be a trusted friend to our workforce helping them out with all aspects of life, not just when they are in the workplace.” The future of digital benefits is well beyond the control of the benefits industry and is heavily influenced by what the main digital market does, such as the likes of Amazon and Facebook, according to Hall. “The market is being led by digital pioneers and people will expect the same level of delivery,” he says. “Benefits will get much more relevant and tailored towards an individual’s specific needs.” According to Hall, because digital is a two-way medium, clients are informing what is being done in terms of product innovation. “Content is being led by the customers,” he concludes. “It will become the norm to deliver benefits digitally because that’s the way everything is going.” So, with digital benefits offering a whole host of advantages for both employees and employers – and in light of the fact that they are clearly here to stay – perhaps now is the time to ensure your organisation is switched on. n
from their digital benefits. “Companies need to show employees the value of what they’re offering and must be able to prove they’re helping them so their workforce appreciates it,” Staehr says. ...because digital is a two-way medium, clients are informing what is being done... expecting – online access to all aspects of their employment data, organisations that fail to embrace digital will risk losing key talent from within their business. They may also suffer reputational damage since prospective employees may view them as being outdated and behind the times. “It is important to us that how we offer benefits through a digital platform and 24/7 accessibility reflects how we look to do things as a business,” says Hodson. “We also know that the little touches around recognition or saving a few Keeping up with the times With more people wanting – and
Gender pay gap reporting and HR implications
Half day
Remain up to date and educated to ensure you comply with the change in legislation and develop best practice.
This course covers: l Background and reasons for the policy including current voluntary and public section reporting, and the legislative process l Gender pay gap reporting requirements l Implications for your organisation l Future developments including ethnicity pay gap reporting l And much more
Book online at cipp.org.uk or email info@cipp.org.uk for more information.
cipp.org.uk CIPP_UK cip .org.uk @CI P_UK
| Professional in Payroll, Pensions and Reward | March 2018 | Issue 38 44
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