What’s the value of global benefits tech in low-flex regions?

Despite the assumption that an online benefits platform is unnecessary in low-flex locations, there are many advantages of rolling out tech even where the choices available to employees are limited. From providing a standout employee experience, to supporting benefits understanding by bringing benefits into an easy-to access location, and centralising benefits administration to reduce the burden on HR teams – the value of a robust global benefits platform is clear.  

What counts as ‘flexible’? 

‘Flexible benefits’ is a fairly broad term that means employees can choose and customise the benefits that are most relevant to them – rather than getting a one-size-fits all benefits package. In some cases, that might mean that an employee can choose a new benefit (such as an EV or Menopause benefit), or they might ‘flex’ an existing benefit (for example, they might upgrade their level of cover or add a dependent to their medical cover).  

What employees are able to ‘flex’ varies widely by location. No two countries are the same – and the benefits an employer provides will depend on what’s available in the local benefits market, local rules and regulations, cultural customs, and, of course, budgets. In markets such as the UK or the US, flexible benefits often imply a broad selection of optional lifestyle, financial, and leisure perks. However, in many international locations – such as Spain, Singapore, and the Netherlands – flexibility typically refers to employees’ ability to upgrade core benefits. 

4 reasons to implement benefits tech in low-flex regions 

1. Provide a consistent experience globally 

A global benefits platform ensures that employees across all locations have access to the same level of information, clarity, and user-friendly technology. It eliminates disparities in communication and allows employees to better understand their benefits, no matter where they are based. By standardising benefits delivery through technology, companies create a consistent employee experience, reinforcing their employer brand and values worldwide. This is especially important for multinational businesses with employees moving between locations.  

As Samantha Sergent, Director of International Benefits at Microsoft highlighted at our recent event, “Mobility is also a big piece of work here at Microsoft; you get to work from different countries if your job allows it. We want people to log into that benefits system and think, ‘I work for Microsoft. This is the same approach and enrolment as I had in my old country. It’s consistent, I know how to do this.’”

*Country spotlight
France exemplifies a market where flexible benefits are uncommon due to mandatory employer-sponsored programmes. Despite rigid structures, a centralised platform can significantly enhance the employee experience. Many employees struggle to navigate complex reimbursement processes, such as those for healthcare. Integrating all relevant benefits information into a single, user-friendly platform reduces confusion, improves accessibility, and minimises administrative inefficiencies. Language is another important consideration in France – using a platform with a multi-lingual toggle function enables employees to access benefits in their native language, further supporting understanding and take-up.  

2. Simplify complexity and administration 

Benefits administration in low-flex locations can still be highly complex, with multiple mandatory programmes, regional providers, and intricate eligibility rules. A centralised platform streamlines these processes, reducing resource-sucking administration for local HR teams. By automating enrolment, reporting, and compliance tasks, businesses can save time and ensure accuracy – ultimately improving operational efficiency. 

For example, although India has limited benefits options, the extensive medical plan means India sits on the more complex end of our simple-to-complex scale. Employees can use their salary to choose add-ons, deductibles and additional family members. This one benefit can create a major administrative burden, as well as generating confusion for the employees who may be using an outdated, paper-based selection process – all of which can be solved with a global benefits platform. A platform enables employees to model the impact of benefits on their salary immediately and choose the options that best suit their needs.  

3. Leverage data to become more strategic 

A technology-driven benefits system enables employers to collect and analyse data on employee preferences, engagement trends, and benefits usage. These insights help organisations refine their offerings, negotiate better rates with providers, and design benefits programmes that align with employee needs. Over time, this data-driven approach allows companies to optimise their investment in benefits and improve employee satisfaction.  

For companies that want to stand out in a competitive talent landscape, reward and benefits insights are essential to be able to continue to evolve and maximise the EVP – ensuring it’s as sticky as possible.  

4. Meet changing requirements as markets adapt to employees’ exponential expectations 

81% of global employees say their experience at work is more important now than a year ago.  

Employees now expect more from their benefits, even in traditionally low-flex regions. As a result, employers are pushing local providers to offer more choice so that they can deliver on employee expectations. While regulations and mandatory benefits structures may remain, businesses that advocate for greater flexibility can influence market evolution. For example, in some regions meal vouchers have evolved to allow employees to spend in the supermarket, and in part of Europe we’ve seen a move towards employees being able to select partner life cover.  

By implementing benefits technology, companies position themselves as forward-thinking employers that prioritise employee wellbeing and choice. And for organisations with a global tech platform already in place, the infrastructure is there to introduce that flexibility for employees quickly… 

“Initially, we used the platform as a read-only educational, communication tool – to aggregate all our benefits information. Starting this way allowed us to present as much choice as possible, without making it overburdensome or confusing for the employee. Then as we moved forward, we opened up the platform to become transactional. I’ve always said flex is on the horizon; you look at it from a three-to-five year perspective when you launch, then keep moving forward.” – Pradeep Singh, Reward Lead at Salesforce India 

Future-proofing global benefits 

By implementing a global benefits strategy supported by a centralised platform, businesses can enhance efficiency, improve employee satisfaction, and stay ahead of market trends. Now is the time to invest in a scalable, technology-driven benefits solution that caters to the diverse needs of a global workforce. 

When you come to choose your global benefits tech, make sure it’s future-fit; does it meet employee expectations both now and in the future? Here are 5 questions to ask when choosing your benefits platform provider to ensure your tech hits the mark.