Chewing gum maker Wrigley ensures its flexible benefits scheme offers something for all staff. An impressive 85% of the firm’s 500 staff take up the scheme.
Al Riley, senior rewards adviser, says: “We are diverse in terms of age and gender. The [mobile sales teams] tend to be recruited at a graduate age and are tech-savvy with their tablet PCs. The factory staff have higher retention rates. A number have been with us for 25 years.”
Wrigley’s scheme includes a pension and life assurance, as well as critical illness and personal accident insurance. Employees can also opt for perks such as private medical insurance, a health cash plan or dental cover.
Other options are childcare vouchers, gym membership, travel insurance, a wine club and holiday trading.
“Our most popular flexible benefit is purchasing additional holiday,” says Riley. “Not only does this generate interest and footfall for the rest of our flexible benefits, but it also gives [employees] additional flexibility to manage their personal commitments.”
Communication is vital, says Riley. “We have to ensure when we are communicating with computer-based staff via email that the information is available for our factorybased [staff]. We encourage line managers to communicate any news and direct staff to the internet cafe in the staff restaurant to make benefits choices.”
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