Most common benefits offered in flexible benefits plans [sample: 25 respondents] Season-ticket loan 68% Dental insurance 56% Home insurance 56% Long-term care insurance 48% Legal advice/counselling 44% Company cars 40% Critical illness insurance 40% Share or share option plan 40% Luncheon arrangements/vouchers 32% Group personal pension plan (GPP) 32% Additional death in service insurance 28% Buy/sell some annual holiday leave 28% Defined benefit (final salary) pension 24% Childcare vouchers 24% Gym membership 24% Subsidised loans 24% Pet insurance 24% Private fuel 24% Have you considered introducing a flexible benefits plan? [sample: 257 respondents] Yes, a plan is being designed 5% Yes, a plan is under consideration 28% Yes, but idea has been rejected 22% No 39% The perceived advantages of introducing flexible benefits [sample 282 (all) respondents] Benefits targeted to individuals needs 61% to a great extent 24% to some extent Recognises diverse needs and values 40% to a great extent 46% to some extent Promotes appreciation of benefits 34% to a great extent 47% to some extent Promotes understanding of benefits 29% to a great extent 51% to some extent Valued more highly than traditional benefits 28% to a great extent 52% to some extent Helps improve recruitment 24% to a great extent 55% to some extent Addresses the needs of dual income families 23% to a great extent 49% to some extent Can reinforce corporate culture/objectives 23% to a great extent 57% to some extent Helps improve retention 21% to a great extent 53% to some extent Provides information about staff needs 21% to a great extent 55% to some extent Helps improve motivation 20% to a great extent 53% to some extent Can change corporate culture/objectives 16% to a great extent 55% to some extent Helps manage corporate change 10% to a great extent 39% to some extent Helps reduce/control costs 9% to a great extent 40% to some extent The perceived barriers to introducing flexible benefits [sample 282 (all) respondents] Readiness of current admin systems 34% to a great extent 37% to some extent Complexity of administration 33% to a great extent 43% to some extent High implementation costs 30% to a great extent 49% to some extent Convincing the board/building a business case 29% to a great extent 46% to some extent Getting effective admin software 28% to a great extent 39% to some extent Limited number of benefits can be flexed 20% to a great extent 49% to some extent Bulk buying power undermined 16% to a great extent 50% to some extent Effective purchasing and pricing of benefits 16% to a great extent 44% to some extent Mistrust of organisation¬’s motives 15% to a great extent 37% to some extent Finding suitable providers/terms and conditions 14% to a great extent 36% to some extent Amending employment contracts 10% to a great extent 37% to some extent Lack of staff appreciation/understanding 9% to a great extent 52% to some extent Tax implication 8% to a great extent 42% to some extent Finding suitable contracts 8% to a great extent 34% to some extent Communication of flexible benefits 7% to a great extent 37% to some extent Employees unable to make informed choices 6% to a great extent 32% to some extent Union opposition 2% to a great extent 10% to some extent Most common benefits offered on a voluntary basis [sample: 174 respondents] Hospital/healthcare cash plan 45% Private medical insurance 39% Stakeholder pension 30% Additional voluntary contribution to pension 28% Gym membership 24% Travel insurance 24% Dental insurance 24% Life insurance 19% Shares or share options 18% Motor insurance 17% Job related training 16% Travel/holiday service 16% Season travel ticket 16% Home insurance 16% Cars 16% Personal accident insurance 15% Access to car via a personal contract plan 15% For more information please see other sections of this supplement in the Benefits Strategy section of the Archive of Articles.