Hyde Group to add new perks to flexible benefits

EXCLUSIVE: The Hyde Group is to introduce a number of new flexible benefits during its next annual enrolment window to reflect staff preferences.

Following feedback from employee surveys, the organisation will introduce dental insurance, an individual savings account (Isa), critical illness cover and salary sacrifice arrangements for mobile phone and technology, such as iPads and computer schemes.

The housing association, which launched the Aon-provided scheme in 2013, decided to add the new benefits as part of its aim to build its flex scheme around the needs and wants of its 1,300 members of staff.

The new benefits will be available in the flex scheme’s next enrolment window in November and employees will have access to them from January 2015.

The scheme, iFlex, has more than 15 employee benefits which includes a health cash plan, private medical insurance, company cars, and holiday trading.

Since its launch, more than 69% of staff have logged in to the system. 

Its occupational pension scheme is the organisation’s most popular benefit, with 90% of staff in the scheme, of which 78% have taken up the scheme through flex.

Its give-as-you-earn scheme has also recorded take up which is higher than the industry average.

Sarah Bissell, head of reward at the Hyde Group, said: “It is all part of the organisation’s major shift in our approach to HR systems with new technology including single sign-on for all benefits.

“The 15 benefits had take-up higher than the industry average, which is pleasing to see.

Sign up to our newsletters

Receive news and guidance on a range of HR issues direct to your inbox

Email(Required)

OptOut

From time to time, we will send you emails about selected products, events and services from Employee Benefits – but you can choose to opt-out at any time. If you do not wish to receive these emails, please tick this box.

Name

This field is for validation purposes and should be left unchanged.

Δ

“We want to build our flexible benefits around what employees want. It is an ongoing process and part of the organisation’s plan to make flexible benefits cost neutral in three years.

“We need to be more competitive to be more attractive and to retain staff.”