Onboarding
At Zhoosh, we believe that a great onboarding experience sets the foundation for long-term success and satisfaction. We are excited to have you join us and look forward to supporting you every step of the way!
Are all employees based in the UK?
Do you have at least 20 employees?
Are flexible benefits something you have been looking into?
Are you happy to provide employees a monthly allowance for them to spend on the benefits of their choice?
Yes, then lets start....
STEP 1
Decide how much flex allowance you would like to provide each employee, usually this is around 2.5% of the average monthly basic salary. For example, if the average salary is £3,000, then you would likely want to provide a monthly allowance of £75.
You may also want to split employees into different levels providing different allowances, based on their seniority of service.
Do you want to provide any core benefits?
Life Cover
Life Insurance needs to be provided as a core benefit to all employees in order that employees can flex their cover from a base level of cover. Typically, employers will provide 1 to 4 times cover to all employees before providing the flexibility for the employee to enhance that cover, usually up to 8 times annual salary.
Income Protection
Do you want employees to be protected in the event of long term sickness or injury? If so , Income Protection will replace an employee’s salary (usually set at 75% of gross salary is covered for.a period of time – usually 2 years). Decide if you would like to consider this option. There are no flex options to consider with this benefit, but you may want it included in the benefits offering in any case.
Health Benefits
Private Medical, Dental and Cash Plans are all health insurance offerings that you may or may not want to offer as a core benefit. The good news is that you do not need to provide any of these as part of your core offering. You can simply offer employees an allowance to spend on the cover that they prefer the most. Sometimes, you may want to provide a core level of cover to ensure that all employees can benefit from these plans without having to use up any of their allowance. For instance, you might want to provide a foundation cash plan or dental insurance cover or provide private medical cover for all employees without needing to spend any of their allowance. This can apply to some or all employees. Have a think about what might be most appropriate.
STEP 2
STEP 3
Once you have provided employee data to Zhoosh, they will be able to provide you with all the premiums that will apply to the decisions you need to make in Step 2 to build a budget needed to build your beenfits package for employees. You should investigate on an employee by employee basis how the monthly allowance can be spent – ensuring that each employee is available to buy a core amount of employee benefits.
Agree the benefits design with Zhoosh.
Zhoosh will then go ahead and build the benefits platform allowing employees to make their decisions. They will deliver:
- Full project planning ensuring that the platform is built in good time for the launch
- Launch communications with a recorded presentation will be provided
- Employees will be provided with a welcome email encouraging them to log into the platform and make their selections
- A URL will be provided allowing you to better illustrate your benefits to new joiners
- A meeting with finance will be provided when the selection window has closed, ensuring that payroll and finance understand the monthly payroll reports that are generated
STEP 4
If you have any questions or would like to speak to a member of the team, please feel free to contact us at enquiries@zhooshbenefits.co.uk