Project Description

We provide solutions to companies who would like to explore the options of adopting Flexi-Benefits program. We can customised the program to suit your needs and provide you with a solution based program to meet your needs.


Benefits plan that allows employees to select from a pool of choices, some or all of which may be tax-advantaged. Potential choices include cash, retirement plan contributions, vacation days, and insurance. It is also known as Cafeteria Plan (though there are other infamous names such as Modular Plans, Private Health Services Plans, Core Plus Option Plans).


Historically, employee benefit plans have been provided on a one-size-fits all basis, designed to meet the perceived needs of the assumed ‘typical employee and family.’

The diversity of employee needs and the advent of technology have contributed to a growing trend towards more flexible benefit arrangements. According to surveys, flexible benefit plans continue to grow in popularity and offer employees the opportunity to select those benefits they need, while helping the employer manages benefit plan costs. As a concept, flexible benefit plans have been around for about two decades. What is new, however, is that more employers seem to be using them. Benefits or options are paid for using the credits the employee has been assigned. Unused credits are commonly deposited into a health care spending account, cashed out, carried forward and etc. Employers determine how much they wish to contribute towards the plan, usually based on a flat dollar amount per employee or a percentage of each employee’s salary.

Flexible benefits are a natural choice for employers seeking to partner with employees in managing benefit plan costs.

For some organizations, a comprehensive flexible benefit plans with many benefits is the best solution. For others, a more practical approach might be to focus flexibility on three or four particular benefits. Others organizations may prefer to introduce flexibility one step at a time.

The best plan may not necessarily be the one that offers the greatest amount of employee choice while it is important that the plan design reflects the business reasons for introducing flexibility and the on-the-ground realities of the organization as well as employee demand.


What is a Flexi-Benefits in Summary

Flexible benefits are a hot topic, fitting in well with the wider total reward debate and talk of the mass customization of reward. As a practice, flexible benefits are set to increase as new software becomes available and the cost of implementation decreases allowing more organizations to set it up. Flexible benefits are seen as an ideal way of addressing diversity in benefits, as reinforcement of cultural change, harmonization of reward practices, especially during merger and acquisition, and an effective means of cost management. But they are not a ‘magic’ solution and need to be managed as part of an integrated reward strategy with clear goals and excellent support processes.

In conclusion, the usage of flexible benefit plans is a growing trend in view of changes in complexity of the modern society such as lifestyle, work complexity, single parenthood, and the society at large.