Wellbeing – can it work with flex?
In recent years ‘wellbeing’ has become a bit of a benefits buzz-word with many employers now feeling that they have some level of responsibility for looking after their employees. The reasons are varying, including factors such as commercial benefit, legislative requirements or the desire to be seen as an employer of choice. A typical wellbeing strategy could cover mental and physical wellbeing, but also encompass family and financial health as well as even ‘career health’ (in the form of training and development opportunities).
However, for many employers, implementing such a strategy will not always be possible in practise due to resource and, more importantly, cost constraints. So, could utilising a flexible approach to benefits delivery help HR to deliver a wellbeing strategy?
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