Employers in the Middle East look to enhance benefits to win the war for talent

Rising costs and competition for talent are key issues driving benefits strategy

Key business issues influencing benefits strategy

• Competition for talent: 64%
• Rising costs: 64%
• Flexible work arrangements: 32%
• Focus on inclusion and diversity: 28%

Note: A maximum of three options could be selected

To win talent, it’s important to design programs that meet the needs of diverse employees

Six in 10 employers said this was a focus

Key focus areas for the benefits strategy

• 61% Plan cost
• 59% Meet needs for all employees
• 50% Benchmarking and market trends
• 40% Wellbeing

Note: Percentages indicate “ranked top 3”

When it comes to the benefits portfolio, health benefits are the primary focus

What are employer priorities to support their workforce?

• Health benefits: 68%
• Career, training and development: 56%
• Risk and insurance benefits: 36%
• Mental health support: 27%
• Financial wellbeing/short-term finances: 26%
• Inclusion and diversity: 25%

Note: Percentages indicate “ranked top 3”

Employers look to improve their market position in wellbeing and retirement

Percentage of employers looking to improve their benefits positions

• Financial wellbeing/short-term finances: 35%
• Retirement plan/long-term finances: 28%
• Mental health support: 27%

In benefits financing, 7 in 10 employers are reviewing vendor contracts

Percentage of employers who have taken an action in benefits financing

• Improve terms from vendor contracts: 67%
• Bundle different services into one package from a single vendor: 41%
• Expand use of risk financing arrangements: 40%

Next steps for employers

• Optimize

  Strike the right balance between cost management and maximizing employee appreciation. Finding out what employees need will involve using different means, including pulse surveys, town halls and focus groups.

• Differentiate

  The same benefits will not resonate for everyone. Employers can cater to different needs — whether it’s differences by ethnicity, gender, race or other factors — by ensuring employees have a choice.

• Deliver

  Think about the employee experience when delivering benefits, including a technology aspect as necessary.

• Evaluate and refine

  Through analyzing and measuring program performance, employers can refine existing programs as needed to ensure they’re delivering the most value.

Contact our experts

---

Steve Clements

Senior Director, Integrated & Global Solutions, CEEMEA

email Email

---

Jeremy Povey

Senior Consultant, Health & Benefits, CEEMEA

email Email

---