Empowering Benefits Choice Through Technology and Communication

   

Flexible benefits offer the potential to transform how organisations across Asia deliver value to employees. Designed to provide choice and personalisation, these programs can be more responsive to the diverse needs of a multigenerational workforce, while helping employers navigate rising health costs.

But even the most well-designed offer can fall short without suitable technology and communications to optimise benefits participation and delivery. HR leaders making flexible benefits part of their employee value proposition (EVP) are now recognising that how benefits are presented is key for program success.

Communicate to Drive Participation

Clear, consistent communication plays a major role in the success of any flexible benefits program. When employees don’t understand what’s available or how to make the most of their options, participation is lower, costs become harder to justify, and the program risks underperforming.

To prevent this, employers can take a strategic, long-term approach to communication that goes beyond sending policy documents during onboarding and standard reminders at fixed intervals. Instead, they make use of a wide variety of formats, and messages that speak to different employee groups to highlight benefits that are the best fit for their personal circumstances. Regular updates and education help employees understand how benefits can support their health, finances and wellbeing at different stages of life.

Technology for Ease of Access

Just as important is the technology used to access and manage benefits. A streamlined digital platform that’s mobile-enabled makes it easier for employees to understand their options, select their benefits, and feel in control.

Modern platforms also give HR teams data to inform future benefits program adjustments. With insights into how benefits are used, what’s popular, and where the gaps are, employers can make smarter decisions and continue improving their offer to better meet the needs of different employee cohorts. Whether it’s identifying age groups or role types at risk of future health issues, or assessing the ROI of voluntary plans, technology provides the data needed to make the case for adapting and refining benefits.

When an Aon client in India launched a new platform for their flexible benefits, this made a major impact on participation. 97% of employees made selections through the platform, with more than half opting to increase their insurance coverage.

How AI is Changing the Game

Tools powered by AI are also becoming more common for employee benefits platforms. For example, Aon’s Health Risk Analyzer helps employers identify potential future health risks and respond early, before claims costs start to rise. This allows for more proactive, targeted support for employees and can improve the long-term financial sustainability of the program.

Employees also benefit from smarter, AI-enabled tools. Dashboards that recommend benefits based on age, lifestyle or personal situation can support better choices and drive participation.

Considerations for HR Leaders in Asia

While there is potential for all employers to realise value from flexible benefits, local market conditions matter. For HR teams across Asia, flexible benefits design and communication must account for different tax rules, healthcare systems, family structures and digital habits.

In India and Indonesia, for example, supporting parents and extended family members through insurance is often a high priority. In Singapore and Hong Kong, addressing the needs of a mobile workforce mobility and alignment with multinational company standards may be more important. For some regions and cohorts, mobile-first access is essential. In others, a mix of digital and in-person channels may be needed to ensure communications reaches and supports all employees.

A more flexible approach to benefits is an emerging trend for Asia. Even though more choice is a welcome change, employees in the region may need more support to feel confident making decisions about their benefits. This is why tailored communication, designed around local culture and employee habits, becomes even more important.

Supporting a Stronger Employee Value Proposition

By investing in platforms that are simple to use, backed by data, and supported by clear communication, HR leaders can build benefits programs that are easier to manage, more cost-effective, and more aligned with what today’s workforce really needs.

The way benefits are delivered says a lot about how a company treats its people. A platform that’s easy to use and accessible to everyone reinforces trust and transparency. Communication that reflects different life stages – from early career to starting a family and through to retirement – shows that an employer is listening and responding.