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[IWS] Mercer: WHICH BENEFITS DO YOUR EMPLOYEES VALUE MOST? [GLOBAL SURVEY] 
IWS Documented News Service
Institute for Workplace Studies----------------- Professor Samuel B. Bacharach
School of Industrial & Labor Relations-------- Director, Institute for Workplace Studies
16 East 34th Street, 4th floor---------------------- Stuart Basefsky
New York, NY 10016 -------------------------------Director, IWS News Bureau
WHICH BENEFITS DO YOUR EMPLOYEES VALUE MOST?
[full-text, 44 pages]
HONG KONG ..21
UNITED KINGDOM ..36
UNITED STATES ..40
Making Smart Benefit Choices: Global Survey Findings
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Making Smart Benefit Choices Survey summaries are currently available for the following markets:
- Brazil English » Portuguese »
- Canada English » French »
- China English » Simplified Chinese »
- France English » French »
- Hong Kong English »
- Ireland English »
- Italy English » Italian »
- Spain English » Spanish »
- UK English »
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Press Release 21 January 2013
EMPLOYEES WILLING TO PAY FOR A RANGE OF VOLUNTARY BENEFITS
Employers are under pressure to offer a broader range of benefits to employees as governments worldwide either cut back on state-funded benefits or require employers to offer benefits to employees that have not historically received them. With benefit costs outpacing inflation in many countries and employers unable to pass along these costs to employees, voluntary benefits represent an attractive option for employers who wish to reign in expenses while maintaining broad benefit offerings. Employees pay for these benefits, but often at discounted prices and with less underwriting compared to the same products in the open market. Mercer’s Making Smart Benefit Choices Survey, conducted in 10 markets, shows which benefits employees would be most willing to pay for themselves.
“With cost pressures mounting, employers are increasingly unable to add new options to their core benefit programs,” says Michael J. Thompson, National Practice Leader – Mercer Integrated Benefits. “Voluntary or flexible benefits can often bridge this gap, making an array of benefits available to employees while empowering them to choose benefits that best fit their particular needs and lifestyles.”
See which benefits employees are willing to pay for themselves.
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