HEALTH WEALTH CAREER MERCER’S BENEFITS PRODUCTS & SERVICES€¦ · HEALTH WEALTH CAREER...

H E A LT H W E A LT H C A R E E R

M E R C E R ’ S B E N E F I T S P R O D U C T S & S E R V I C E SA S I A P A C I F I C

F O R M O R E I N F O R M A T I O N O N B E N E F I T S O F F E R I N G S , V I S I T W W W . I M E R C E R . C O M / C O N T E N T / A S I A - B E N E F I T S . A S P X

http://www.imercer.com/content/asia-benefits.aspx

www.imercer.com/content/asia-benefits.aspx

F O R M O R E I N F O O N M E R C E R B E N E F I T S O F F E R I N G S , P L E A S E V I S I T W W W . I M E R C E R . C O M / C O N T E N T / A S I A - B E N E F I T S . A S P X2

B E N E F I T S A R E K E Y I N AT T R A C T I N G , R E TA I N I N G A N D E N G A G I N G Y O U R E M P L O Y E E S , W H E N C O R R E C T LY A L I G N E D W I T H T H E I R N E E D S .

T H E M A I N Q U E S T I O N S T H AT Y O U S H O U L D A S K A R E :

A R E M Y B E N E F I T S T R U LY B E N E F I T I N G M Y D I V E R S E W O R K F O R C E ?

I F T H E B E N E F I T S A R E G O O D , T H E N I S I T A C O M P E T I T I V E P A C K A G E ?


www.imercer.com/products/asia/benefits-survey.aspx

F O R M O R E I N F O O N M E R C E R B E N E F I T S O F F E R I N G S , P L E A S E V I S I T W W W . I M E R C E R . C O M / C O N T E N T / A S I A - B E N E F I T S . A S P X 3

Salary, job title and perceived prestige of the employer’s brand have traditionally been used as differentiating factors for companies to attract or retain talent, but the tighter job market is making it more necessary for organisations to leverage the value of employee benefits to offer a broader value proposition to employees.

At Mercer, we believe that the success of an organisation is only as good as the people it hires, and we are committed to helping our clients benchmark and design the best possible benefit plans for their organisation. To attract and retain key talent, Mercer can help you compare and benchmark your benefits plan against the marketplace and provide advice on setting up plans that are both cost effective and highly valued by employees.

W H Y M E R C E R ?This catalogue will take you through the products and services we have in place to address your benefits questions.

Our complete suite of benefits products and services can assist you at any step of your plan review process, no matter what level of analysis you need. All of our products can be provided based on general industry, specific industry or a peer group. From a quick reality check to more in-depth analysis, Mercer benefits data and consulting services help you achieve the optimal solution.

A S I A P A C I F I C B E N E F I T S P R O D U C T S O V E R V I E WMercer has the information and tools to help organisations assess the competitiveness of their current benefits and chart a path for the future. Mercer’s Asia Pacific database includes features of employment conditions, leave types, insured benefits, retirement plans, vehicle benefits and many other benefits from more than 5,500 companies in 18 Asia Pacific countries.

AUSTRALIA

BANGLADESH

CHINA

HONG KONG

INDIA

INDONESIA

JAPAN

KOREA

MACAU

MALAYSIA

NEW ZEALAND

PAKISTAN

PHILIPPINES

SINGAPORE

SRI LANKA

TAIWAN

THAILAND

VIETNAM


TA B L E O F C O N T E N T S> Benefits Surveys - Mercer BenefitsMonitor™ 5

> Benefits Customized Services 11

> Benefits Analysis Review (BAR) 12

> Benefits Qualitative Benchmarking 14

> Benefits Valuation Analysis (BVA) 16

> Bespoke Surveys & Reports 18

> Plan Design 20

> Benefits in Other Regions 23

> Publications 31

> Contact Information 37



B E N E F I T S S U R V E Y S M E R C E R B E N E F I T S M O N I T O R ™



M E R C E R B E N E F I T S M O N I T O R ™

Mercer conducts benefits surveys annually, providing you with the most up-to-date market information. Access reports via our online tool, Mercer BenefitsMonitor™ (MBM), anytime and anywhere, and have the information you need at your fingertips.

MBM allows you to:

• Compare your benefits data against that of your competitors and the general market

• Analyse how companies set up their benefits plans for the different employee groups

• To access latest statutory benefits information with one stop

• Customize and run reports at your convenience

K E Y B E N E F I T S

Each report includes information about the typical benefits for a given market. The following table provides an example of some of the benefits covered in the reports. For a comprehensive list of benefits covered per country, please contact Mercer.

EMPLOYMENT CONDITIONS

CORE BENEFITS

STR ATEGIC BENEFITS

MOBILIT Y-REL ATED BENEFITS

• Working hours and overtime

• Leaves and holidays

• Termination and redundancy

• Flexible work arrangements

• Employee wellness

• Statutory benefits

• Insurance benefits

• Medical benefits

• Supplementary retirement

• Vehicle policies

• Allowances and subsidies

• Business travel

• Relocation

• Housing benefits

• Benefit trends

• Training and development

• Referral programs

• Long term incentives

• Flexible benefits

• Perquisites and loans



T Y P E S O F R E P O R T S

O T H E R F E A T U R E SMBM includes some other great features as well:

G E N E R A L

HIGH-LEVEL REPORTS

• Trends and statutory updates

• PDF

SPOTLIGHT REPORT

• Provides an overview of key benefits practice trends in the general market

• Represents all industries

• Statutory overview

A D D I T I O N A L B E N E F I T S I N F O R M A T I O N

Global Benefits Legislative Update Reports - monthly updates to legislative/environmental changes to key benefits

Snapshot survey/ Quick Poll results - Take part in adhoc survey/poll to get complimentary reports on latest market trends

S P E C I F I C

DETAILED REPORTS

• Side-by-side comparison of benefits plans

• PDF and/or Excel

BENEFITS PRACTICE SUMMARY REPORT (BPR-S)

• Quick overview of prevalence and median values across the different employee categories of your selected peer group

B E N E F I T S P R E V A L E N C E R E P O R T ( B P R )

• Side-by-side comparison of your organisation’s benefits policies against aggregated statistics of selected peer groups

D E T A I L E D B E N E F I T S R E P O R T ( D B R )

• Provides aggregated statistics and exact details of the benefit plans of a custom peer group

• Side-by-side comparison of benefits provided by different employers


GLOBAL BENEFITS LEGISLATIVE UPDATES

Get monthly updates to legislative and other

environmental changes to key employee benefits in more than 40 countries

SNAPSHOT SURVEY/QUICK POLL RESULTS

Receive key findings or take part in ad-hoc

snapshot surveys and quick poll results in MBM

to receive the full report for free

BENEFITS WEBINARS

Listen to recordings of benefits webinars to keep

abreast of trends


P R I C I N G O P T I O N S

STANDARD STANDARD PLUS PREMIUM

Membership is for one year upon given access. Clients will get latest information each time MBM is updated within their membership year.

y Access to aggregated reports (BPR and BPR-S) of "All Industries peer group

y Spotlight on Benefits Report

y Access to aggregated reports (BPR and BPR-S) of ‘All Industries’ peer group


y One free custom peer cut (BPR and BPR-S or DBR)

y Access to aggregated reports (BPR and BPR-S) of ‘All Industries’ peer group


y Unlimited custom peer cuts

COUNTRY (USD) (USD) (USD)

Australia* 1,400 1,900 2,650

Bangladesh/ Sri Lanka

1,250 1,650 2,650

Indonesia/Malaysia/ Philippines/Thailand/ Vietnam

1,350 1,750 2,750

Egypt - - 2,000

Taiwan 1,350 1,800 2,800

Hong Kong 1,600 2,100 3,100

India 1,450 1,850 3,800

Japan 1,450 1,850 2,800

Macau 1,200 - -

Pakistan 1,270 1,690 2,750

Saudi Arabia - - 2,000

Singapore 1,450 1,850 2,800

South Korea 1,380 1,800 2,760

United Arab Emirates - - 2,000

China (per 1st tier city, 2nd tier cities combined)

3,170 - 4,150

China all cities - - 5,170

Note: Non MBM benefits participants pay twice the applicable price and are eligible to purchase the standard package only.

*For Australia, clients purchasing MBM also receive an Australian Benefits Review PDF report. The Australian Benefits Review contains additional market data not presented in MBM

Download the MBM Regional Membership Form here

Additional customised peer groups: USD 600 for participants each, USD 1,000 for non-participants each

Additional password access: USD 300 each



https://info.mercer.com/rs/521-DEV-513/images/2017-Regional-Benefits-Subscription-Form.zip

M E R C E R B E N E F I T S M O N I T O R ™ R E P O R T S A M P L E S

S P O T L I G H T O N B E N E F I T S R E P O R TProvides an overview of key benefits practice in the general market

B E N E F I T S P R A C T I C E R E P O R T S U M M A R Y ( M E D I A N)Allows you to view prevalence and median values of benefits plans provided across employee levels in one report

Top Management

(co=316)Management

(co=331)Professional

(co=329)Staff

(co=318)Direct Labour

(co=108)

3 Does your company work according to a 5.5 day work week?

2.85% 2.72% 3.95% 6.60% 12.04%

3.1 If yes, how does your organisation treat vacation leave taken on a Saturday?

(please fill out one only)1.58% 1.51% 2.13% 3.46% 7.41%

1.27% 1.21% 1.82% 3.14% 4.63%

4 Does your organisation allow annual leave advances?

58.86% 57.70% 58.05% 58.49% 61.11%

4.1 Up to a half year's entitlement. 3.80% 3.93% 3.95% 4.09% 7.41%4.2 Up to one year's entitlement. 23.42% 22.36% 22.80% 23.27% 26.85%4.3 Case-by-case basis 28.16% 28.10% 27.96% 27.99% 24.07%4.4 Others; if yes, please provide the number of

days allowed:5.00 5.00 5.00 5.00 5.00

5 Does your organisation allow unused annual leave to be carried forward?

89.56% 90.03% 90.27% 91.19% 93.52%

5.1 If yes, when must the leave be utilised by?(please fill out one only)

20.89% 21.75% 21.88% 22.96% 19.44%

Question Description

Percentages shown are for those plans responding "Yes"

SAMPLESAMPLE

SAMPLE



B E N E F I T S P R E V A L E N C E R E P O R T ( 2 5 T H , 5 0 T H A N D 7 5 T H P E R C E N T I L E S)Allows you to compare your employer’s benefits plan against the aggregated statistical data of our benefits survey participants, per employee level

D E T A I L E D B E N E F I T S R E P O R TAllows you to conduct a side-by-side comparison of your employer’s benefits plan against the exact benefits plans details of a custom peer group of your choice

%Yes

Average Q1(25 pct)

Q2(50 pct)

Q3(75 pct)

# of Companies

30.50% 61

24.00% 48

5.50% 1118,385.71 9,500.00 16,400.00 18,000.00 7

15.00% 30623,795.64 348,815.00 380,000.00 1,000,000.00 14

8.00% 1617.00% 34

53.33 27.50 50.00 82.50 6

8.00% 16

2,816.67 2,300.00 3,000.00 3,125.00 6

4.75 4.00 5.00 5.00 24

Question Description

Annual Leave1 Annual leave is eligible:1.1 Upon employment 16 10 Yes Yes Yes Yes Yes1.2 After probation 9 3 No No No No No

1.3 Others; please specif : 1 1

leave entitlement (in days) by completed years of service?

2.1 1 year 14.20 8.00 20.00 25 13 15.00 12.00 13.00 10.00 15.002.2 2 years 14.60 8.00 21.00 25 13 15.00 12.00 13.00 10.00 16.002.3 3 years 15.32 9.00 22.00 25 13 16.00 14.00 13.00 11.00 17.002.4 4 years 16.28 10.00 23.00 25 13 16.00 14.00 13.00 11.00 18.002.5 5 years 17.24 11.00 24.00 25 13 16.00 15.00 13.00 12.00 19.002.6 6 years 18.32 12.00 25.00 25 13 18.00 16.00 16.00 14.00 20.002.7 7 years 18.76 12.00 25.00 25 13 18.00 17.00 16.00 14.00 20.002.8 8 years 19.00 12.00 25.00 25 13 18.00 17.00 16.00 14.00 20.002.9 9 years 19.12 12.00 25.00 25 13 18.00 18.00 16.00 15.00 20.002.10 10 years 19.76 13.00 25.00 25 13 18.00 18.00 16.00 15.00 20.002.11 11 years 19.88 13.00 25.00 25 13 20.00 19.00 17.00 15.00 20.002.12 12 years 19.96 13.00 25.00 25 13 20.00 19.00 17.00 15.00 20.002.13 13 years 19.96 13.00 25.00 25 13 20.00 19.00 17.00 16.00 20.002.14 14 years 19.96 13.00 25.00 25 13 20.00 19.00 17.00 17.00 20.002.15 15 years 19.96 13.00 25.00 25 13 20.00 19.00 17.00 17.00 20.002.16 20 years 20.20 13.00 25.00 25 13 21.00 20.00 17.00 17.00 20.002.17 25 years 20.36 13.00 25.00 25 13 21.00 20.00 17.00 17.00 20.002.18 What is the maximum

annual leave entitlement 20.36 13.00 25.00 25 13 21.00 20.00 17.00 17.00 20.00

3 Does your company work according to a 5.5 0 0 No No No No No

Top Management Management, Professional, Staff

Management, Professional, Staff

Management, Professional, Staff

# of Plans

# of OrgsQuestion Description

SAMPLE

SAMPLE



B E N E F I T S C U S T O M I S E D S E R V I C E S> Benefits Analysis Review (BAR)> Benefits Qualitative Benchmarking> Benefits Valuation Analysis (BVA)> Bespoke Surveys and Reports> Plan Design



B E N E F I T S A N A LY S I S R E V I E W ( B A R)P R O V I D I N G M E A N I N G F U L B E N E F I T S A N A LY S I S T O M A N A G E M E N TToday, it’s not just salary that your best employees are looking at; organisations have recognised that the provision of relevant benefits can be just as, if not, more compelling for hiring and retention.

The challenge here is identifying where your organisation’s strengths and gaps lie against the market, allowing you to make sound recommendations on benefits provisions to management.

I D E N T I F Y Y O U R B E N E F I T S G A P S A T A G L A N C EMercer's BAR helps you to quickly and comprehensively map your competitiveness and identify gaps in benefit plans.

How much less annual leave are we providing compared to the industry?

Our retention of management is great, but poor for professionals.

Are we less competitive here?

What are my competitors’ limits on outpatient care?

How many companies provide hospitalisation benefits for dependants too?

Do my competitors provide flexible working arrangements?

?

W H A T I S B A R ?Mercer’s benefits-analysis service that helps to identify your gaps and strengths against the market and industry

B A R C O V E R S :• Health benefits

• Risk insurance

• Core leave policies


• Vehicle benefits

• Flexible working arrangements



F U L L R E V I E W ( A L L I N D U S T R I E S)Comprehensive understanding of your benefits gaps against the market.

U S D 3 , 5 0 0

F U L L R E V I E W ( I N D U S T R Y P E E R G R O U P S E L E C T I O N) Enjoy the full review with peer cuts from your industry so that the data is made even more relevant for you.

U S D 4 , 0 0 0

S A M P L E R E P O R TBAR provides a comprehensive look at how your benefits compare to market, including specific data on the size of the gaps.

Country: Market Prevalence

100% = = = =78% = = = =0% = = = =

11% = = = =26% = = = =13% = = = =59% ▼▼▼▼

─ 2,000 ─ 2,000 ─ 2,000 ─ *

─ 875 ─ 875 ─ 875 ─ 875

Unlimited ▲ * Unlimited ▲ * Unlimited ▲ * Unlimited ▲ *

Unlimited ▲ * Unlimited ▲ * Unlimited ▲ * Unlimited ▲ *

Annual limit of outpa�ent clinical combined with other benefits Per dependent (SGD)

% of companies with premium sharing arrangements Employee

% of companies providing coverage for TCM and alterna�ve medicines

% of companies with claim sharing arrangements Employee

�Comments:

Outpa�ent Clinical BenefitsAll of the peer companies provide outpa�ent clinical benefits to employees. Companies typically extend this to dependents. If extended, dependent coverage typically includes employees’ spouse and children. 63% of peer companies insures this benefit. Premiums for employees are paid in full by these companies. The majority of peer companies do not require employees to co pay for their outpa�ent clinical expenses. If required, the co payment amount is typically a fixed amount of SGD 5 for both employees and dependents.

61% of companies combine the annual limit for outpa�ent clinical benefit with other outpa�ent benefits, primarily outpa�ent specialist coverage. The majority of these companies provide a fixed annual limit, with only 13% of companies offering unlimited coverage. 85% of companies have a panel doctor network, most of which all allow employees to visit non panel doctors. For companies with a panel doctor network, the majority of these companies limit the claim amount when visi�ng a non panel doctor at a median of SGD 30 per visit. Reimbursement of TCM consulta�ons and alterna�ve medicines is increasingly prevalent, with 59% of companies offering such coverage.

Note: Client offers employees and eligible dependents unlimited outpa�ent clinical coverage to panel clinics, which is well above what peer companies provide. However, it is noted that client adopts a compara�vely restric�ve policy for visits to non panel clinics by limi�ng both the number of visits per year and the claim amount per visit. It is a common prac�ce for peer companies with a panel doctor network either limit the claim amount per visit or to a lesser extent, the number of visits per year.

% of companies providing outpa�ent clinical coverage to dependants �

% of companies with premium sharing arrangements Dependent

% of companies with claim sharing arrangements Dependent

Annual limit of outpa�ent clinical as a standalone benefit Per dependent (SGD)

Singapore Top Management Staff Management Professional

�

Outpa�ent Clinical Benefits

Annual limit of outpa�ent clinical combined with other benefits Per employee (SGD)

�

My Company

Annual limit of outpa�ent clinical as a standalone benefit Per employee (SGD)

% of companies providing outpa�ent clinical benefits

SAMPLE

Country: Market Prevalence

96% = = = =70% = = = =0% = = = =

13% = = = =33% = = = =11% = = = =78% = = = =

─ 1,500 ─ 1,500 ─ 1,500 ─ 1,500

─ 1,125 ─ 1,125 ─ 1,250 ─ 1,375

Unlimited ▲ 1,100 Unlimited ▲ 1,100 Unlimited ▲ 1,100 Unlimited ▲ 1,000

Unlimited ▲ 1,200 Unlimited ▲ 1,200 Unlimited ▲ 1,200 Unlimited ▲ 900

StaffSingapore My Company Top Management

�

Professional Management

�

% of companies with premium sharing arrangements Dependent

% of companies with claim sharing arrangements Employee

% of companies with claim sharing arrangements Dependent

% of companies providing outpa�ent specialist benefits

% of companies providing outpa�ent specialist coverage to dependants

% of companies with premium sharing arrangements Employee

% of companies that require a referral le�er

Comments:

Outpa�ent Specialist BenefitsIt is a market prac�ce to provide outpa�ent specialist benefits to employees. Companies typically extend the benefit to dependents – mainly spouse and children. 61% of peer companies insures this benefit, with all of these companies bearing the full cost of premiums for employees. The majority of peer companies do not require employees to co pay for their outpa�ent specialist expenses. If required, the co payment amount is typically a median of SGD 15 or 15% of the claim amount.

65% of companies combine the annual limit for outpa�ent specialist benefit with other outpa�ent benefits. Outpa�ent clinical is the most common item that is included in the combined limit. For companies that offers outpa�ent specialist as a standalone benefit, the majority of these companies provide outpa�ent specialist benefit as an annual limit as opposed to a per disability limit. 70% of companies have a panel doctor network, of which the majority allows employees to visit a non panel doctor. 20% of companies limit the claim amount when visi�ng a non panel doctor at a median of SGD 150 per visit.

Note: Similar to outpa�ent clinical coverage, client offers employees and eligible dependents unlimited outpa�ent specialist coverage, which is well above market prac�ce. In addi�on, client provides a comprehensive coverage which includes dianos�c tests and overseas outpa�ent treatment which is not a prevalent provision.

�

Annual limit of outpa�ent specialist as a standalone benefit Per dependent (SGD) �

Annual limit of outpa�ent specialist combined with other benefits Per employee (SGD)

Annual limit of outpa�ent specialist combined with other benefits Per dependent (SGD)

Annual limit of outpa�ent specialist as a standalone benefit Per employee (SGD)

�

Outpa�ent Specialist Benefits

SAMPLE

Note: MBM subscription is not a prerequisite, but data submission is required.



Q U A L I T A T I V E B E N C H M A R K I N G A N A LY S I SProfessionals acknowledge that the benefits offered by organisations represent a significant difference between compensation packages. In order to differentiate one company’s benefits policies from others’, organisations must first understand how they are currently positioned against their competitors and ensure that their policies meet the statutory minimum.

Mercer’s qualitative benchmarking services combine Mercer’s extensive survey data source and global expertise to help organisations understand how their benefits plans stack up against their specific peer companies’, and against plans in their industries or markets.

T H E R E V I E W C O N S I D E R S :• Plan design

• Median and quartile comparison

• Prevalence

T H E R E P O R T W I L L H E L P Y O U :• Ensure that policies are in line with or above statutory requirements

• Understand how your benefits are positioned against the market (either all industries or against a specific peer cut)

• Determine whether you are providing consistent benefits across your organisation - that is, across different operating divisions, subsidiaries or companies in an M&A transaction

Depending on your organisation’s preference, the format and scope of the deliverables can be customised to suit your needs.

A S I A P A C I F I C S U R V E Y E D B E N E F I T S

• Retirement plans

• Health plans and other insured benefits


• Allowances and perquisites

• Leave policies

• Working arrangements


• Travel benefits



SAMPLESAMPLE

SAMPLE

SAMPLESAMPLE

S A M P L E R E P O R T



B E N E F I T S V A L U A T I O N A N A LY S I S ( B V A) BVA reports help companies make fact-based decisions with the help of an objective quantifiable comparison of all their benefit plans (health and insured benefits, time loss, retirement, company cars) to other employers’ plans. At a glance, these reports will help you to:

• Demonstrate how your benefits package compares to the market

• Validate decisions about required changes to your benefits package

• Communicate the dollar value and competitiveness of your benefits programme to your employees

They help you identify whether specific features of your benefit plan are rich enough to attract top talent or, conversely, are too rich and therefore are negatively affecting your bottom line.

E A C H R E P O R T I N C L U D E S :• Executive summary of your company’s market positioning

compared to your peer group

• Employee profiles

• Valuation methodology

• Graphical and tabular output of values by:

1. Benefit category and workforce profile versus peer group

2. Total benefits values for all profiles versus peer group

R E S U LT S First Level of Analysis: Total Benefits (All Benefits)

Q U A N T I T A T I V E B E N C H M A R K I N G V I A M E R C E R ’ S B V A)

Plan Value Comparisons

An apples to apples comparison of

benefits with different plan designs among selected peers

Custom Employee Profiles

Identify gaps in your benefits plans for

your different employee groups

Summary of Plan Features

Values, rankings and

indices to assess value and competiveness of benefit plan

SAMPLE



R E S U LT S Second Level of Analysis: Benefit Groups e.g. Medical Benefits

R E S U LT S Third Level of Analysis: Benefit Component e.g. Outpatient Clinical

SAMPLE

SAMPLE



B E S P O K E S U R V E Y S A N D R E P O R T S Mercer can conduct bespoke surveys on behalf of your company to see how your company’s benefits compare to the market. The survey and report can be tailored specifically to your needs.

S A M P L E S O F M E R C E R ’ S B E S P O K E S U R V E Y S A N D R E P O R T SMercer can conduct bespoke surveys on behalf of your company to see how your company’s benefits compare to the market. The survey and report can be tailored specifically to your needs.

M I L E A G E C L A I M

F L E X I B L E W O R K I N G A R R A N G E M E N T S

SAMPLE

SAMPLE



S H I F T A L L O W A N C E P O L I C Y

O V E R T I M E P O L I C Y R E V I E W

SAMPLE

SAMPLE



P L A N D E S I G NP L A N D E S I G N R E V I E W A N D H A R M O N I S A T I O NMercer’s Plan Design Review and harmoniSation services take the qualitative and quantitative benefits data a step further to help your company’s benefits programme stand out from the crowd while ensuring that it continues to support the current business objectives and realities.

Mercer can benchmark your plans and:

• Access competitiveness and address gaps

• Identify potential compliance issues

• Provide recommendations on benefit plan design

• Provide cost optimisation suggestions

F L E X I B L E B E N E F I T S

A flexible benefits programme allows your employees to choose the coverage and benefit levels that work best for them. For example, those employees who do not need group comprehensive insurance can choose from a variety of benefits, such as dental, optical, leave, gym membership, holiday subsidies and insurance.

Mercer’s experienced flexible benefits consultants will work with you to design a plan that is tailored to your organisation’s specific needs. Each plan is customised based on your cost, competitiveness and preferred benefits objectives.

We help you manage the administration of your flexible benefits programme by providing services such as:

• 24x7 web-based flexible benefits solution platform

• Employee self-service

• Online benefit selection

• Online claims submission and status tracking

• Claim reimbursements via payment files

• Payment datafile for payment via payroll, posting to general ledger and tax reporting at year end

• Employee call center during office hours

• Online individual benefits statements

• Year-end tax reporting

• Year-end processing and benefits data analysis and reconciliation

• Annual review and re-computation of flex points allocation and price tags

• Continuous review and monitoring of your flexible benefits programme to ensure that flex objectives are met and your programme remains relevant and competitive

• Provide advice and recommendations to ensure that your programme is aligned to your flex objectives and is competitive in your market



E M P L O Y E E A D V A N T A G E S O F F L E X

• Flexible benefits empower employees to choose the benefits options that best suit their individual needs and lifestyles.

• Flexible benefits enable employees to understand and appreciate the value of benefits.

• Mercer’s proprietary web-based benefits platform enables employees to manage their benefits efficiently and provides 24x7 self-service access to their benefits details and claims status.

E M P L O Y E R A D V A N T A G E S O F F L E X

• Builds your reputation as an innovative employer of choice

• Creates competitive advantage in recruiting and retaining top talent

• Maximises the value of your benefits dollars because you only pay for benefits that employees utilise

• Generates potential cost savings from employee sharing of health care cost increases

• Allows you to expand and update your list of benefit offerings so they are more relavant to the changing needs of employees, without necessarily increasing benefits cost



T O T A L R E W A R D S S T A T E M E N T SEmployees at different life stages will place different values on each of the reward elements − that is, pay, benefits, career path, work/life balance or a combination of each. A Total Rewards Statement helps you identify which reward elements matter to your different employee demographics. The primary benefit of Total Reward Statements to organisations is to regularly communicate to employees that the benefits offered fit their needs during every stage of life.



B E N E F I T S I N O T H E R R E G I O N S> USA Benefits Offering> EMEA> Africa



U S A B E N E F I T S O F F E R I N G> B E N E F I T S V A L U A T I O N A N A LY S I S

> T O T A L R E M U N E R A T I O N I N D E X

> B E N E F I T S P R E V A L E N C E R E P O R T S

> S I D E - B Y - S I D E C O M P A R I S O N S

> B E S P O K E S U R V E Y S O N B E N E F I T S / A L L O W A N C E S

K E Y B E N E F I T S

T Y P E S O F R E P O R T S A V A I L A B L EThree types of Benefits Prevalence Reports of qualitative comparisons and quantifiable statistics of plan features are available to help you identify cost savings or retention risks due to substandard policies. At a glance, you will see how key plan features compare to those of multiple peers to help you:

• Understand current practices and anticipate market trends

• Identify appropriate benefits package

• Target potential plan changes and opportunities for cost savings

• Gauge the overall attractiveness of benefits to your employees

BENEFITS VALUATION ANALYSIS – This report permits you to measure the worth of your organisation’s employee benefit plans compared to the market. It values benefit plans starting at a high-level comparison against the market, moving to precise comparisons of 11 benchmark positions, and concluding with a market analysis specific to your organization.

TOTAL REMUNERATION INDEX – The Total Remuneration Index takes the BVA report a step further to value your compensation and benefits programmes. Adding career programmes to this analysis permits you to evaluate your Total Rewards.

BESPOKE SURVEYS ON BENEFITS/ALLOWANCES – Mercer can conduct bespoke surveys on behalf of your company to see how your company’s benefits plans compare in the market. The survey and report can be tailored specifically to your needs.

H E A LT H A N D G R O U P

• Medical

• Dental

• Life insurance

• Flexible spending accounts

• Post-retirement medical funds

T I M E L O S S

• Vacation

• Holiday

• Personal leave

• Paid time off banks

• Sick leave

• Short-/long-term disabilityfunds

R E T I R E M E N T / S A V I N G S

• Defined benefit retirement plans

• Defined contribution retirement plans

• Stock purchase



E M E AQualitative and quantitative benchmarking is available in the following countries:

•Algeria

•Angola

•Austria

•Belgium

•Botswana

•Bulgaria

•Cameroon

•Czech Republic

•Democratic Republic of the Congo

•Denmark

•Egypt

•Finland

•France

•Gabon

•Germany

•Ghana

•Greece

•Israel

•Iran

•Ireland

•Ivory Coast

•Jordan

•Kenya

•Kuwait

•Lebanon

•Malawi

•Morocco

•Mozambique

•Netherlands

•Nigeria

•Norway

•Oman

•Palestine

•Poland

•Portugal

•Qatar

•Rwanda

•Saudi Arabia

•Senegal

•Slovakia

•Spain

•South Africa

•Sweden

•Switzerland

•Syria

•Tanzania

•Uganda

•United Arab Emirates

•United Kingdom

•Yemen

•Zambia

•Zimbabwe

E M E A B E N E F I T S O F F E R I N G• MBM

• Benefits prevalence reports in both standardised and customised formats

• Benefits benchmarking reports

• BVA

• Bespoke surveys on benefits/allowances

• Car policy benchmarking and analysis

*For certain countries

K E Y B E N E F I T S• Defined benefit

retirement plans

• Defined contribution retirement plans

• Medical plans

• Life insurance

• Short- and long-term disability policy

• Accident insurance


• Allowances and perquisites

• Leave policies

• Flexible benefits policy

• Travel programmes



T Y P E S O F R E P O R T S A V A I L A B L E

B E N E F I T S P R E V A L E N C E R E P O R TThis report provides you with the information you need to be able to identify the opportunities to save money or reduce retention risks due to inadequate benefits policies. At a glance, these reports will help your company to:

• Understand current practices

• Anticipate market trends

• Identify appropriate benefits package

• Target potential plan changes and opportunities for cost savings

• Gauge the overall attractiveness of benefits

• Remain competitive

B E N E F I T S V A L U E A N A LY S I SThis analysis helps companies to make fact-based decisions with the help of an objective quantifiable comparison of all their benefit plans (health and group, time loss, retirement and savings, company cars) – and their total remuneration package – against other employers.

B E S P O K E S U R V E Y S O N B E N E F I T S / A L L O W A N C E SMercer can conduct bespoke surveys on behalf of your company to see how your company’s benefits plans compare in the market. The survey and report can be tailored specifically to your needs.

C A R P O L I C Y B E N C H M A R K I N GWhich kind of jobs receive which kind of cars in which countries? Are allowances offered as an alternative? Is private fuel paid for? For many employees, cars are the single most expensive and valuable benefit they receive from their employer.



L A T I N A M E R I C A

C A R B E N E F I T R E P O R TThe car benefit is key for attracting and retaining executives, who consider it one of the most valuable benefits in their compensation package. For companies it represents a competitive tool in the battle for talent.

The report is available for Argentina, Brazil, Chile, Colombia, Mexico and Peru.

C O V E R A G E

• Amounts

• Prevalence

• Costs associated

• Differences by industry

• Differences by size of firm

• Auto loans

• Replacement policy

• Option to purchase

• Among others

B E N E F I T S S U M M A R Y C H I L EBenefits are an important component of your organisation's total remuneration package and at the same time represent a significant cost factor. Mercer can help you compare and benchmark your benefits plan against the market place and provide advice on the benefits plans that are both cost effective and of high value to your employees.

Find out what employers offer in your market with our Benefits Summary Chile!

T H E R E P O R T P R O V I D E S Y O U W I T H T H E L A T E S T T R E N D S I N :

Company car Travel insurance Housing Retirement

Share purchase plan Mobile phone Risk benefits Loans

Meals Private medical Holiday Training and education

Discount for organisations’ products

Leisure activities and club subscription

Representation allowance

And more

W H A T D O Y O U R E C E I V E ?The report is delivered as a PDF and includes the latest information about the benefits in Chile. The report is available in Spanish.



A F R I C A M E R C E R B E N E F I T S M O N I T O R ™

• One-stop source for the latest market and statutory benefits information through regular survey updates

• Find out the market prevalence of benefit items and analyse how companies set up their benefits plans for the different employee groups

— Conduct analysis using various filters such as industry segment and headcount

— View data by percentile statistics, average, minimum and maximum values

— Include your organisation’s data during market analysis

— Conduct peer group comparisons through customised reports

• Export the survey

A V A I L A B L E C O U N T R I E S

B E N E F I T S C O V E R E D

R E P O R T D E T A I L S

•Angola

•Cameroon

•DRC

•Ethiopia

•Gabon

•Ghana

•Ivory Coast

•Kenya

•Malawi

•Nigeria

•Republic of Congo

•Senegal

•Tanzania

•Uganda

•Zimbabwe

•South Africa

•Flexible work arrangements

•Maternity/paternity leave

•Congratulations and condolences

•Retirement – cefined contribution

•Retirement – defined benefit

•Medical and hospitalization plans

•Vision care

•Life, disability, and risk insurance

•Vehicle benefits

•Loans

•Allowances

•Travel benefits

•Training and development

•Housing

•Schooling

•More

•Benefits Prevalence Report Allows you to compare your employer’s benefits plan against the aggregated statistical data of our benefits survey participants, per employee level.

•Benefits Practice Report Summary Allows you to view prevalence and median values of benefits plans provided across employee levels in 1 report.

•Detailed Benefit Report Allows you to conduct a side-by-side comparison of your employer’s benefits plan against the exact benefits plans details of a custom peer group of your choice.



P U B L I C AT I O N S> Worldwide Benefit And Employment Guidelines

> Severance Policies Report Asia Pacific

> Global Parental Leave Report



P R I C I N G

U S D 2 , 0 0 0 Americas

U S D 2 , 0 0 0 Asia Pacific

U S D 2 , 0 0 0 Central and Eastern Europe

U S D 2 , 0 0 0 Western Europe

U S D 2 , 0 0 0 Middle East and Africa

U S D 9 , 0 0 0 All Five Volumes

U S D 5 0 0 P E R C O U N T R Y Individual Countries

W O R L D W I D E B E N E F I T & E M P L O Y M E N T G U I D E L I N E SMercer’s Worldwide Benefit & Employment Guidelines (WBEG) offers the full spectrum of global information on benefits guidelines at your fingertips. With its extensive market practice information, this report is an authoritative source on employee benefits − both the statutory minimums and the benefits employers typically provide.

Offering data of unparalleled quality and in-depth benefit updates for 77 countries, we present the report in five regional volumes, providing concise, reliable and easy-to-use information for the major economic regions of the world: the Americas, Asia Pacific, the Middle East and Africa, Central and Eastern Europe, and Western Europe.

www.imercer.com/wbeg

F O R M O R E I N F O O N M E R C E R B E N E F I T S O F F E R I N G S , P L E A S E V I S I T W W W . I M E R C E R . C O M / C O N T E N T / A S I A - B E N E F I T S . A S P X


https://www.imercer.com/products/wbeg.aspx


W H A T ’ S I N C L U D E D

C O U N T R Y O V E R V I E W S• Summary of contributions

• Legislative updates

• Trends

S T A T U T O R Y B E N E F I T S• Social security system

• Retirement

• Death

• Disability (short and long term)

• Medical and dental

• Maternity

• Unemployment

• Social

T Y P I C A L B E N E F I T S P R A C T I C E• Retirement benefits

— Defined contribution plans

— Defined benefit plans

• Death

— Accidental death and dismemberment

— Business travel

• Disability (short and long term)

• Medical and dental


• Perquisites and allowances

E M P L O Y M E N T C O N D I T I O N S• Severance conditions and termination

indemnities

— Individual termination

— Collective dismissal

• Working time

— Working hours

— Overtime

— Night work

— Rest periods

— Annual holiday and leave

• Conditions of entry and residence

— Conditions of entry

— Employment of expatriates

• Employment contracts

— Types of contracts

— Invalid contracts

— Rights and duties

• Occupational health and safety

• Measuring health and safety

— Rules and implementation

• Industrial relations

— Social partners

— Collective agreements

— Industrial action



S E V E R A N C E P O L I C I E S R E P O R T Crafting an effective separation policy requires detailed understanding of the complex laws governing severance for employees in different markets. Mercer’s 2016 Severance Policies Report helps employers with designing policies that capture statutory requirements as well as typical market practices across 15 countries in the Asia Pacific region.

It provides your clients with:

• A clear, comprehensive understanding of statutory requirements for individual terminations and collective dismissals

• Information on typical market practice provisions on severance policies, by country

D A T A I N C L U D E D• Individual termination/severance

• Collective dismissal/redundancy

— Definition

— Eligibility

— Methods

— Notice period

— Calculation formulas

C O V E R A G E• 15 countries:

— Australia, China, Hong Kong, India, Indonesia, Japan, Malaysia, New Zealand, Pakistan, Philippines, Singapore, South Kore, Taiwan, Thailand, Vietnam

P R I C I N G

U S D 2 , 5 0 0 All Regions

www.imercer.com/spr



https://www.imercer.com/products/severance-policies-ap.aspx


www.imercer.com/gpl

G L O B A L P A R E N T A L L E A V E R E P O R TA B Y - C O U N T R Y S T U D Y O N M A T E R N I T Y , P A T E R N I T Y , A D O P T I O N A N D O T H E R F A M I LY L E A V EWe received a fantastic response to this new survey with more than 1,500 participants, including more than 1,200 unique companies from 50 countries around the world!

D A T A C O L L E C T E DHow generous are organisations’ parental leave policies? How much paid timeoff do employees receive for maternity, paternity, adoption and other family leave in different countries?

The results include information to help address these and other questions and include the following topics:

• Maternity leave

• Paternity leave

• Adoption leave

• Miscarriage leave

• Family care leave

C O U N T R I E SData are available for the following 50 countries:

• Americas: Argentina, Brazil, Canada, Chile, Colombia, Costa Rica, Mexico, Panama, Peru, Venezuela, United States

• Asia Pacific: Australia, China, Hong Kong, India, Indonesia, Japan, Malaysia, New Zealand, Philippines, Singapore, South Korea, Taiwan, Thailand, Vietnam

• Europe, Middle East and Africa: Belgium, Czech Republic, Denmark, Egypt, France, Germany, Greece, Hungary, Ireland, Israel, Italy, Luxembourg, Netherlands, Norway, Poland, Portugal, Russia, South Africa, Spain, Sweden, Switzerland, Turkey, Ukraine, United Arab Emirates, United Kingdom

Note: Luxembourg is not available as a country report.

P R I C I N G

U S D 3 , 0 0 0 Global Reports

U S D 1 , 5 0 0 Regional Reports

U S D 5 0 0 Country Reports





C O N TA C T U SMercer offers a benefits package that truly responds to your employees’ needs while fitting within your overall reward strategy.

To learn more about any of our products and services to help you improve your competitive position and to better manage this critical expense, please contact our regional benefits team or your local Mercer consultant.

A S I A P A C I F I C B E N E F I T S C O N T A C T STAN HUA TECK: [email protected] [email protected]

G L O B A L C O N T A C T SKylie Coleman: [email protected]

W A N T T O L E A R N M O R E A B O U T O U R B E N E F I T S O F F E R I N G S I N O T H E R R E G I O N S ?EMEA: [email protected]

LATIN AMERICA: [email protected]

US: [email protected]

mailto:HuaTeck.Tan%40mercer.com?subject=Mercer%20BenefitsMonitor

© 2017 Mercer LLC. All rights reserved

ArgentinaAustraliaAustriaBelgiumBrazilCanadaChileChinaColombiaDenmarkFinlandFranceGermanyHong KongIndiaIndonesiaIrelandItalyJapanMalaysiaMexico

NetherlandsNew ZealandNorwayPeruPhilippinesPolandPortugalSaudi ArabiaSingaporeSouth AfricaSouth KoreaSpainSwedenSwitzerlandTaiwanThailandTurkeyUnited Arab EmiratesUnited KingdomUnited StatesVenezuela

For further information, please contact your local Mercer office

or visit our website at www.imercer.com

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