Scottish Life The Employee Benefits Challenge: How to build a 21st century package to engage employees, make savings and get the most bang for your buck

1.Get the most bang for your buck! 2.Financial wellness, education and advice to employees 3.Empowerment Key areas

 Life Assurance: Group Excepted Schemes for high earners  E.g. £125,000 salary uses up £500,000 of Lifetime Allowance  No extra cost  Avoids Inheritance Tax and Lifetime Allowance Tax Charge  Income Protection  Use as a sickness management tool and see return to work for sore backs and stress significantly reduced  Often provide other benefits like EAP  Private Medical Schemes  £100 excess tends to save around 10% of the annual premium  Additional health benefits  Cash Plan Scheme to pay excess – cost neutral if PMI average premium is around £75 per month Bang for your buck

 Flex benefits  Dental Insurance (100 employees)  Life, Critical Illness, Income Protection (250 employees)  Benefits Allowance – subsidised benefits  Can help to control costs  Financial advice/education  Pensions, mortgages, debt, family protection etc  Promoting financial wellness in the workplace  Re launching the benefit schemes  Financial Support – Season Ticket Loans/Neyber  Faircare  Childcare vouchers  Cycle to work  Health club discounts  Car leasing  Holiday trading etc Bang for your buck

 Actively review schemes  Free planning and review with DGS Bang for your buck

 Consider your demographics  Consider employee feedback  Agree a long-term plan  Implement in stages  Free planning  Communicate, educate and communicate some more  Pensions  Savings & Investments  Mortgages & debt  Short term emergencies  Setting financial objectives Our approach to building a benefits package