1、2023 Global Priorities for Employee BenefitsOctober 2022 2022 WTW.All rights reserved.An HQ PKey findings 2022 WTW.All rights reserved.Proprietary and Confidential.For WTW and WTW client use only.Not suitable for unintended purpose or use by unauthorized Multinationals raise the bar:employee wellbei

2、ng,benefits and ESG 2022 WTW.All rights reserved.Proprietary and Confidential.For WTW and WTW client use only.Not suitable for unintended purpose or use by unauthorized recipient.3Focus on people accelerates including for employee benefits and wellbeing:Align employee experience of benefits/wellbein

3、g with companys purpose,culture,vision and valuesEstablish global minimum standards for core benefits Benchmark benefits provision effectively Align benefit cost and design with market and employee values and preferences Integrate across areas of employees wellbeing/resilience:physical,emotional,soc

4、ial and financialEmerging ESG ambitions and expectations are raising standards for benefits offerings and robust governanceSimplifying companies operating models is still in focus with attention turning to employee benefits/pensionsChallenging macro-landscape and rising employee demands create a maj

5、or change agenda:Needs bandwidth beyond business-as-usualGlobal organisations face execution challenges to balance ambition,risk and resources across larger and smaller country operationsHandling acquisitions/divestitures,reorganisations,legislation,etc adds to these demandsLeading multinationals ar

6、e recognizing how an effective global operating model can balance these requirementsRisks need ongoing attention and inflation brings costs into focus-to optimize use of resources/capital:Analytics to assess key drivers of risk and cost Leverage global scale to balance risk retention and transfer Ma

7、naging operational/reputational risks and program governance are ongoing requirementsIn the spotlight:Employee wellbeing and benefits are more business relevant and complex to navigate-than ever Global minimum standards and ESG expectations drive progress 2022 WTW.All rights reserved.Proprietary and

8、 Confidential.For WTW and WTW client use only.Not suitable for unintended purpose or use by unauthorized recipient.4Top three areas of priority for 2023:Reflect emphasis on people aspects of employee benefits:Align employee experience of benefits/wellbeing with companys purpose,culture,vision and va

9、lues(35%*)Establish global minimum standards for core benefits(33%*)Benchmark benefits effectively(29%*)Countries in focus:US,UK and China top the list for 2023Emerging ESG ambitions and expectations are raising standards for benefits offerings and robust governance80%of companies want to be advanci

10、ng,leading or transforming for employee benefits/pensionsfor 75%,Social aspects are in progress or being considered for employee benefits/wellbeingwith most focus to date on healthcare,leaves/PTO and foundational wellbeing programs-and more progress in their key countriesfor 70%,Environmental aspect

11、s are in progress or being considered for employee benefits/wellbeingwith most focus to date on transportation/mobility benefits and retirement benefits-and more progress in their key countriesGovernance:2022 has prompted two-thirds of companies to review global policies/guiding principles and roles

12、/responsibilities for employee benefits/wellbeingtypically connected to a broader review,eg covering work styles,DEI*,total rewards,employee experience and/or employee value proposition(EVP)Over 50%of companies are looking to set additional global minimum standards for employee benefits/pensionsAlmo

13、st 50%already have global minimum standards:most common for risk benefits,employee assistance programs(EAP),flexible working,family leavesGrowing consideration of global minimum standards for healthcare,other time-off and broader support for wellbeing/resilience including retirement/savings*%of MNCs

14、 who include the item in their top five priorities *Diversity,equity and inclusionMultinational companies(MNCs)are at different stages in managing employee benefits globallyAlmost three fifths are fairly mature Expanding focus or Harnessing experience;while almost a quarter are Getting startedPerspe

15、ctive can help companies at every stage move 2023 priorities for HQs highlight opportunities and gaps 2022 WTW.All rights reserved.Proprietary and Confidential.For WTW and WTW client use only.Not suitable for unintended purpose or use by unauthorized recipient.51)CHANGING FOCUSIncreased priority for

16、 2023 vs 2022 Integrate across areas of employees wellbeing/resilience(physical,emotional,social and financial)(27%*)Improve benefits digitization as an enabler(23%*)Improve financing of insurable benefits(18%*)Address Environmental,Social and Governance(ESG)aspects of employee benefits(17%*)Anticip

17、ating future developments(16%*)and Analytics&Insights topics,eg employee listening about benefits/wellbeing;health management analytics;robust financial informationSimilar strong priority for 2023 vs 2022Diversity,equity and inclusion:Improve inclusivity of employee benefits(23%*)and Improve inclusi

18、vity of experience for employees(10%*)Employee choice:Offer greater personalization(16%*)and Improve personalization/segmentation of experience for employees(16%*)Reduced priority for 2023 vs 2022 perhaps to free up resource for higher priority focus areas.Ensure benefits are fit for purpose for new

19、 ways of working(23%*)Manage healthcare costs e.g.,avoid,control,transfer(18%*)*%of MNCs who include the item in their top five priorities2)ENDURING AREAS OF FOCUSAmong the top 10 areas of focus for MNCs as usual:Benchmark benefits effectively(29%*)Align benefit cost and design with market and emplo

20、yee values and preferences(28%*)Improve governance(19%*)3)MISSED OPPORTUNITIESIts surprising to see relatively low focus on:Enhance support for employee decisions(3%*)Retirement benefits which are a significant investment for most MNCs:Rationalise defined contribution(DC)retirement(3%*);Reduce retir

21、ement risk(13%*)Simplify/reconfigure operating model(11%*)Challenging macro-landscape and rising employee demands need a global approach to deliver benefits effectively and cost-efficiently around the world6 2022 WTW.Proprietary and confidential.For WTW and WTW client use only.PeopleOperating model(

22、including governance)Risk optimizationTrendingTakeaways formanaging employee benefits around the worldEmployee health,wellbeing and resilienceInclusive,fair benefits(DEI)Employee experienceSupport flexible ways of workingAlign with the companys values and purposeEnduring focus:Align benefit costs/de

23、sign with market,employee values and preferencesSimplify operating model is in focusoften not solved for employee benefitsaccommodate both business as usual and change agendaexecution challenges:few key countries vs beyond theseGovernance still needs workEnduring focus:Maintain inventory of own bene

24、fit plans and costs;and benchmark effectively Build on foundations(eg captive,pension de-risking)to accelerate risk optimization cost containment Keep looking ahead Plan globally,execute locally Get the basics right visibility efficiency consistency Simplify/prioritize to help free bandwidth Plan gl

25、obally,execute locally Coordinate across wellbeing,benefits and DEI to accelerate strategic priorities Keep looking ahead Plan globally,execute locallyGlobal themesSources:WTW global research/market intelligence.Including Benefits Attitudes biennieal survey(In 2022,35.549 employees across 23 countri

26、es).Benefits Trends biennial survey(In 2021,3,600 companies across 100 countries).Benefits Data Source rolling database(18,000 companies across 120 countries).Global Prorities for Employee Benefits annual survey(For 2023,HQs of 206 multinationals).Practical experience of WTWs 45,000 colleagues acros

27、s 120+countriesMinimize use of resources/capital and distractions:Leverage global scaleAnalytics:key drivers of risk/costBalance risk retention and transferOperational/reputational risksEnduring focus:Manage healthcare costs1.Rising inflation and potential recession2.Work transformation3.ESG and sus

28、tainability4.Global minimum standards for employee benefits5.Financing and operating efficiencies6.Horizon scanning to anticipate whats Survey results 2022 WTW.All rights reserved.Proprietary and Confidential.For WTW and WTW client use only.Not suitable for unintended purpose or use by unauthorized

29、Foundations for 2023:Stage of managing benefits globally 2022 WTW.All rights reserved.Proprietary and Confidential.For WTW and WTW client use only.Not suitable for unintended purpose or use by unauthorized recipient.8Multinational companies are at different stages and can benefit from experience Mat

30、ure/experienced:combining multiple focuses,“Whats next?”;“What are we missing?”;global center(s)of expertise,eg for employee benefits,pensions or wellbeingGettingStarted Initial data gathering by HQ/regional HQ to“know what we have”and to define initial priorities for HQ/regional HQ focus,and/or ini

31、tial expansion outside HQ countryInitialfocusHQ/regional HQ is focusing on an initial priority.Initial priorities might include achieving desired sense of“grip”;or financial risks;or operational governance of benefit plans;or cost reduction/control;or benchmarking benefits portfolios;and/or a few sp

32、ecific countriesExpandingfocus HQ/regional HQ focus is moving beyond their initial priority eg,to business as usual;more sophistication on initial priorities;building in additional focus(es);ready to move to a next level/phaseHarnessing experience23%19%32%26%(14%)Prior year survey results in bracket

33、sBase:Total respondents n=191(29%)(29%)(28%)Managing for success:Five key dimensions 2022 WTW.All rights reserved.Proprietary and Confidential.For WTW and WTW client use only.Not suitable for unintended purpose or use by unauthorized recipient.9Portfolio in line with company culture,objectives,marke

34、t norms,employee needs and values.Cost optimization and efficient risk retention and transfer.Creating a personalised experience to engage employees in selection and utilization.Operating model and technology to streamline decisions,and optimize internal and external resources.Monitoring development

35、s and data-driven insights for informed and rapid decisions.Employee Experience:Talent engagementPortfolio:Optimal alignment Manage and optimiseAnalytics&Insights:Data-driven decisionsAdmin&Operations:Operational efficienciesFinancing:Cost and risk Areas of focus for 2023PortfolioFinancingEmployee E

36、xperienceAdministration&OperationsAnalytics&InsightsEmployee benefits/pensions portfolio in line with company culture,objectives,market norms,employee needs and valuesCost optimization and efficient risk retention and transfer for employee benefits/pensionsPersonalized experience to engage employees

37、 in selection&utilization of employee benefits/pensions programsOperating model and technology for employee benefits/pensions to streamline decisions,optimize resourcesMonitoring developments and data-driven insights for informed and rapid decisions about employee benefits/pensionsEstablish global m

38、inimum standards for core benefits-33%Manage healthcare costs 18%Align employee experience of benefits/wellbeing with companys purpose,culture,vision and values 35%Improve benefits digitization as an enabler -23%Benchmark benefits provision effectively 29%Align benefit cost and design with market an

39、d employee values and preferences 28%Establish/refocus inventory of employee benefit plans 16%Improve financing of insurable benefits 18%Improve personalization/segmentation of experience for employees 16%Anticipate future developments 16%Integrate across areas of employees wellbeing/resilience(phys

40、ical,emotional,social and financial)27%Improve/establish ongoing employee listening about benefits/wellbeing 14%Reduce retirement risk 13%Improve use of employee-facing portals 13%Ensure benefits are fit for purpose for new ways of working 23%Simplify/reconfigure operating model 11%Develop/maintain

41、health management analytics 13%Rationalise defined contribution(DC)retirement 3%Improve inclusivity of experience for employees 10%Improve inclusivity of employee benefits-23%Manage/mitigate operational risks 8%Establish robust financial information for employee benefits -13%Rationalise financing fo

42、r non-core benefits-3%Offer greater personalization 16%Enhance support for employee decisions 3%Revisit role of benefits/wellbeing/resilience,eg embed as part of employee experience,company culture,total rewards 21%Improve governance,eg for risk/healthcare/retirement benefits;or for broader benefits

43、/wellbeing 19%Address Environmental,Social and Governance(ESG)aspects of employee benefits 17%Integrate/harmonise approaches and/or programs following acquisition(s)/merger(s)-16%2022 WTW.All rights reserved.Proprietary and Confidential.For WTW and WTW client use only.Not suitable for unintended pur

44、pose or use by unauthorized recipient.10Base:Total Respondents n=179 Respondents were asked to select their top five areas of US,UK and China top countries in focusCountries in focus for 2023 2022 WTW.All rights reserved.Proprietary and Confidential.For WTW and WTW client use only.Not suitable for u

45、nintended purpose or use by unauthorized recipient.1116%9%6%5%4%8%3%4%2%4%3.8%2%2%4%1%8%12%10%5%8%2%3%5%4%1%1%1%3%1%3%12%5%9%7%4%2%5%1%2%2%2%3%1%1%2%United StatesUnited KingdomChinaGermanyIndiaTaiwanMexicoBrazilCanadaFranceNetherlandsSingaporeSwitzerlandItalyIreland1st ranked2nd ranked3rd rankedBase

46、:Total Respondents n=159US and UK top the list,with China coming into the top 3.Benefits/wellbeing Portfolio is the most common reason for focusOther reasons are also important in some countries:Acquisition:Germany,Mexico,France Administration and operation:Mexico Changing workforce/work styles:US,I

47、ndia,France Employee choice:Taiwan,Canada Employee experience:France Financing/cost management:US,UK,Germany Governance:MOverall ESG considerations for employee benefits 2022 WTW.All rights reserved.Proprietary and Confidential.For WTW and WTW client use only.Not suitable for unintended purpose or u

48、se by unauthorized recipient.1212%20%17%22%36%41%40%45%31%29%30%23%21%11%13%9%(i)Companys overall ESG ambitions(e.g.,in 3-5 years)In key countries (e.g.,companys 3-5 largest countries)(n=154)In most countries(e.g.,where company has over 50 employees)(n=150)(ii)Companys ESG ambition for employee bene

49、fits/pensions(e.g.,in 3-5 years)In key countries (e.g.,companys 3-5 largest countries)(n=152)In most countries(e.g.,where company has over 50 employees)(n=149)(i)How do you see the companys overall ESG ambitions,and(ii)how do you see the companys ESG ambitions for employee benefits/pensions?Initiati

50、ng(compliant):We dont want to get sued or fined.Advancing:We do the right thing.Leading:We are more progressive and committed to ESG.Transforming:ESG principles are embedded in all we do.OEnvironmental considerations for employee benefits 2022 WTW.All rights reserved.Proprietary and Confidential.For

51、 WTW and WTW client use only.Not suitable for unintended purpose or use by unauthorized recipient.1317%12%11%39%29%33%31%45%42%10%11%11%3%3%3%For core benefits*(n=150)For broader benefits(n=150)For overall employee wellbeing(n=150)To what extent has the company translated its environmental ambitions

52、 into how they apply for employee benefits,e.g.,by articulating policies,guiding principles or desired directions?CompletedIn progressConsideringNot consideringOther*Core benefits typically refers to risk benefits(eg life,accident,disability),healthcare and retirement/end-of-service benefits;increas

53、ingly also leave/paid time-off(PTO)and foundational wellbeing programs,such as employee assistance programs(EAPs),health risk assessment(HRAs) 2022 WTW.All rights reserved.Proprietary and Confidential.For WTW and WTW client use only.Not suitable for unintended purpose or use by unauthorized recipien

54、t.14For each type of employee benefit,to what extent is your company implementing its global environmental policies at a local level?Has your company reviewed/confirmed the extent to which the following align with the companys overall environmental framework and ambitions 16%17%15%14%14%12%7%8%10%5%

55、4%4%10%4%9%3%19%10%8%8%25%7%20%17%32%32%31%31%25%28%38%38%24%36%42%42%25%50%27%34%investment of retirement plan assets(n=140)retirement benefits vendors environmental credentials(e.g.investment managers,administrators,insurance companies,advisers/intermediaries)(n=137)risk benefits vendors environme

56、ntal credentials(e.g.insurance companies,advisers/intermediaries)(n=137)your companys healthcare benefit vendors environmental credentials(e.g.insurance companies,advisers/intermediaries,administrators)(n=137)transportation/mobility benefits(pany cars,e-mobility,fuel/car/commuting allowances)(n=138)

57、your companys vendors environmental credentials(e.g.EAPs,HRAs)(n=136)including options in benefit choices(e.g.via a lifestyle/wellbeing account,carbon offsets,bicycles,electric car subsidies)(n=138)connection to overall employee wellbeing strategy,eg supporting eco-anxiety,linking to environment-fri

58、endly services/benefits(n=137)In key countries (e.g.,companys 3-5 largest countries)Confirmed no change requiredAlready changedYes implementingYes consideringNot consideredRetirement/end-of-service benefitsinvestment of retirement plan assets(n=140)retirement benefits vendors environmental credentia

59、ls(e.g.investment managers,administrators,insurance companies,advisers/intermediaries)(n=137)Risk Benefits risk benefits vendors environmental credentials(e.g.insurance companies,advisers/intermediaries)(n=137)Healthcare your companys healthcare benefit vendors environmental credentials(e.g.insuranc

60、e companies,advisers/intermediaries,administrators)(n=137)Transportation/Mobility transportation/mobility benefits(pany cars,e-mobility,fuel/car/commuting allowances)(n=138)Foundational wellbeing programsyour companys vendors environmental credentials(e.g.EAPs,HRAs)(n=136)Broader benefits/perquisite

61、s/allowances including options in benefit choices(e.g.via a lifestyle/wellbeing account,carbon offsets,bicycles,electric car subsidies)(n=138)Broader wellbeing/employee resilience connection to overall employee wellbeing strategy,egsupporting eco-anxiety,linking to environment-friendly services/bene

62、fits(n=137)In key countriesEnvironmental considerations for employee benefits 2022 WTW.All rights reserved.Proprietary and Confidential.For WTW and WTW client use only.Not suitable for unintended purpose or use by unauthorized recipient.15For each type of employee benefit,to what extent is your comp

63、any implementing its global environmental policies at a local level?Has your company reviewed/confirmed the extent to which the following align with the companys overall environmental framework and ambitions 14%13%12%11%13%10%5%7%4%2%2%4%8%5%2%2%7%6%8%8%20%7%14%12%34%33%33%30%30%25%41%40%41%46%46%48

64、%30%53%38%40%investment of retirement plan assets(n=131)retirement benefits vendors environmental credentials(e.g.investment managers,administrators,insurance companies,advisers/intermediaries)(n=127)risk benefits vendors environmental credentials(e.g.insurance companies,advisers/intermediaries)(n=1

65、29)your companys healthcare benefit vendors environmental credentials(e.g.insurance companies,advisers/intermediaries,administrators)(n=128)transportation/mobility benefits(pany cars,e-mobility,fuel/car/commuting allowances)(n=128)your companys vendors environmental credentials(e.g.EAPs,HRAs)(n=128)

66、including options in benefit choices(e.g.via a lifestyle/wellbeing account,carbon offsets,bicycles,electric car subsidies)(n=129)connection to overall employee wellbeing strategy,eg supporting eco-anxiety,linking to environment-friendly services/benefits(n=129)In most countries(e.g.,where company ha

67、s over 50 employees)Confirmed no change requiredAlready changedYes implementingYes consideringNot consideredRetirement/end-of-service benefitsinvestment of retirement plan assets(n=131)retirement benefits vendors environmental credentials(e.g.investment managers,administrators,insurance companies,ad

68、visers/intermediaries)(n=127)Risk Benefits risk benefits vendors environmental credentials(e.g.insurance companies,advisers/intermediaries)(n=129)Healthcare your companys healthcare benefit vendors environmental credentials(e.g.insurance companies,advisers/intermediaries,administrators)(n=128)Transp

69、ortation/Mobility transportation/mobility benefits(pany cars,e-mobility,fuel/car/commuting allowances)(n=128)Foundational wellbeing programsyour companys vendors environmental credentials(e.g.EAPs,HRAs)(n=128)Broader benefits/perquisites/allowances including options in benefit choices(e.g.via a life

70、style/wellbeing account,carbon offsets,bicycles,electric car subsidies)(n=129)Broader wellbeing/employee resilience connection to overall employee wellbeing strategy,egsupporting eco-anxiety,linking to environment-friendly services/benefits(n=129)Environmental considerations for employee benefits In

71、 most Social considerations for employee benefits 2022 WTW.All rights reserved.Proprietary and Confidential.For WTW and WTW client use only.Not suitable for unintended purpose or use by unauthorized recipient.1621%14%16%41%36%42%33%42%34%3%6%6%2%2%2%For core benefits(n=140)For broader benefits(n=140

72、)For overall employee wellbeing(n=140)To what extent has the company translated its DEI ambitions into how they apply for employee benefits,egby articulating policies,guiding principles or desired directions?CompletedIn progressConsideringNot consideringOther*Core benefits typically refers to risk b

73、enefits(eg life,accident,disability),healthcare and retirement/end-of-service benefits;increasingly also leave/paid time-off(PTO)and foundational wellbeing programs,such as employee assistance programs(EAPs),health risk assessment(HRAs) 2022 WTW.All rights reserved.Proprietary and Confidential.For W

74、TW and WTW client use only.Not suitable for unintended purpose or use by unauthorized recipient.17For each type of employee benefit,to what extent is your company implementing its global DEI policies at a local level?20%17%21%14%13%11%14%12%16%7%15%17%6%6%16%25%16%29%25%14%24%36%32%34%30%33%46%41%16

75、%10%23%11%12%23%15%Risk benefits(e.g.death,accident disability,business travel accident)(n=133)Healthcare(n=134)Retirement/end-of-service benefits(n=133)Leaves/PTO(n=132)Foundational wellbeing programs(eg EAPs,HRAs)(n=134)Broader benefits beyond above types/perquisites/allowances(n=133)Broader emplo

76、yee wellbeing/resilience(n=133)In key countries (e.g.,companys 3-5 largest countries)Confirmed no change requiredAlready changedYes implementingYes consideringNot consideredRisk benefits(e.g.death,accident disability,business travel accident)(n=133)Healthcare(n=134)Retirement/end-of-service benefits

77、(n=133)Leaves/PTO(n=132)Foundational wellbeing programs(eg EAPs,HRAs)(n=134)Broader benefits beyond above types/perquisites/allowances(n=133)Broader employee wellbeing/resilience(n=133)Social considerations for employee benefits In key 2022 WTW.All rights reserved.Proprietary and Confidential.For WT

78、W and WTW client use only.Not suitable for unintended purpose or use by unauthorized recipient.18For each type of employee benefit,to what extent is your company implementing its global DEI policies at a local level?17%16%18%14%12%11%11%8%8%5%10%15%4%7%12%17%9%21%19%11%13%41%45%38%37%36%46%48%21%13%

79、30%18%19%29%20%Risk benefits(e.g.death,accident disability,business travel accident)(n=122)Healthcare(n=122)Retirement/end-of-service benefits(n=122)Leaves/PTO(n=121)Foundational wellbeing programs(eg EAPs,HRAs)(n=123)Broader benefits beyond above types/perquisites/allowances(n=122)Broader employee

80、wellbeing/resilience(n=122)In most countries(e.g.,where company has over 50 employees)Confirmed no change requiredAlready changedYes implementingYes consideringNot consideredRisk benefits(e.g.death,accident disability,business travel accident)(n=122)Healthcare(n=122)Retirement/end-of-service benefit

81、s(n=122)Leaves/PTO(n=121)Foundational wellbeing programs(eg EAPs,HRAs)(n=123)Broader benefits beyond above types/perquisites/allowances(n=122)Broader employee wellbeing/resilience(n=122)Social considerations for employee benefits In most 2022 WTW.All rights reserved.Proprietary and Confidential.For

82、WTW and WTW client use only.Not suitable for unintended purpose or use by unauthorized recipient.1933%24%29%14%Please choose the statement which best describes your company in terms of global minimum standards for employee benefits/pensions,i.e.,standards that are intended to apply for all employees

83、 in all countries.The company sets minimum standards for some employee benefits or pensions for all employees in all countries(“global minimum standards”).The company sets global minimum standards for some employee benefits or pensions AND IS LOOKING TO SET ADDITIONAL standards in the future.The com

84、pany does NOT CURRENTLY set any global minimum standards for any employee benefits or pensions BUT IS LOOKING TO set such standards in the future.The company does NOT CURRENTLY set any global minimum standards for any employee benefits or pensions and is NOT LOOKING AT setting any such standards.Bas

85、e:Total Respondents n=141Global minimum standards for employee benefits Nature of companies current global minimum standards 2022 WTW.All rights reserved.Proprietary and Confidential.For WTW and WTW client use only.Not suitable for unintended purpose or use by unauthorized recipient.2057%36%43%35%40

86、%35%40%32%27%34%18%25%23%17%16%23%14%22%40%32%38%32%33%21%28%25%18%32%24%24%26%26%17%17%22%25%25%27%28%32%39%40%48%49%50%51%53%57%58%59%69%Business travel accident(BTA)(n=74)Employee assistance program(EAP)(n=73)Flexible work arrangements(n=72)Family leaves(e.g.,maternity,paternity,parental,other)(n

87、=74)Life(n=75)Healthcare for employees(n=72)Accident(n=75)Vacation/paid time-off(PTO)(n=72)Other wellbeing programs/initiatives,eg physical,financial,emotional or socialDisability(n=74)Retirement benefits(n=72)Healthcare for employees partner/family(n=71)Savings/stock purchase/stock ownership plans

88、or vehicles(n=70)Other leaves(n=70)Health risk assessment(HRA)(n=69)Severance/involuntary termination(n=69)Benefits choice(n=70)Global minimum standard requires provision(ie at any level)Global minimum standard specifies a minimum level of provisionNo minimum standards for this benefits typeBase:Res

89、pondents that have set global minimum standards or is looking to set additional standards in the future Nature of companies current global minimum standards 2022 WTW.All rights reserved.Proprietary and Confidential.For WTW and WTW client use only.Not suitable for unintended purpose or use by unautho

90、rized recipient.21Base:Respondents that specify a minimum level of provision 30%26%9%13%30%Life insurance lump sumof 1x annual basic payLife insurance lump sumof 2x annual basic payLife insurance lump sumof 3x annual basic payLife insurance lump sumof higher than 3x annualbasic payOtherLife (n=23)If

91、 the global minimum standard specifies a minimum level of provision for any of the following benefits,please indicate the nature of minimum standard.27%20%13%13%33%Accidental deathlump sum of 1xannual basic payAccidental deathlump sum of 2xannual basicsalary payAccidental deathlump sum of 3xannual b

92、asic payAccidental deathlump sum ofhigher than 3xannual basic payOtherAccident(n=15)25%33%8%17%0%0%25%Disability lump sum of 1x annualbasic payDisability lump sum of 2x annualbasic payDisability lump sum of 3x annualbasic payDisability lump sum of higherthan 3x annual basic payLong-term disability i

93、ncome ofless than 50%of basic pay,paiduntil normal retirement ageLong-term disability income of50%of basic pay or more,paiduntil normal retirement ageOtherDisability(n=12)Nature of companys current global minimum standards 2022 WTW.All rights reserved.Proprietary and Confidential.For WTW and WTW cli

94、ent use only.Not suitable for unintended purpose or use by unauthorized recipient.22Base:Respondents that specify a minimum level of provision If the global minimum standard specifies a minimum level of provision for any of the following benefits,please indicate the nature of minimum standard.31%23%

95、15%50%54%31%Maternity leave:minimum of16 weeksMaternity leave:minimum ofhigher than 16 weeksPaterntiy leave:minimum of5 daysPaterntiy leave:minimum ofhigher than 5 daysParental leave to be genderneutralOtherFamily leaves(e.g.,maternity,paternity,parental,other)(n=26)35%29%35%Less than 20 days during

96、 every 12-monthperiod20 days or more during every 12-monthperiodOtherVacation/Paid Time Off(n=17)Nature of companys current global minimum standards 2022 WTW.All rights reserved.Proprietary and Confidential.For WTW and WTW client use only.Not suitable for unintended purpose or use by unauthorized re

97、cipient.23Base:Respondents that specify a minimum level of provision 62%24%10%24%Employees to have access to outpatient and inpatientcare,either via state system or privateEmployees to have access to private outpatient andinpatient careEmployees to have access to private outpatient andinpatient care

98、,out of country(if not available in homecountry)OtherHealthcare for employees(n=21)If the global minimum standard specifies a minimum level of provision for any of the following benefits,please indicate the nature of minimum standard.44%0%0%25%25%13%19%Employees partner to have access to outpatient

99、and inpatient care,either via state system or privateEmployees partner to have access to private outpatient and inpatient careEmployees partner to have access to private outpatient and inpatient care,out of country(if not available in home country)Employees partner and family to have access to outpa

100、tient and inpatient care,either via state system or privateEmployees partner and family to have access to private outpatient and inpatient careEmployees partner and family to have access to private outpatient and inpatient care,out of country(if not available in home country)OtherHealthcare for empl

101、oyees partner/family(n=16)Nature of global minimum standards being considered by companies 2022 WTW.All rights reserved.Proprietary and Confidential.For WTW and WTW client use only.Not suitable for unintended purpose or use by unauthorized recipient.2446%29%35%38%34%33%30%31%23%30%21%28%26%23%15%15%

102、13%30%45%37%34%31%31%33%29%34%25%30%20%21%15%21%18%18%25%26%28%28%35%36%37%40%43%45%49%52%53%62%64%67%68%Business travel accident(BTA)(n=61)Life(n=66)Family leaves(e.g.,maternity,paternity,parental,other)(n=65)Healthcare for employees(n=64)Employee assistance program(EAP)(n=62)Disability(n=67)Flexib

103、le work arrangements(n=63)Accident(n=65)Other wellbeing programs/initiatives,eg physical,financial,emotional or socialVacation/paid time-off(PTO)(n=64)Healthcare for employees partner/family(n=61)Retirement benefits(n=64)Other leaves(n=62)Savings/stock purchase/stock ownership plans or vehicles(n=61

104、)Benefits choice(n=61)Severance/involuntary termination(n=60)Health risk assessment(HRA)(n=60)Global minimum standard requires provision(ie at any level)Global minimum standard specifies a minimum level of provisionNo minimum standards for this benefits typeBase:Respondents that are looking to set a

105、dditional standards in the future Governance considerations for employee benefits 2022 WTW.All rights reserved.Proprietary and Confidential.For WTW and WTW client use only.Not suitable for unintended purpose or use by unauthorized recipient.2521%19%16%15%15%15%8%21%21%21%17%16%15%11%10%8%10%12%10%8%

106、6%11%14%11%13%15%10%9%39%37%38%41%33%49%43%34%33%35%32%34%46%35%30%35%36%31%42%27%44%33%33%33%38%34%29%44%Global policies/guiding principlesFoundational wellbeing programs(e,g,EAPs,HRAs)(n=124)Risk benefits(e.g.life,accident disability)(n=124)Leaves/paid time-off(n=124)Healthcare(n=124)Retirement/en

107、d-of-service benefits(n=124)Broader employee wellbeing/resilience(n=124)Broader benefits beyond above types/perquisites/allowances(n=124)Roles/responsibilities e.g,at local,regional,global levelsRisk benefits(e.g.life,accident disability)(n=117)Foundational wellbeing programs(e,g,EAPs,HRAs)(n=116)He

108、althcare(n=117)Retirement/end-of-service benefits(n=117)Leaves/paid time-off(n=116)Broader employee wellbeing/resilience(n=116)Broader benefits beyond above types/perquisites/allowances(n=116)Will your company review or reset its global policies/guiding principles or roles/responsibilities for benef

109、its as a result of developments in 2022?Reviewed and already reset/in the process of resettingReviewed and no reset requiredConsidering to reviewNot considering to Governance considerations for employee benefits 2022 WTW.All rights reserved.Proprietary and Confidential.For WTW and WTW client use onl

110、y.Not suitable for unintended purpose or use by unauthorized recipient.2650%34%32%31%30%29%27%39%29%29%29%26%26%23%7%7%5%10%8%4%4%8%11%8%6%8%5%6%31%37%42%43%40%47%51%30%32%34%35%37%39%42%12%23%21%15%23%19%18%22%28%29%31%29%30%29%Global policies/guiding principlesWork styles,(e,g,onsite,remote,hybrid

111、)(n=113)Compensation(e.g.fixed pay,variable pay)(n=115)Total rewards(n=116)Diversity,equity and inclusion(n=115)Career/performance(n=111)Employee value proposition(n=112)Employee experience(n=110)Roles/responsibilities e.g,at local,regional,global levelsWork styles,(e,g,onsite,remote,hybrid)(n=107)D

112、iversity,equity and inclusion(n=109)Compensation(e.g.fixed pay,variable pay)(n=107)Total rewards(n=108)Career/performance(n=106)Employee value proposition(n=107)Employee experience(n=106)Are your responses to the previous question 7a connected to a broader review of global policies/guiding principle

113、s or roles/responsibilities?Reviewed and already reset/in the process of resettingReviewed and no reset requiredConsidering to reviewNot considering to Appendix 1 2022 WTW.All rights reserved.Proprietary and Confidential.For WTW and WTW client use only.Not suitable for unintended purpose or use by u

114、nauthorized recipient.Participant P 2022 WTW.All rights reserved.Proprietary and Confidential.For WTW and WTW client use only.Not suitable for unintended purpose or use by unauthorized recipient.28Source:WTW survey 2023 Global Priorities for Employee Benefits;206 responsesAsia Pacific27%EMEA46%Latin

115、 America8%North America18%Location of survey participants,by regionFewer than 5,00021%5,000 to 9,9998%10,000 to 19,99911%20,000 to 49,99921%50,000 to 99,99921%100,000 or greater18%How many employees does your organization have worldwide?Fewer than 1,00010%1,000 to 4,99922%5,000 to 9,9995%10,000 to 1

116、9,99919%20,000 to 49,99921%50,000 to 99,99916%100,000 or greater7%How many employees does your organization have outside your headquarters country?Survey participant 2022 WTW.All rights reserved.Proprietary and Confidential.For WTW and WTW client use only.Not suitable for unintended purpose or use b

117、y unauthorized recipient.29Survey participant profileEnergy&Utilities5%Financial Services13%General Services7%Health Care12%IT&Telecom19%Manufacturing31%Public Sector&Education1%Wholesale&Retail7%Other5%Which best describes your organizationsprimary business/industry?Global69%Regional Americas0%Regi

118、onal North America0%Regional Latin America2%Regional Asia Pacific15%Regional Europe1%Regional Europe,Middle East/Africa3%Other8%Which of the following best describes your geographic scope of responsibility?Source:WTW survey 2023 Global Priorities for Employee Benefits;206 responses45%33%4%1%3%0%1%2%

119、5%0%0%1%0%2%0%2%Compensation and Benefits/Total RewardsEmployee Benefits/PensionsCompensationTalent:Acquisition/Development/Wellbeing/HealthSustainabilityEnvironmental,Social,Governance(ESG)/Global/International Mobility/ExpatriatesHR GeneralistHR Mergers&Acquisitions(M&A)Corporate Strategy/CorporateRisk Management/Captive InsuranceTreasury/Capital ManagementOther HROther FinanceOtherWhich of the following best describes your functional responsibility?