ENQUETE_COM_interactif

EMEA Benefits Communication
Survey 2015

Introduction
Welcome to Aon’s third EMEA Benefits Communications Survey report.
The survey was carried out in November 2014, attracting responses from 1149 individuals across 28
countries. It provides a comprehensive overview of trends in benefits communication across the region.
Employee benefits are a significant investment for employers. Competitive benefits programmes can
be used to attract and retain talent, as well as engaging employees by delivering valued and relevant
benefit provision.
And yet, time and again, employers tell us that many employees do not recognise the value of their
benefits. This survey looks at how benefits are currently communicated, the plans employers have for
communication in future and the comparisons between countries within the region.
The findings draw comparisons with previous surveys to show the evolution of benefits
communications over time. The survey report also identifies success factors, by analysing the benefits
communications practices of those most satisfied with the impact of their communications programmes.
We hope that a deeper understanding of the trends in this field will enable you to maximise your
investment in benefits through an effective communication programme.

Europe
Norway
Poland
Russia
Slovakia
Spain
Switzerland
Turkey
UK
Ukraine
Romania
Portugal
Belgium
Bulgaria
Croatia
Finland
France
Germany
Greece
Hungary
Ireland
Italy
Latvia
Denmark
Czech Republic
EMEA Lithuania
Netherlands

Middle-East
United Arabe Emirates

Across the EMEA region, the average respondent had 500 employees (median value). A wide range of industries were included, with the hi-tech,
banking and finance and food/beverage/tobacco sectors particularly well represented.
TRENDS
• 73% of employers across the EMEA region currently communicate their compensation and benefits programmes to employees, with a further
12% planning to do so. This shows a slight decrease on the 2014 survey, where 75% stated that they currently communicated their benefits.
• The main objective of these communications is to improve employee engagement; this is consistent with the previous survey, where engage-
ment, talent retention, and the need to comply with legal requirements were the top three communication goals.
• Email, face-to-face presentations and internal notices are the three preferred communications channels across the region.
• In future, many organisations are interested in using Total Reward Statements, online benefits portals and employee handbooks as ways to com-
municate benefits and compensation.
• 35% of employers in EMEA have a budget of between 1 and 50 K€ for compensation and benefits communications. 56% have no dedicated
budget for this, a slight increase on the previous survey (52%).
• 57% of those surveyed across the region believe that their employees have a high or very high level of understanding of their employee benefits
communications.
• 90% of respondents manage their benefits communications entirely in-house.
EMEA
SUCCESS FACTOR
Across the EMEA region, those who are satisfied with the impact of their benefits communications share the following practices:
• They communicate frequently, with 48% communicating benefits and compensation several times a year.
• Their main goal in doing so is to improve employee engagement.
• More than half make regular use of multimedia channels for their communications, and they have a strong interest in developing new
communications channels.

Main goal
Develop engagement
90%
Internally
PANELS
TRENDS
SUCCESS FACTOR
Number of employees
(median value)
Do you communicate ? Budget
73 % YES
12 % Planned
15 % NO
Top 3 preferred channels Provider(s)
Face-to-face
presentations
Total Reward
Statements
Online benefits
portals
Internal notices
Emails Employee
handbook
between 1 and 50K€35%
of surveyed companies consider that the understanding
by employees of the Compensation and Benefits policy
communication of their company is high or vey high.
57%
Actually
Companies satisfied with the impact of the communication have the following practices :
Frequency of their communication: Several times a year for 48% of them
Main goal: Develop engagement
Channels: Regular use of multimedia for more than half of them and wish to develop new channels.
500 Wide range of industries: Hi Tech, Banking/Finance as well as Food/Beverage/Tobacco
Key facts / EMEA
In the future
Evolutions 2015 vs 2014
Percentage of companies that communicate: Frequency: Budgets:
Goals: Unchanged (Engagement, talent retention
and legal requirements remain the top 3 priorities)

@ A GLANCE
In Belgium, Social Security provides a minimum
level of cover for health, disability and retirement to
all citizens. Recent years, and governmental
agreements introduced this year, have seen
reductions in government-sponsored benefits
aimed at reducing the growing deficit. As a result,
the benefits packages provided by employers are
becoming increasingly important.
In addition, Belgium is seeing increasing moves
towards the harmonisation of supplementary
benefits between blue collar and white collar
workers. When exactly this will become a reality is
as yet unknown, but it will have an impact on any
organisation that currently offers different benefit
packages to its blue collar and white collar
employees.
Consequently, employee benefits in Belgium can
expect to see significant changes in the coming
months and years. Simplification, security,
transparency and communication will be just
some of the challenges that each pension and
benefits manager will have to face.
BELGIUM WITHIN EMEA
Compared to EMEA as a whole, the Belgian respondents were less likely to communicate their employee compensation and benefits packages.
Their focus is more on cost and delivering flexibility than is seen in the EMEA region overall.
The Belgian organisations surveyed had 316 employees (median value), and came from a wide range of industries.
TRENDS
• 43% of the organisations surveyed currently communicate their employee compensation and benefits packages. A further 7% plan to in future.
This shows a radical drop from the 2014 survey, when 80% of those questioned communicated employee benefits.
• However, amongst those who do communicate, frequency of communication has increased, with 36% communicating several times a year,
compared to 8% who did so in 2014.
• For those who communicate benefits, their main goal in doing so is to manage costs and flexibility. This again is a change from last year, when
talent retention was the main motivating factor.
• The three favourite channels for communicating benefits are emails, face-to-face presentations and internal notices. In future, the majority expect
to see Total Reward Statements and online benefits portals increasingly used.
• 50% of those surveyed have a dedicated budget for employee benefits communications; this shows no change from the previous survey.
Amongst those with a dedicated budget, the majority have a budget of between €1000 and €10,000.
• 55% believe that their employees have a high level of understanding of their benefits and compensation communications.
• 82% manage their employee benefits communications in-house.
Belgium
SUCCESS FACTOR
Belgian organisations satisfied with the impact of their benefits communications share the following practices:
• They communicate frequently: 67% communicate several times a year about benefits and compensation.
• They believe that developing more personalised communications materials will be key to increasing the impact of their communications
programmes in future.
• There is a high correlation between organisations that are satisfied with the impact of their communications and those using Total Reward
Statements to communicate benefits.

Belgium
within Emea
Smaller rate of companies communica-
ting their Compensation and Benefits
package. More focused on costs and
flexibility management
Main goal
Manage costs and flexibility
PANELS
TRENDS
SUCCESS FACTOR
Number of employees
(median value)
43 % YES
7 % Planned
50 % NO
Face-to-face
presentations
Total Rewards
Statements
Internal notices
Online benefits
portals
Emails
of the surveyed companies have
a dedicated budget for commu-
nication (between 1 and 10K€
for many of them)
50%
communication of their company is high.
55%
Actually
Suggestion to be more impactful: Develop personalised materials
Channels: Companies satisfied with the impact of their communication are the ones using Total Reward Statements
316 Wide range of industries
Goals: Last year, talent retention was considered
as more important than management of cost and
flexibility which is no more the case.
Key facts / Belgium
In the future
82%
Internally

BULGARIA WITHIN EMEA
Within the EMEA region, Bulgarian employers are among the most likely to communicate their compensation and benefits packages. Bulgarian
organisations are also the most likely to use face-to-face communications channels.
The average Bulgarian respondent had 475 employees (median value). Three main sectors were represented among the responses: banking and
finance (21% of respondents), hi-tech and information technology companies (12%) and food, beverage or tobacco companies (9%).
TRENDS
• 91% of the Bulgarian respondents communicate their benefits and compensation packages, with a further 6% planning to do so.
• The main objective for benefits communications is to increase employee engagement.
• The top three channels for benefits communications are emails, face-to-face presentations and internal notices.
• When asked about the communication channels they expected to use in the future, the majority expected to continue using emails and face-to-
face presentations, as well as starting to use Total Reward Statements.
• 40% of Bulgarian companies have a dedicated budget for compensation and benefits communications.
• 55% of those surveyed believe that their employees have a high level of understanding of their compensation and benefits communications.
Bulgaria
SUCCESS FACTOR
Companies who are satisfied with the impact of their benefits communications have the following in common:
• They communicate at least once a year, with 56% communicating annually and 39% more frequently.
• Their main goal is to be transparent and socially responsible.
• They use a wide range of communications channels, with face-to-face communications particularly popular.
@ A GLANCE
In Bulgaria, universal health care is administered
through the National Health Insurance Fund, with
care generally provided through government
facilities. The full range of inpatient and outpatient
services is covered, as well as prescription drugs.
Each person must choose a primary care physician,
who acts as the primary point of access to the
health care system. In addition to this, around 75%
of employers offer a supplementary medical plan
as part of the employee benefit package.
For retirement, Bulgaria has adopted the World
Bank 3-pillar model. The first pillar is a mandatory
state pension insurance implemented by the
National Insurance Institute. The second pillar
comprises mandatory pension funds, Universal
pension funds (UPF) and Professional pension
funds (PPF), with the latter being mandatory only
for employees working under specific conditions
(heavy/hazardous). Both the universal and
professional pension funds are independent legal
entities created and managed by a licensed joint-
stock company, called a pension insurance
company (PIC). The third pillar is a supplementary
individual or occupation pension.

Bulgaria
within Emea
One of the countries with the highest
percentage of surveyed companies
that communicate their Compensa-
tion and Benefits package. Bulgarian
companies are the most likely to use
face-to-face channels.
Main goal
Develop engagement
PANELS
TRENDS
Number of employees
(median value)
91 % YES
6 % Planned
3 % NO
Face-to-face
presentations
Emails
Internal
notices
of companies have a budget
dedicated to Compensation
and Benefits Communication.
40%
55%
Actually
475 3 main sectors: Banking/Finance (21%), Hi Tech / Information Technology (12%), Food/Beverage/Tobacco (9%)
Key facts / Bulgaria
In the future
100%
Internally
SUCCESS FACTOR
Frequency of their communication: Once a year for 56% of them and several times a year for 39% of them.
Main goal: Being transparent and socially responsible
Channels: All kinds of supports are regularly used, especially face-to-face exchanges
Face-to-face
presentations
Emails
Total Reward
Statements

CROATIA WITHIN EMEA
Compared to EMEA as a whole, Croatian organisations are more likely to have a budget dedicated to benefits and compensation communications.
Increasing employee engagement is not as key an objective for the Croatian survey respondents as it is for those in EMEA overall.
The Croatian organisations surveyed had 265 employees (median value). The largest representation came from the food, beverage and tobacco
industries (14%) and banking/finance (11%).
TRENDS
• 71% of the Croatian employers surveyed communicate about their employee compensation and benefits packages. A further 14% plan to do
so in future.
• Their main goal in doing so is to respond to legal requirements.
• The three most-used communication channels are face-to-face presentations, employee handbooks and internal notices.
• When asked about their planned communications channels in future, the majority of respondents plan to continue using face-to-face presen-
tations.
• 69% of employers have a dedicated budget for compensation and benefits communications.
• 57% of those surveyed believe that their employees have a high level of understanding of their benefits communications.
• 100% of the respondents manage compensation and benefits communications in-house.
Croatia
SUCCESS FACTOR
Croatian organisations satisfied with the impact of their benefits communications have the following in common:
• They communicate frequently; several times a year for 55%.
• They have a dedicated budget for compensation and benefits communications: 67% have money specifically for this purpose.
• They prefer to use face-to-face communications and employee handbooks as their chosen means of benefits communications.
• They believe that increased frequency of benefits communications would make their communications strategy more impactful.
@ A GLANCE
A prolonged economic downturn in Croatia since
2008 has contributed to lower investment returns
and rising unemployment.
There is a growing tendency among companies to
cut all unnecessary costs which invariably impacts
employee benefit levels. However, multinational
companies in Croatia try to maintain employee
engagement and satisfaction with the benefits
provided by contracting additional benefits. The
Social Security System in Croatia provides cover for
retirement, medical care, unemployment benefits,
family allowances and social welfare.
The Retirement (pension) system is based on a
three pillar scheme. The first two pillars are
compulsory (total contribution from the first two
pillars amounts to 20%), while the third pillar is
voluntary. Due to significant cost cutting and the
economic crisis in general, employers are avoiding
investing in the third pillar. The current government
is changing the second-pillar system, moving away
from one-size-fits-all funds to lifecycle plans with
appropriate risk programmes, as well as altering
some investment regulations and separating out
second and third pillar legislation. The changes
are definitely positive and open the space for
further development of Croatia’s pension fund
industry.
In 2015, Croatia will introduce a tax on interest
savings of 12%, which could redirect the savings
habits of citizens towards life insurance, take-up of
which has been below average in comparison to
other countries in the region.

Croatia
within Emea
Higher rate of companies with a bud-
get dedicated to their Compensation
and Benefits communication. In Croa-
tia, developping engagement is not
as critical as for the average of other
EMEA countries.
Main goal
Respond to legal requirements
PANELS
TRENDS
SUCCESS FACTOR
Number of employees
(median value)
71 % YES
14 % Planned
15 % NO
Face-to-face
presentations
Companies are
willing to go on
setting up face-to-
face presentations
Internal notices
Employee
handbooks
dedicated to Compensation and
Benefits Communication.
69%
communication of their company is high or very high.
57%
Actually
Frequency of their communication: Several times a year for 55% of them.
Budget: 67% of them have a dedicated budget
Channels: Regular use of face-to-face communications and employee handbooks
Strategy to be more impactful: Increase the frequency of Compensation and Benefits communication
256 2 main sectors: Food/Beverage/Tobacco (14%) and Banking/Finance (11%)
Key facts / Croatia
In the future
100%
Internally

CZECH REPUBLIC WITHIN EMEA
The Czech Republic has a noticeably higher use of manager cascades as a key communication channel than the other countries surveyed. Those
respondents with dedicated budgets for benefits communications have tighter budgets than those seen across the EMEA region as a whole.
Respondents from the Czech Republic had 305 employees (median value).The survey represents three main sectors: automotive and vehicle ma-
nufacturing (14%), industrial machinery and equipment (9%) and transportation and logistics services (8%).
TRENDS
• 80% currently communicate their employee compensation and benefits packages. This is a decrease from the 2014 survey, when 88% said the
same. A further 8% have plans to start communicating benefits.
• Their main goal for benefits communication is to improve employee engagement. This is consistent with the primary goal identified in the
previous survey.
• The preferred communication channels among the Czech respondents are email, internal notices and manager cascades.
• In future, they plan to use employee handbooks as well as online benefits portals that will deliver enrolment and an element of employee choice
– ie a more flexible approach to benefits.
• Only 20% have a dedicated budget for employee benefits communications; this is a decrease on the 2014 figure, which showed that 64% had
a set budget for this.
• In spite of this, the 2015 survey shows an increase in the frequency of communication over the previous results, with 57% communicating seve-
ral times a year compared to 48% in 2014.
• 74% believe that their employees have a high degree of understanding of their benefits communications.
• 99% manage their benefits communications in-house.
Czech Republic
SUCCESS FACTOR
Czech organisations satisfied with the impact of their benefits communications share the following practices:
• They communicate frequently, with 60% issuing compensation and benefits communications several times a year.
• The main objective of their benefits communications is to respond to legal requirements.
• They display a willingness to adopt new communications channels, with 41% stating that they are willing to develop new channels.
@ A GLANCE
In the Czech Republic, employers are introducing
fewer flat benefits in the area of pension savings.
Current changes in tax legislation on insured
pension solutions will affect the prevalence of
benefits in the future (many employers have
already reduced or terminated insured pension
solution provision). Employers (at least those
industries that have traditionally provided benefits)
are more focused on risk protection and medical
benefits. The percentage of employers providing
flexible benefits is relatively high, but many
schemes are limited to leisure benefits (due to the
tax allowance situation).
Benefits enjoying financial incentives (tax, social
security contributions) for employers and
employees are: third pillar pension; insured
pension; business travel accident cover; leisure
time benefits and wellness.

Czech Republic
within Emea
Higher percentage of companies set-
ting up manager cascades. Tigher bud-
gets than globally throughout EMEA.
Main goal
Develop engagement
99%
Internally
PANELS
TRENDS
SUCCESS FACTOR
Number of employees
(median value)
80 % YES
8 % Planned
12 % NO
Emails
Online benefits
portals
(including enmployee benefits
enrolment and choice)
Handbooks
Internal notices
Manager cascades
no budget
80%
74%
Actually
Frequency of their communication: Several time a year (60%)
Main goal: Respond to legal requirements
Channels: Willing to develop new channels (41%)
305
3 main sectors: Automotive/Vehicle Manufacturing (14%), Industrial Machinery/Equipment(9%) and
Transportation and Logistics Services (8%)
Key facts / Czech Republic
In the future
Percentage of companies that communicate: Frequency: Budgets: Goals: No important change

DENMARK WITHIN EMEA
Compared to the EMEA region as a whole, Danish employers have tighter benefits communications budgets and, overall, can be said to have less
sophisticated benefits communications practices than their counterparts in the rest of EMEA.
The Danish organisations surveyed had 215 employees (median value) and represent a wide range of industries.
TRENDS
• 56% of Danish employers currently communicate their employee compensation and benefit packages. This shows a reduction on the 2014
figure, which saw 75% of employers do the same. A further 11% plan to start communicating.
• Retaining talent and improving employee engagement are their main objectives in communicating benefits. Managing costs and flexibility,
which was a stated objective in 2014, no longer features as a key goal.
• The preferred communication channels among the Danish respondents are employee handbooks, face-to-face presentations and email. There
are no plans for this to change significantly in future.
• None of the organisations surveyed had a dedicated budget for compensation and benefits communications; this has seen a reduction, compa-
ring to 27% with a budget devoted to this in the 2014 survey.
• Communication frequency has also decreased; 33% claim to communicate several times regarding benefits, compared to 50% in 2014.
• Despite this, half (50%) of the organisations surveyed believe that their employees have a high level of understanding of their compensation
and benefits packages.
• 88% of Danish employers manage their benefits communications in-house.
Denmark
@ A GLANCE
The concept of employee self-support through
savings and insurance is currently a major trend in
Denmark. In the welfare sector, the focus in recent
years has been on the large number of sick and
disabled who permanently leave the labour market
and end up living on public welfare. Today, no-one
under 40 years of age can get a permanent
pension and anyone registered as sick or disabled
will be provided with limited benefits. To maintain
a steady income in case of ill health, private
insurance will become a necessity for many.
The same applies to retirement. Most Danes today
are being forced to save a certain portion of their
salary for their own retirement – which may not
come as quickly as they had previously anticipated.
Early retirement will be completely phased out in
the next 10 years, with Danes younger than 52
today unable to retire with a state pension until
they are 67 years old. Politicians have already
agreed that the retirement age will rise in future in
line with predicted increases in longevity.

Denmark
within Emea
Tighter budget than globally in the
EMEA region. Communication prac-
tices are less developed than globally
throughout EMEA.
Main goals
Retain talent and develop
engagement
88%
Internally
PANELS
TRENDS
Number of employees
(median value)
56 % YES
11 % Planned
33 % NO
Employee
handbooks
Emails
Face -to -face
presentations
None of the surveyed companies has
a devoted budged for Compensation
and Benefits Communication
0%
50%
Actually
Key facts / Denmark
In the future
Goals: While managing costs and flexibility was a
top 03-goal last year, it is no more a main issue.
No important
changes planned

FINLAND WITHIN EMEA
Within EMEA, Finland has the lowest percentage of employers who routinely communicate regarding their compensation and benefits pro-
grammes. Finland demonstrates a clear need for improved compensation and benefits communications, with 80% of those surveyed believing
that employees have a poor understanding of their reward and benefits packages. This could be explained by the fact that most employers com-
municate primarily to meet legal requirements, and therefore do only what is required by law. With all the Finnish respondents managing benefits
communications in-house, expert advice and help with this should be explored; employers may be lacking the resource and expertise internally
to maximise the impact of the benefits communications.
The average Finnish respondent had 700 employees (median value). They came from a wide range of industries, with no one sector particularly
strongly represented.
TRENDS
• 55% of respondents from Finland communicate their compensation and benefits packages to their employees, with a further 27% planning to
launch benefits communications programmes.
• Their main objective in communicating benefits is to respond to legal requirements.
• Low-tech and personal communications channels are preferred, with manager cascades, face-to-face presentations and emails being the top
three channels among the respondents.
• 80% of respondents believe that their employees have a poor understanding of their compensation and benefits communications.
• 100% of respondents manage their benefits communications in-house.
Finland
@ A GLANCE
In Finland, the welfare and social security system
will be strained by the shrinking workforce and
increasingly ageing population. The government
welfare system, under which healthcare services
are accessible and affordable for all citizens, as well
as relatively wide social security cover, have
previously limited the requirement for private
health insurance. However, private and – especially
– employer-provided group medical insurance
plans are becoming more prevalent in Finland.
The 2017 pension reform has three central goals:
length of working life, pension level and pension
financing. The legislative drafting of the pension
reform is extensive and will continue until spring
2015. The government bill will be presented to
Parliament in August. The Finnish pension reform
has been called the greatest socio-political reform
of the decade. It should be noted that this pension
reform might increase the need for employer-
provided supplementary retirement plans.

Finland
within Emea
One of the countries for which there is
a strong need to improve the impact
of Compensation and Benefits com-
munication. The percentage of sur-
veyed companies in Finland that com-
municate is much lower than globally
in the EMEA region.

Main goal
PANELS
TRENDS
Number of employees
(median value)
55 % YES
27 % Planned
18 % NO
Top 3 preferred channels
Provider(s)
Face-to-face
presentations
Face-to-face
presentations
Total Reward
Statements
Emails
Manager
cascades
Manager
cascades
Not significant
ns
20%
Actually
Key facts / Finland
In the future
100%
Internally

FRANCE WITHIN EMEA
Respondents from France tend to provide regular benefits communications.
Among the countries surveyed, French employers make the most use of printed communications, but they also use multimedia and face-to-face
communications. What is more, French organisations are among the most likely within EMEA to seek external support for their benefits communi-
cations; 32% do this, compared to 10% overall. This use of communications experts may explain their tendency to use a wide range of channels,
even if they are fond of traditional methods and printed materials.
The French organisations surveyed had 2700 employees (median value), making them one of the largest employers in the survey. Three main
sectors are represented: retail (11%), pharmaceuticals (8%) and hi-tech/information technology firms (7%).
TRENDS
• 57% of respondents to the French survey currently communicate their benefits, with a further 17% planning to do so. This shows no change
from the 2014 survey.
• Their main objective for their benefits communications is to develop engagement; again, this is consistent with the previous survey findings.
• Total Reward Statements, manager cascades and email are cited as their preferred communication channels.
• In future, they anticipate continuing to use Total Reward Statements and manager cascades, as well as making use of online benefits portals.
• 56% of those surveyed have a dedicated budget of between €1000 and €50,000 for benefits communications. This shows an increase on the
figure cited in the previous survey.
• 48% of respondents believe that their employees have a high level of understanding of their benefits communications.
France
SUCCESS FACTOR
• They communicate once a year.
• They dedicate a budget of between €10,000 and €50,000 to employee benefits communications.
• They use a wide range of communication channels.
@ A GLANCE
In France, the Social Security system provides a
minimum level of cover for health, welfare and
retirement to all citizens. In recent years, the
government has started to cut expenses in order to
reduce the growing deficit. As a consequence, the
State should lower the public funding while setting
minimum requirements for such cover.
From January 1st 2016, a new law will come into
force: employers will have to supplement Social
Security health cover with minimum standards for
all employees. On top of the compliance work
involved, employers should also view this as a
great opportunity to communicate on benefits.
Retirement is also impacted by public budget cuts;
employers continue to set up and promote
corporate retirement savings plans (PERCOs). With
double digit growth last year, a PERCO combined
with a defined contribution plan is a popular
solution for employers. By taking part in a PERCO,
employees take ownership and responsibility for
their retirement savings: employers are expected to
educate them about the plans and their options.

France
within Emea
One of the countries using the
most regularly printed materials.
French companies are the most
likely to collaborate with an external
provider.
Main goal
Develop engagement
PANELS
TRENDS
Number of employees
(median value)
Do you communicate ? Budget:
57 % YES
17 % Planned
26% NO
Between 1 and 50K€56%
communication of their company is high
48%
Actually
2700 3 mains sectors: Retail (11%), Pharmaceutical (8%), Hi-Tech / Information Technology (7%)
Key facts / France
In the future
SUCCESS FACTOR
Frequency of their communication: Once a year
Budget: around 10 - 50K€
Channels: all kinds of supports are regulary used
Percentage of companies that communicate: Frequency: Budgets: Goals: unchanged
Total Reward
Statements
Manager cascades
Emails Total Reward
Statements
Online benefits
portals
Manager cascades

GERMANY WITHIN EMEA
Compared to the EMEA region as a whole, German respondents are less likely to communicate their compensation and benefits package to their
employees. Among those who do communicate this, though, the frequency of communication is high compared to other countries.
German respondents to the survey had an average of 605 employees (median value); they represented a wide range of industries.
TRENDS
• 43% of German employers currently communicate their compensation and benefits packages; a further 14% are planning to start communica-
tions in future.
• The main objective of their benefits communications is to respond to legal requirements.
• The most-used communication channels are face-to-face presentations, internal notices and posters.
• This is not anticipated to change a great deal: employers plan to make use of email in future, but also expect to continue with internal notices
and face-to-face presentations as the main communication channels.
• The majority of German organisations have a budget for employee benefits communications, with the largest percentage (67%) setting aside
between €1,000 and €10,000 for this.
• Exactly half of respondents (50%) believe that employees have a high level of understanding of their compensation and benefits communica-
tions.
• The vast majority of employers (83%) manage benefits communications in-house.
Germany
@ A GLANCE
In Germany, the Social Security system, is a statutory
insurance system based on the contributions of the
insured, and provides effective financial protection
against the major life risks and their consequences,
including illness, unemployment, old age,
industrial accidents and long-term care. With
increasing life expectancy and decreasing birth
rates people are becoming more aware of the
future financial gap and have, over recent years,
been strongly encouraged by the government to
take over more ownership for additional
supplementary insurance cover. The demand for
supplementary private provision is substantial,
especially in health insurance and pension
schemes.
The employer market is in a ‘war for talent’; some
industries are already suffering from an ageing
workforce and business continuity is at risk,
especially in some rural areas. Employer health
schemes and corporate health management are
great opportunities for employers for differentiation.
Recent surveys underline that employees rate these
benefits within their top three benefits, besides
salary and pension scheme. Offering
supplementary health programmes and worksite
marketing schemes have become popular
strategies to win new talent and increase employee
loyalty.

Germany
within Emea
Lower percentage of surveyed com-
panies communicating their Com-
pensation and Benefits package to
employees. However, companies that
communicate are used to doing so re-
gularly.
Main goal
PANELS
TRENDS
Number of employees
(median value)
43 % YES
14 % Planned
43 % NO
Provider(s)
Face-to-face
presentations
Face-to-face
presentations
Internal notices Internal notices
Posters Emails
between 1 and 10K€67%
50%
Actually
Key facts / Germany
In the future
83%
Internally

GREECE WITHIN EMEA
The Greek survey respondents exhibit one of the highest satisfaction rates regarding employees’ estimated understanding of benefits and com-
pensation. Greece also demonstrates a higher utilisation of online benefits portals than other countries within the EMEA region.
The Greek organisations surveyed had 282 employees (median value) and represent a wide range of industries.
TRENDS
• 90% of the Greek organisations surveyed communicate their employee benefits and compensation packages currently, with the remaining 10%
planning to do so. This shows an increase on the 2014 survey, where 80% stated that they communicated benefits and compensation.
• Communication frequency, however, has decreased, with the majority now communicating once a year. The 2014 survey saw 55% communi-
cating several times a year.
• Their main goals in communicating are to respond to legal requirements and to manage costs and flexibility. The emphasis on cost and flexibility
is new since the previous survey.
• The preferred communications channels among the Greek employers are email, face-to-face presentations and employee handbooks.
• In future, respondents anticipate using multimedia in preference to printed materials, as well as continuing to use face-to-face channels.
• 43% have a dedicated budget for benefits communications, consistent with the findings in the 2014 survey.
• 88% of those surveyed believe that their employees have a high level of understanding of their benefits and compensation communications.
Greece
SUCCESS FACTOR
Greek organisations satisfied with the impact of their benefits communications have the following in common:
• The vast majority (86%) communicate benefits annually.
• They believe that segmenting their audience and providing targeted information will have the most impact on the effectiveness of their
communications in future.
• They make regular use of multimedia, but also appreciate the value of face-to-face communications.
@ A GLANCE
In Greece, the Social Security Fund deficit
necessitated a recent raft of reforms, characterised
by reduced benefit levels and increased retirement
age.
New taxation for benefits in kind paid by employers,
effective from 1 January 2014, added to the
changes faced by employers.
These tax changes mean that, for life and health
insurance, any premium payable by the employer
exceeding €1,500 per employee per year is subject
to income taxation. In addition, premiums paid by
employers for dependents’ health insurance is
considered salary income and is subject to income
taxation up to the benefits in kind limit of €300,
assuming this limit has not been otherwise
exhausted.
In relation to group pension plans, employers’
contributions, as well as voluntary employee
contributions, are exempt from income taxation.
This creates an opportunity for employers to set up
and promote corporate retirement savings plans. It
is worth noting, though, that any benefits of these
group pension plans are considered as income
and are subject to taxation.
Other non-insurable benefits which are subject to
income taxation include company cars (30% of
yearly leasing cost is taxed), residence (total yearly
leasing cost is taxed), as well as school tuition, and
prepaid gift vouchers (limit of €300).

Greece
within Emea
One of the highest satisfaction rate
regarding the estimated impact of
communication on employees (88%).
More frequent use of online benefits
portals than in other countries
Main goals
and manage costs and flexibility
PANELS
TRENDS
SUCCESS FACTOR
Number of employees
(median value)
90 % YES
10 % Planned
Face-to-face
presentations
Face-to-face
communications
Multimedia
Emails
Employee
handbooks
of surveyed greek companies
have a dedicated budget
43%
88%
Actually
Frequency of their communication: Once a year for 86% of them
Stategy to be more impactful: Segment their audience and provide targeted information
Channels: Regular use of multimedia but also interest in face-to-face communications
Key facts / Greece
In the future
100%
Internally
Goals: Managing costs and flexibility is seen as a
more important goal at stake compared with last
year trends

HUNGARY WITHIN EMEA
Among the responding countries, Hungary demonstrates one of the highest propensities to communicate employee benefits. The Hungarian
respondents are also among the most likely to believe that their employees have a high level of understanding of their employee benefits com-
munications.
The Hungarian respondents to the survey represent smaller companies overall, with 220 employees as a median value. A wide range of industries
is represented.
TRENDS
• The vast majority of Hungarian employers (92%) currently communicate their employee compensation and benefits packages.
• Their main goal in doing so is to increase employee engagement.
• Face-to-face presentations, emails and employee handbooks are the preferred methods of communication among the Hungarian respondents.
• The same channels are expected to be used in future, with no change anticipated.
• Only 17% of organisations surveyed have a dedicated budget for compensation and benefits communications.
• Despite this, 75% of those surveyed believe that employee understanding of their existing compensation and benefits communication is high.
• 100% of respondents manage their compensation and benefits communications in-house.
Hungary
SUCCESS FACTOR
Hungarian organisations satisfied with the impact of their benefits communications share the following practices:
• They communicate frequently: 70% communicate once a year with the remainder communicating more frequently.
• Improving employee engagement is the primary objective for the majority.
• They make regular use of printed materials, as well as using online/multimedia channels, such as employee benefits portals, email and
social media.
@ A GLANCE
In Hungary, the Social Security system provides full
health cover to all citizens and residents. As the
level of public healthcare is unsatisfactory (with
long waiting lists for out and inpatient treatments)
private medical insurance solutions have grown
increasingly popular, mainly as an employer-
provided benefit, as they have not been subject to
tax since 2012.
Pension provision is also an escalating issue. Media
coverage of the need for private provision in
retirement has fuelled an increase in employer
contributions to employees’ voluntary pension
funds. Other vehicles, such as pension insurance
and corporate retirement savings, are likely to grow
in popularity as well.
2015 will see a significant cutback in the tax
discounts for fringe benefits; a reduction in
employer pension contributions is expected as a
result, so we can expect to see an increase in
employee pension savings.

Hungary
within Emea
One of the countries with the highest
that communicate their Compensa-
tion and Benefits package. One of the
countries with the highest percentage
of surveyed companies considering
that the level of understanding of their
communication by employees is high.
Main goal
Develop engagement
PANELS
TRENDS
SUCCESS FACTOR
Number of employees
(median value)
92 % YES
0 % Planned
8 % NO
Provider(s)
Face-to-face
presentations
Face-to-face
presentations
Emails Emails
Employee
handbooks
Employee
handbooks
of companies have no budget
83%
75%
Actually
Frequency of their communication: Once a year for 70% of them and several times a year for all the others.
Channels: Regular use of printed materials as well as multimedia channels
Key facts / Hungary
In the future
100%
Internally

IRELAND WITHIN EMEA
Ireland is one of the few countries in EMEA where a majority of employers cite increasing employee education as their main objective. Benefits fairs
are a more popular means of communicating in Ireland than in the EMEA region as a whole.
The Irish organisations surveyed had 1200 employees (median value). Two main sectors dominate, hi-tech and information technology companies
(33%) and banking/finance (19%).
TRENDS
• 76% of the Irish respondents currently communicate their employee compensation and benefits programmes. This shows a slight decline on the
2015 survey, when 95% did the same.
• Their main objective in communicating compensation and benefits is to increase employee education. This, along with talent retention and
engagement was also a key goal in the previous survey.
• Email, face-to-face presentations and internal notices are the three preferred communication channels.
• In future, Irish employers anticipate using Total Reward Statements and benefits fairs.
• 43% of the organisations surveyed have a dedicated budget for benefits communications; this is consistent with the previous survey’s findings.
• The 2015 survey shows an increase in communication frequency, with 47% communicating several times a year, compared to 37% in the pre-
vious survey.
• 60% of respondents believe that their employees have a high level of understanding of their benefits and compensation communications.
• 87% manage benefits communications in-house.
Ireland
SUCCESS FACTOR
Irish organisations satisfied with the impact of their benefits communications share the following practices:
• They communicate frequently; several times a year for 55% of them.
• Their main goal in doing so is to retain talent.
• Their preferred communications channels are online benefits portals, Total Reward Statements and face-to-face presentations.
@ A GLANCE
In Ireland, there is significant pressure on the public
healthcaresystemduetoareductioningovernment
spending against a backdrop of high medical
inflation, significant wage challenges and a
growing and ageing population. Rising medical
costs are ultimately being forced onto consumers;
this has made cost containment a major challenge
for multinational corporates in Ireland as medical
insurance is considered a key element of the benefit
structure for these companies.
Retirement has also been impacted by government
policy changes, with the onus being shifted to the
public to fund their retirement. Over the next 13
years the state pension age is being pushed out to
age 68, from 65, meaning that employees and
employers must re-evaluate their current retirement
strategies to bridge this gap.
Ultimately, government policy changes relating to
retirement and healthcare mean that employees
and the general public no longer have the safety
net of a welfare state to the degree that they once
had. To remain progressive and competitive,
employers must recognise these changes and how
they impact their current benefits strategy.

Ireland
within Emea
One of the only countries with a ma-
jority of companies stating that they
communicate firstly to increase educa-
tion. In Ireland, Benefits fairs are more
popular than in the other EMEA coun-
tries.
Main goal
Increase education
PANELS
TRENDS
SUCCESS FACTOR
Number of employees
(median value)
76 % YES
5 % Planned
19 % NO
Face-to-face
presentations
Internal notices
Emails
of the surveyed Irish companies
have a budget devoted to com-
munication
43%
60%
Actually
Frequency of their communication: Several time a year (55%)
Main goal: Retain talent
Channels: Online benefits portal, Total Reward Statements and face-to-face presentations
1200 2 main sectors: Hi Tech / Information Technology (33%) and Banking/Finance (19%)
Goals: Engagement and talent retention
are still key issues to deal with
Key facts / Ireland
In the future
87%
Internally
Total Reward
Statements
Benefit fairs

@ A GLANCE
In Italy, benefits granted by the public scheme
INAIL (the National Insurance Institute for
Accidents) are often inadequate and cover only
occupational accidents. In order to supplement the
INAIL services, specific insurance scheme have
been introduced and a lot of employers have used
this approach to implement additional healthcare
funds, as well as establishing collective bargaining
agreements.
Retirement has also been impacted by public
budget cuts; employers continue to set up and
promote supplementary individual pension plans
(COVIP). Contributions must be paid by the
employer and/or retained to the employee in
compliance with the provisions established by a
contract, an agreement, or by corporate
regulations.
In Italy, also, flexible benefits programmes are also
prevalent. The company determines the available
budget for a range of flexible benefits and the
employee decides how to use their benefits budget
by choosing from the benefits available, which
may be pre-defined by the company.
ITALY WITHIN EMEA
Respondents from France tend to provide regular benefits communications.
Among the countries surveyed, Italian employers make the least use of printed communications, preferring online channels. Italy was the only
country where respondents cited improving stakeholder relationships as the most important objective of their benefit communications.
The average Italian respondent had 657 employees (median value). A wide range of industries was represented, with large percentages of phar-
maceutical (22%) and banking/finance (17%) respondents.
TRENDS
• 56% of those surveyed currently communicate employee compensation and benefits, with a further 17% planning to do so.
• The primary objective of the majority is to improve their relationship with stakeholders.
• Personal communications are a feature, with the preferred channels cited as internal notices, face-to-face presentations and manager cascades.
• They expect to see a shift in communication channels in future, with Total Reward Statements, employee handbooks and online benefits portals
identified as future communication channels.
• Only a third (33%) of respondents has a dedicated budget for compensation and benefits communications.
• In spite of this, 60% of those surveyed believe that their employees have a high or very high level of understanding when it comes to their com-
pensation and benefits communications.
• 90% of respondents manage their compensation and benefits communications in-house.
Italy
SUCCESS FACTOR
Italian organisations satisfied with the impact of their benefits communications have the following in common:
• They communicate frequently: 39% communicate several times a year and 86% annually
• Their main goal is to improve their relationship with stakeholders.
• They make regular use of multi-media channels, such as email and online channels, as well as face-to-face presentations.

Italy
within Emea
One of the countries which uses the
less regularly printed materials. Italian
surveyed countries are the only ones
for which improving relationship with
stakeholders is largely the main goal.
Main goal
Improve relationship with
stakeholders
PANELS
TRENDS
Number of employees
(median value)
Do you communicate ? Budget:
56 % YES
17 % Planned
27% NO
Face-to-face
presentations
Total Rewards
Statements
Internal
notices
Employee
handbooks
Online benefits
portals
Manager
cascades
67%
60%
657 Wide range of industries, including mainly Pharmaceutical (22%) and Banking/Finance (17%)

Key facts / Italy
SUCCESS FACTOR
Frequency of their communication: Once a year for 86% of them and several times a year for 39% of them
Budget: Improve relationship with stakeholders
Channels: Regular use of multimedia and face-to-face presentations
Provider(s)
90%
Internally
Actually In the future

LATVIA WITHIN EMEA
Latvia, with one of the highest likelihoods to communicate benefits in the survey, shows a higher percentage of organisations communicating
than EMEA as a whole. They also demonstrate a higher level of satisfaction with the impact of their benefits communications than employers in
the EMEA region overall.
The Latvian organisations surveyed had 260 employees (median value). Two main sectors are represented: Banking/finance and retail, both with
16% of the responses.
TRENDS
• 92% of the organisations surveyed currently communicate their employee benefits packages, with the remaining 8% planning to do so, giving
Latvia one of the highest propensities to communicate in the survey.
• Their main goal in doing so is to retain talent.
• Email, manager cascades and face-to-face presentations are the preferred communication channels, with no changes to this anticipated in the
near future.
• Only 23% of employers have a dedicated budget for employee compensation and benefits communications.
• In spite of this, 77% of those surveyed believe that their employees have a high level of understanding of their communication programmes.
• 87% of Latvian organisations manage the communication of benefits in-house.
Latvia
SUCCESS FACTOR
Latvian organisations satisfied with the impact of their benefits communications have the following in common:
• They communicate regularly, with 59% stating that they communicate benefits and compensation several times a year.
• Their main communications goal is to retain talent.
• Manager cascades are the preferred communications channel for 65%.
• 65% believe that increasing the frequency of benefits communications will be the key to future success.
@ A GLANCE
Healthcare funding in Latvia is planned to
increase in 2015, with the aim of increasing
access to health services and decreasing
ambulatory health care. As central funding of
healthcare is widely seen to be insufficient for
individual needs, there is an expectation that
individuals contribute towards the cost of their
own healthcare.
Voluntary health insurance is the most widely
employer-paid health benefit in Latvia; this
can cover a wide range of health services,
from paid outpatient services to health
promotion activities, such as wellness and
exercise programmes.
Increasing annual healthcare costs and the
resultant cost increases in voluntary health
insurance push up the employer liability for
healthcare provision. As employer tax
incentives for benefit provision remain static,
the cost burden on the employer is increasing
year-on-year.
Employers looking to increase employee
engagement and loyalty via benefit provision
are exploring life insurance with high insured
sums and long-term savings products; these
are currently key areas of interest to the Latvian
market.

Latvia
within Emea
Higher percentage of companies that
communicate their package. Higher
satisfaction rate regarding the impact
of their communication than globally
within EMEA.
Main goal
Retain talent
PANELS
TRENDS
Number of employees
(median value)
92 % YES
8 % Planned
Provider(s)
Face-to-face
presentations
Emails
Manager
cascades
77%
77%
Actually
260 2 main sectors: Banking/Finance (16%) and Retail (16%)
Key facts / Latvia
In the future
SUCCESS FACTOR
Main goal: Retain talent
Channels: 65% of them are fond of manager cascades
Strategy to be more impactful: Increase the frequency of Compensation and Benefits communication (for 65% of them)
87%
Internally
No important
changes planned

LITHUANIA WITHIN EMEA
Lithuanian employers are among those most satisfied with their employees’ understanding of their benefits communications. This might be due to
their willingness to communicate compensation and benefits compared to the rest of EMEA; the Lithuanian respondents have one of the highest
propensities to do this.
The Lithuanian organisations surveyed had 210 employees (median value).The survey respondents represent two main sectors, banking and
finance (15% of respondents) and hi-tech/information technology companies (13%).
TRENDS
• 85% of the respondents to the Lithuanian survey currently communicate their employee compensation and benefits, with a further 7% planning
to do so.
• The main objective of these communications is to improve employee engagement.
• Internal notices, email and manager cascades are the preferred channels among the Lithuanian respondents; in future they are keen to introduce
a wide range of communication channels.
• Only 27% of those surveyed have a dedicated budget for compensation and benefits communications.
• 73% believe that their employees’ understanding of their compensation and benefits communications is high.
• 100% of respondents manage their benefits communications in-house.
Lithuania
SUCCESS FACTOR
Lithuanian organisations satisfied with the impact of their benefits communications have the following in common:
• They communicate frequently: 45% more than once a year and 55% annually.
• The main objective of their benefits communications is to increase employee engagement.
• A wide range of communications channels is used such as internal notices, manager cascades or face-to-face presentations.
• 45% believe that the way to make their benefits communications more impactful is to develop more personalised communications materials.
@ A GLANCE
In Lithuania, the state health service provides
effective but basic healthcare to all, and while
private healthcare is not a major feature of the
Lithuanian system, it is growing.
Healthcare provided by employers has been shown
to have a direct correlation to employee health;
employers report that it has a major influence on
work efficiency and general wellbeing. Critical
illness coverage is gaining prevalence within
healthcare programmes, as are life risk solutions
with 1-2 year salary payout options, often chosen
over ADD plans. Healthcare is the biggest area of
difference in terms of benefit provision across the
Baltic region.
The Lithuanian employee benefits market is in the
early stages of development. The workforce is
increasingly recognising the need to save for
retirement, and the translation of this need into
company-sponsored plans is starting to take effect.
Pension/retirement market practice shows that
company-sponsored provision is still not very
common, but is increasingly being viewed as a
consideration by both local and international
companies.

Lithuania
within Emea
One of the highest satisfaction rate of
companies defining the level of un-
derstanding of their employees. One
of the highest percentage of surveyed
companies that communicate.
Main goal
Develop engagement
PANELS
TRENDS
Number of employees
(median value)
85 % YES
7 % Planned
8 % NO
Internal
notices
Emails All kinds of
supports
Manager
cascades
73%
73%
Actually
210 2 main sectors: Banking/Finance (15%) and Hi Tech / Information Technology (13%)
Key facts / Lithuania
In the future
SUCCESS FACTOR
Frequency of their communication: Once a year for 55% of them and several times a year for the remaining 45%.
Channels: All kinds of supports are used
Strategy to be more impactful: Develop personalised materials (for 45% of them)
87%
Internally
Provider(s)

@ A GLANCE
Due to privatization of social security the financial
responsibility related to illness and long-term
disability has been moved towards employers.
Today employers face a financial risk for illness and
long-term disability of 12 years. Untill 2014 this risk
was primarily related to regular employees. Due to
the latest developments around the Sickness
Benefits Act this risk will also be applicable for
temporary workers. This becomes even more
important by overall trends like increasing the
pension age, the ageing population and increasing
health risks and related healthcare costs.
An employer is obliged to pay 170% of the salary of
an employee during the first 2 years of illness. Since
January 1st, 2014 this is also applicable for
temporary employees who leave while being ill.
Within the Sickness Benefits Act employers have the
choice to become own risk bearer for short-term
disability for temporary workers.
Employees who are still disabled after two years of
illness are transferred to the Work and Income
according to Labour Capacity Act. The purpose of
this Act is further activation of disabled employees
during the next 10 years.
The healthcare system is based on a combination
of private and public insurances. There is a
mandatory basic insurance and employees can
take out voluntary additional insurances. Persons
under age of 18 are automatically insured.
The National Insurance System provides a flat-rate
old age pension and survivors’ benefits.
On January 1st, 2013 the AOW pension age was
increased by 1 month, to 65 years and 1 month. In
the coming years, the pension age will be gradually
increased to 66 in 2019 and 67 in 2023.
All employers offer retirement benefits. About
75% offer Defined Benefit (DB) plans and the
remainder offer Defined Contribution (DC) or
hybrid plans with the trend towards DC plans.
Huge changes has been made within Pension
legislation as per January 1st , 2015. Employees
with a fulltime annual salary above 100K are not
able to participate into the pension scheme and
have to be compensated.
NETHERLANDS WITHIN EMEA
Respondents in the Netherlands exhibit a higher frequency to communicate their benefits communications than the rest of the EMEA region.
Surveyed organisations in the Netherlands had 1690 employees (median value). A wide range of industries are included.
TRENDS
• 81% currently communicate their employee compensation and benefits packages.
• 3% are planning to introduce some form of benefits communication.
• Their main goal in communicating compensation and benefits is to respond to legal requirements, although dealing with absenteeism in an
increasing concern.
• Their top three channels for doing so are employee handbooks, face to face presentations and manager cascades.
• There is appetite to change this in future, with many employers interested in introducing Total Reward Statements (multimedia), online benefits
portals and social media.
• 76% of companies have no budget dedicated to Compensation and Benefits Communication.
• 64% of surveyed companies are moderately satisfied with the impact of the Compensation Benefits policy communication of their company.
• Frequency of communications is quite high: 58% communicate several times a year about compensation and benefits.
• 100% of organisations manage benefits communications in-house.
Netherlands

Netherlands
within Emea
Higher percentage of companies
which communicate their Compensa-
tion Benefits package to employees
than globally within EMEA. Higher fre-
quency of communication.
Main goal
PANELS
TRENDS
Number of employees
(median value)
81 % YES
3 % Planned
16 % NO
Provider(s)
Face-to-face
presentations
Online self-service
portal
Employee
handbooks
Total Reward
Statements
Manager
cascades
Social Media
76%
communication of their company is medium.
64%
Actually
Key facts / Netherlands
In the future
100%
Internally

NORWAY WITHIN EMEA
The Norwegian survey respondents are more likely to have a dedicated budget for benefits and compensation communications than the EMEA
region as a whole (60% in Norway against 44% across EMEA). They also demonstrate a higher use of multimedia communications channels than
is seen across EMEA generally.
The Norwegian organisations surveyed had 240 employees (median value) and represent a wide range of industries.
TRENDS
• 84% of Norwegian organisations currently communicate their compensation and benefits packages to employees, with a further 13% planning
to do so. This shows a slight increase on the 2014 survey, when 81% stated that they communicated compensation and benefits.
• The main objectives for their communications are to respond to legal requirements and to retain talent; these are the same as in the previous
survey.
• Frequency of communication also remains the same with the majority of organisations communicating several times a year.
• Employee handbooks, internal notices and email are the preferred communication channels, although employers have a stated desire to increase
their use of multimedia in future for benefits communications.
• 60% of respondents have a dedicated budget for benefits and compensation communications. For 40% this budget is between €1,000 and
€10,000. The number of organisations with a dedicated budget for benefits communications has seen an increase on the previous survey.
• Just over half of employers (52%) believe that their employees have a high level of understanding of their employee benefits communications.
• 98% of those surveyed manage the benefits communications process in-house.
Norway
SUCCESS FACTOR
Norwegian organisations satisfied with the impact of their benefits communications share the following practices:
• They communicate frequently, with 55% issuing benefits communications several times a year.
• Their main goal in doing so is to respond to legal requirements.
• They believe that segmenting their audience and delivering more targeted communications will be the key to success in future.
@ A GLANCE
In Norway, the social security system provides a
minimum level of cover for health, welfare and
retirement to all citizens. In 2011, Parliament
decided to introduce a new and revised National
Pension Scheme in Norway. The main changes
were the introduction of a flexible retirement age,
the promise that ‘every income year counts’, lower
pension adjustment and the introduction of a ‘life
expectancy adjustment’, meaning new generations
will have to work longer to earn the same pension
compared with the previous system (or if not, will
receive a lower annual pension).
2015 is likely to see changes to the rules regarding
disability pension. When, and if, this new disability
pension is approved, it will require changes in the
regulations for employer-paid disability pensions.

Norway
within Emea
Higher rate of companies with bud-
gets devoted to Compensation and
Benefits Communication than glo-
bally in EMEA (60% vs 44%). Higher
percentage of companies using regu-
larly multimedia channels.
Main goals
and retain talent
PANELS
TRENDS
Number of employees
(median value)
84 % YES
13 % Planned
3 % NO
Employee
handbooks
Emails
Multimedia channels,
especially online
benefits portals
Internal
notices
between 1 and 10K€
40%
52%
Actually
Key facts / Norway
In the future
98%
Internally
SUCCESS FACTOR
Channels: Regular use of multimedia channels for 60% of them
Strategy to be more impactful: Segment their audience and provide targeted information
Percentage of companies that communicate: Frequency: Budgets: Goals: no important changes

POLAND WITHIN EMEA
Poland mirrors the EMEA region as a whole in terms of the proportion of employers communicating their benefits packages. However, when it
comes to the frequency of communications, the Polish respondents exhibit a higher frequency of benefit communications than EMEA as a whole.
67% communicate several times a year, compared to 42% within EMEA.
The average Polish respondent had 1447 employees (median value), making the firms responding in Poland among the largest in the survey. The
respondents represent two main sectors, food, beverage and tobacco companies (31%) and building materials companies (19%).
TRENDS
• 75% of Polish organisations currently communicate their employee compensation and benefits packages.
• Increasing employee education is their main goal when communicating benefits.
• Their three preferred communication channels are internal notices, emails and posters.
• In future, the Polish respondents are keen to start using Total Reward Statements and online portals.
• When it comes to budget for compensation and benefits communications, Polish firms are very polarised, having either no or very low budgets,
or very high/unlimited ones.
• 67% of companies surveyed believe that their employees have a high level of understanding of their compensation and benefits package.
• 100% of the respondents manage benefits communications in-house.
Poland
SUCCESS FACTOR
Polish organisations satisfied with the impact of their benefits communications share the following practices:
• They communicate frequently, with 75% communicating several times a year, with increasing employee education the goal for the majority.
• They regularly use multimedia channels to communicate compensation and benefits.
• 75% see making use of new communication channels as the key to making their communications more impactful.
@ A GLANCE
In Poland, a state organisation Social Insurance
Institution (ZUS) is responsible for social insurance,
collecting employer and employee contributions
and paying out benefits. Although governmental
benefits are guaranteed, they are limited in many
areas – creating an appetite for voluntary additional
benefits.
Due to the limited governmental benefits and poor
access to medical services, most employers offer
additional voluntary life and health insurances.
Group healthcare is offered to supplement national
healthcare, ensuring easier access to better quality
health provision. 85% of employers cover all
employees with a base package, while others limit
cover to managers. 44% of employers extend the
benefit to dependents.
Group life insurance is one of the three most
popular types of personal insurance arranged for
employees by their companies; some policies also
include disability and accident cover.
Since the extension of the retirement age and
changes to the pension system (at 1 August 2014),
more and more employers are interested in offering
their employees retirement benefits. About 12% to
15% of employers offer additional voluntary
Defined Contribution (DC) plans to their
employees.
A well-designed benefits package offers significant
advantages in keeping employees engaged and
productive.

Poland
within Emea
Approximately the same percentage of
companies communicating their pac-
kage as globally throughout EMEA.
Higher frequency of communication
(67% several times a year in Poland vs
42% within EMEA)
Main goal
Increase education
PANELS
TRENDS
Number of employees
(median value)
75 % YES
6 % Planned
19 % NO
Provider(s)
Posters Total Reward
Statements
Internal
notices
Online benefits
portals
Emails
Not significant
ns
67%
Actually
1447 2 main sectors: Food/Beverage/Tobacco (31%) and Building Materials (19%)
Key facts / Poland
In the future
100%
Internally
SUCCESS FACTOR
Frequency of their communication: 75% of them communicate several times a year
Main goal: Increase education
Channels: Regular use of multimedia supports
Strategy to be more impactful: Develop new channels (for 75% of them)

PORTUGAL WITHIN EMEA
The Portuguese survey respondents demonstrate one of the highest propensities to develop new channels for benefits communications. They
have more confidence than the rest of EMEA that their employees have a high level of understanding of their benefits communications.
The average Portuguese respondent had 215 employees (median value). Two main sectors were represented, hi-tech/information technology and
pharmaceutical, both representing 14% of the respondents.
TRENDS
• 59% of Portuguese employers currently communicate compensation and benefits packages to their employees, with a further 14% planning to
start. This is an increase on the previous survey, when 56% stated that they communicated benefits information.
• Their main goals in doing so are to be transparent and socially responsible, and to retain talent. These have seen no significant change since
the 2014 survey.
• Their three preferred communication channels are emails, face-to-face presentations and manager cascades.
• In future, Portuguese respondents plan to continue using email, as well as making use of online benefits portals and employee handbooks.
• 77% have no dedicated budget for benefits and compensation communications, although this number has fallen from the 2014 survey when
87% had no budget for this.
• 62% of those surveyed believe that their employees have a high level of understanding of their compensation and benefits.
Portugal
SUCCESS FACTOR
Portuguese organisations satisfied with the impact of their benefits communications have the following in common:
• They communicate frequently (and increasingly frequently): once a year for 59% and more often for the remainder. The percentage com-
municating more than once a year has increased from 29% to 42% since the 2014 survey.
• Their main goal is to develop engagement.
• They use a wide range of communication channels, and are open to using new channels in future.
@ A GLANCE
Portugal is facing a dramatic change on the
welfare protection, mainly with regard to pensions
and health state benefits. In recent years, the
government has started to cut expenses in order to
reduce the growing deficit (for example, public
expenditure on health has been steadily reduced
at a rate of 8% a year during the past three years).
Companies responded by introducing new
arrangements in this area. These have mostly
focused on the implementation of new pension
plans, as well as the review of existing health and
welfare plans.
In addition to the cuts in expenses, the government
has also increased taxation on individuals, by
broadly increasing the taxation base and tax rates.
This has proven to be a substantial challenge for
companies as they strive to guarantee the
effectiveness of their reward strategies.
As a consequence, flexible benefits, or variable pay
flex, has been increasing in popularity. As a result
of, and in tandem with, this, companies are
increasingly focused on benefit communication
programmes and are introducing total rewards
structures to enhance employee recognition and
increase engagement.

Portugal
within Emea
One of the countries the most willing
to develop new channels. Higher ra-
ting of the employee understanding
of the communication than globally
throughout EMEA.
Main goals
Be transparent and socially
responsible and retain talent
PANELS
TRENDS
Number of employees
(median value)
59 % YES
14 % Planned
27 % NO
Face-to-face
presentation
Employee
handbooks
Emails Emails
Manager
cascades
Online benefits
portals
have no dedicated budget
77%
62%
Actually
215 2 main sectors: Hi Tech / Information Technology (14%) and Pharmaceutical (14%)
Key facts / Portugal
In the future
92%
Internally
SUCCESS FACTOR
Frequency of their communication: Once a year for 59% of them and several times a year for the others
Channels: all kinds of supports are regularly used and companies are willing to develop new ones
Percentage of companies that communicate: Frequency: Budgets: Goals: no important changes

ROMANIA WITHIN EMEA
Romania demonstrates one of the highest preferences for face-to-face communications within the EMEA region. They also have one of the highest
levels of employee benefits communications overall.
The Romanian organisations surveyed had 550 employees (median value). Two main sectors are represented among the survey respondents:
food, beverage and tobacco and hi-tech/information technology firms (both with 20% of the responses).
TRENDS
• 90% of Romanian organisations currently communicate their employee compensation and benefits packages, with a further 5% planning to do
so.
• The main objective of their benefits communications is to increase employee engagement.
• Email, face-to-face presentations and employee handbooks are the preferred communication channels for the majority
• Most are planning to continue face-to-face channels in future, and also hope to develop multimedia communications.
• 40% of those surveyed have a dedicated budget for benefits communications of between €1000 and €10,000.
• 81% of employers believe that their employees’ understanding of their benefits and compensation communications is high.
• 100% of the Romanian organisations surveyed manage their employee benefits communications in-house.
Romania
SUCCESS FACTOR
Romanian organisations satisfied with the impact of their benefits communications share the following practices:
• They communicate regularly, with 54% communicating benefits several times a year.
• Their main goal in doing so is to increase employee engagement.
• They make use of multimedia communications channels, as well as face-to-face ones.
• 77% believe that developing a wider range of communications channels will enable them to be more impactful in their benefits communications.
@ A GLANCE
In Romania, the social security system provides a
basic income for retirement as a result of age, as
well as early retirement, disability and survivors’
pensions. The scheme is funded by contributions
from both employees and employers.
The social security system is currently facing huge
pressure as a result of the country’s ageing
population and the economic migration of the
younger generation.
In addition to the public scheme, there is also a
regulated private facultative pension scheme that
allows employee to supplement their pension
income through their own contributions.

Romania
within Emea
One of the countries in which face-
to-face communications are the most
regulary favoured. One of the highest
that communicate.
Main goal
Develop engagement
PANELS
TRENDS
Number of employees
(median value)
90 % YES
5 % Planned
5 % NO
Provider(s)
Face-to-face
presentation
Multimedia
supports
Emails Face-to-face
communications
Employee
handbooks
dedicated to Compensation
and Benefits Communication
between 1 and 10K€
40%
81%
Actually
550 2 main sectors: Food/Beverage/Tobacco (20%) and Hi Tech / Information Technology (20%)
Key facts / Romania
In the future
100%
Internally
SUCCESS FACTOR
Channels: Regular use of multimedia channels as well as face-to-face communications

RUSSIA WITHIN EMEA
Russia is one of the few countries surveyed where being transparent and socially responsible is a priority when communicating benefits. The Rus-
sian employers surveyed show one of the highest levels of communication regarding employee benefits, far higher than in the EMEA region as a
whole.
The Russian organisations surveyed had 440 employees (median value). They represent a wide range of industries, with the food, beverage and
tobacco sector, as well as retail and business services, particularly well represented.
TRENDS
• 94% of those surveyed currently communicate regarding their employee compensation and benefits packages, with the remaining 6% planning
to do so.
• The main objectives of employers’ benefits communications are to be transparent and socially responsible.
• Email, face-to-face presentations and employee handbooks are the top three preferred communication channels.
• In future, respondents anticipate that they will continue using email, with online benefits portals also predicted to feature.
• 44% of organisations have a dedicated budget of between €1000 and €10,000 for benefits and compensation communications.
• 63% believe that their employees have a high level of understanding of their employee benefits communications.
• 100% of the Russian survey respondents manage their benefits communications in-house.
Russia
SUCCESS FACTOR
Russian organisations satisfied with the impact of their benefits communications have the following in common:
• They communicate frequently, with 60% doing so at least once a year.
• Over half make regular use of printed communication channels.
• 60% believe that developing new benefits communication channels will be key to the impact of their communications in future.
@ A GLANCE
For the second year running, Russia has blocked
contributions into pension investment funds in
order to finance current pension payments. While
the move appears to have been made to cover a
hole created by the demographic situation in the
country, the decision will be costly for Russia’s
investment market.
In order to cover the deficit, the annual taxable
base for pension fund contributions is increased
from 01/01/ 2015 till 711 000 RUR (the rates,
fortunately, are still the same - 22% up to 711 000
RUR and 10% from the salaries above 711 000
RUR)
In addition, from 01/01/2015 the taxable base was
disregarded for contributions to State Health
Insurance Fund. Till 2014 the Employer should pay
contributions to this fund from the ceiling which
was 624 000 per year. From 01/01/2015 – the
Employer should pay 5.1% from the whole amount
of Employees’ salaries. It means that the Social
taxes burden is increased for all Employers.
The ceiling (or taxable base) for Social Security
Fund is increased as well and it is now 670 000
RUR. Fortunately, nothing should be paid above
670 000 RUR in case the salary is higher.

Russia
within Emea
One of the only countries in which
being transparent and socially res-
ponsible is a priority when commu-
nicating their package. One of the
highest percentage of surveyed com-
panies that communicate.
Main goals
Be transparent and socially
responsible
PANELS
TRENDS
Number of employees
(median value)
94 % YES
6 % Planned
Provider(s)
Face-to-face
presentations
Online benefits
portals
Emails Emails
Employee
handbooks
of companies have a budget de-
dicated to Compensation and
Benefits Communication from 1
to 100K€
44%
63%
Actually
440 2 main sectors: Food/Beverage/Tobacco as well as Retail or Business Services
Key facts / Russia
In the future
100%
Internally
SUCCESS FACTOR
Frequency of their communication: Once a year for 60% of them
Channels: Regular use of printed materials for half of them

SLOVAKIA WITHIN EMEA
Compared to the EMEA region as a whole, Slovakian employers communicate more frequently about employee compensation and benefits. They
have the highest ranking of all countries surveyed in terms of rating their employee understanding of benefits communications.
The average Slovakian respondent had 175 employees (median value), giving the respondents to the Slovakian survey one of the smallest average
size. The survey represents a wide range of industries.
TRENDS
• 85% of organisations surveyed communicate employee compensation and benefits, with a further 12% planning to do so. This is an increase on
the previous survey, when 79% stated that they communicated this.
• Their main goal is to increase employee engagement; this, along with talent retention, was also a goal in 2014.
• Internal notices, manager cascades and face-to-face presentations are their three preferred channels; there are no plans to change these in the
immediate future.
• 67% of those surveyed have no dedicated budget for compensation and benefits communications. Budgets for benefits communications are
smaller than in the 2014 survey.
• 91% of companies surveyed believe that their employees have a high level of understanding of their compensation and benefits communica-
tions.
• Companies are communicating more frequently about benefits than was seen in the last survey: 71% communicate several times a year, com-
pared to 55% in 2014.
Slovakia
SUCCESS FACTOR
Slovakian employers satisfied with the impact of their benefits communications share the following practices:
• They communicate frequently, 73% several times a year.
• Their main goals are to increase engagement, as well as being transparent and socially responsible.
• 63% favour regular face-to-face communications.
@ A GLANCE
The only legislation change of 2014 affected
supplementary pension plans. From January 1,
2014 a new law made this benefit even more
attractive for employees due to the tax treatment of
the benefit. If both employer and employee
contribute to the employee’s pension plan account,
both the employer and employee contributions
have a tax benefit. The employer also saves by not
paying a contribution to the state social institution.
If the benefit is voluntary for employees, the
employer’s benefit is increased. When the employer
concludes their contract with the pension provider,
the employee is given the option to voluntarily
conclude their own pension plan contract and
receive a contribution from the employer. This
change has increased both employee interest in
and satisfaction with pension benefits.
The main benefits provided in Slovakia remain:
meal vouchers, mobile phones, private usage of
company cars, contribution to sports or culture
activities and increased holiday. Meal vouchers are
the most frequently provided benefit; however, as it
is obligatory for employers to contribute to meal
vouchers or arrange a corporate dining, this
cannot truly be counted as a benefit. Employers
pay this benefit from a social fund, which is
obligatory to have. This fund is created from min.
0.6% (a higher percentage can be payable if there
agreed between employees/labour unions and
employer) of the gross salary of the employee; the
employer is able to spend it on a variety of benefits
(health, pension, insurance etc).
There is still low awareness of some of the more
sophisticated options for employee benefit
programmes.

Slovakia
within Emea
Higher number of companies with
communication plans and at a higher
frequency than globally in the EMEA
region. Highest rating regarding em-
ployee understanding of the commu-
nication throughout EMEA.
Main goal
Develop engagement
PANELS
TRENDS
Number of employees
(median value)
85 % YES
12 % Planned
3 % NO
Face-to-face
presentation
Internal
notices
Manager
cascades
have no dedicated budget
67%
91%
Actually
Key facts / Slovakia
In the future
97%
Internally
SUCCESS FACTOR
Main goal: Develop engagement and be transparent and socially responsible
Channels: Regular face-to-face communications for 63% of them
Goals: Engagement remains a priority as last year,
as well as talent retention
No important
changes planned

The South African organisations surveyed had 348 employees (median value) and represent a wide range of industries.
TRENDS
• 78% of South African organisations surveyed currently communicate their employee compensation and benefits packages; there are no imme-
diate plans among the remaining 22% to do so. This shows a slight decrease on the 2014 survey, when 82% stated that they communicated
benefits.
• 29% of organisations communicate several times a year; this also shows a decrease on the previous year, when 50% said the same thing.
• The main goals of their benefits communications are to respond to legal requirements and to manage costs and flexibility. Meeting legal requi-
rements has increased in importance since the 2014 survey.
• Their three preferred communications channels are email, face-to-face presentations and employee handbooks.
• In future, they anticipate continuing to use employee handbooks, and supplementing these with email communications and online benefits
portals.
• 33% have a dedicated budget for employee benefits communications, although these budgets are smaller than in the previous survey.
• 43% of those surveyed believe that their employees have a high level of understanding of their employee benefits communications.
• 71% of South African organisations manage benefits and compensation communications in-house.
South Africa
SUCCESS FACTOR
South African organisations satisfied with the impact of their benefits communications share the following practices:
• Their main goal in communicating is to respond to legal requirements.
• There is no set pattern for communications frequency among South African organisations who are satisfied with their benefits communi-
cations impact: this seems to be very much individual to each company.
• Their preferred communication channels are employee handbooks and face-to-face presentations.
@ A GLANCE
In South Africa, the state provides a means-tested
old age pension which provides for a low and fixed
pension at retirement. The state also operates
social insurance funds which include an
unemployment insurance fund, a workmen’s
compensation fund and a road accident fund. The
first two are funded by employers and employees;
the road accident fund is funded by road users.
The state provides tax incentives to companies and
individuals for contributions towards non-
mandatory retirement fund and medical schemes.
Low levels of retirement savings are an area of
concern. There are pending regulatory changes to
retirement funds which, among other things, aim
to incentivise increased retirement saving and
enforce the annuitisation of retirement savings.
Given the high unemployment and high cost of
private healthcare, the majority of the population
is dependent on the public healthcare system. The
state is also looking at introducing a national
health insurance scheme to address the existing
inequalities in access to healthcare.
In order to manage costs, some companies are
moving towards a ‘total cost to company’
remuneration approach, where the risk of
providing for benefits is passed on to the employees.
This trend increases the need for communication
and education around benefits to enable
employees to make informed decisions.
SOUTH AFRICA WITHIN EMEA
South Africa demonstrates a higher propensity to communicate employee benefits than in many other countries.
Among the countries surveyed, employers from South Africa make one of the most use of printed communications, but they also use multimedia
and face-to-face communications.

South Africa
within Emea
One of the countries using the most
regularly printed materials. One of the
highest percentage (29%) of compa-
nies using an external provider
Main goals
and manage costs and flexibility
PANELS
TRENDS
Number of employees
(median value)
78 % YES
0 % Planned
22 % NO
Face-to-face
presentations
Employee
handbooks
Emails Emails
Employee
handbooks
Online benefits
portals
have a dedicated budget
33%
43%
Actually
Key facts / South Africa
In the future
71%
Internally
SUCCESS FACTOR
Frequency of their communication: Fluctuating depending on each company
Channels: Employee handbooks and face-to-face presentations
Goals: Responding to legal requirement is beco-
ming more important in this edition of the survey.

SPAIN WITHIN EMEA
The Spanish respondents exhibit a higher tendency to use multimedia for their benefits communications than the rest of the EMEA region. Unlike
many other countries, engagement and talent retention are not cited by the Spanish as key motivators for employee benefits communications.
The Spanish organisations surveyed had 600 employees (median value). A wide range of industries are included, with the automotive, hi-tech and
communications particularly well represented.
TRENDS
• 68% currently communicate their employee compensation and benefits packages. In a reversal of most of the trends in this survey, this is a
decrease on the previous year, when 88% said the same.
• 23% are planning to introduce some form of benefits communication.
• Their main goal in communicating compensation and benefits is to respond to legal requirements, although improving relationships with
stakeholders in an increasing concern.
• Their top three channels for doing so are internal notices, emails and handbooks.
• There is appetite to change this in future, with 52% of employers interested in introducing Total Reward Statements and online benefits portals.
• 30% of organisations surveyed have a dedicated benefits communications budget of between €1000 and €50,000. This shows an increase from
the previous survey: 19% stated in 2014 that they had a budget for this.
• 60% of respondents believe that their employees have a high level of understanding of their benefits communications.
• Frequency of communications is increasing: 57% communicate several times a year about compensation and benefits, compared to 26% in the
2014 survey.
• 90% of organisations manage benefits communications in-house.
Spain
SUCCESS FACTOR
Spanish organisations satisfied with the impact of their benefits communications have the following in common:
• They communicate frequently, with 67% of those satisfied with the communications impact issuing benefits communications several
times a year.
• Their main goal is to manage costs and flexibility.
• Almost all make regular use of multimedia and have an appetite for developing new communications channels.
@ A GLANCE
In Spain, health insurance remains the most
valued employee benefit, substantial market
penetration that is increasing year by year. This
remains the case even following the recent
changes in social security (implemented in January
2014) which increased the cost of corporate
benefits to cover contributions to social security.
In addition, providing health insurance through
employee payroll also delivers a tax advantage to
the employer, if it is provided through salary
sacrifice. through salary sacrifice.
Companies are also tending to expand coverage
on health programmes and incorporate wellness
programmes, currently classed as additional
services incurring an extra cost to employees.
In terms of pensions, recent reform taking effect in
January 2015 has capped the total possible
contributions to qualified pension plans. This is
predicted to alter savings behaviours, with group
policies (saving insurance), where no contribution
limits are established, expected to grow in
importance.
Related to this change, it is anticipated that the
Spanish pension public systems, as well as private
companies, will start communicating to all scheme
members their expected retirement pension at the
age of 65.

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