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- Intelligent Reward Strategy
- Employee benefits software
- Auto Enrolment
- Auto Enrolment Staging Date and Cost Calculator
- Employee benefits engagement
- Flexible benefits
- Benefit selection
- Employee benefit harmonisation
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- Benefit broking
- Salary sacrifice
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As a recently merged and fast-growing business, bwin.party recognised the need to build a universal global reward infrastructure that would enable rapid staff integration following prior and future acquisitions, encourage organisational agility and global mobility, and deliver a universal reward scheme across seven countries with different languages, employment law, tax and culture. bwin.party chose to work with Thomsons Online Benefits and use their Darwin™ software to create one platform that delivered their pay, benefits, share and recognition schemes.
Bauer Media (Bauer) is a division of the Bauer Media Group, Europe's largest privately owned publishing Group. When it came to their reward strategy, Bauer was eager to improve engagement and increase employees' understanding of the reward package in order to enhance its perceived value. Furthermore, Bauer wanted to reduce their existing reward spend and decrease the administrative burden of running their reward programme, which was being run by three different providers.
Having been named as one of 'The Sunday Times Best 100 Companies to Work for' six years in a row and KEiBA 'Employer of the Year 2012', Holiday Extras understands the importance of an excellent working environment to keep employees motivated and engaged. Their core principles - innovation, inspiration, people and success - are represented in every aspect of what they do and this creates a unique corporate culture.
Barbon approached Thomsons Online Benefits in 2007 to develop an integrated benefits scheme designed to create cohesion following a series of acquisitions. With a diverse set of terms and conditions of employment, Thomsons needed to develop a single consolidated scheme and migrate all 800 employees to it. Barbon’s mission is to “listen to, value and reward” its people, so coming up with an attractive and engaging reward scheme was key to its business.
Leading manufacturer of security identity solutions, HID Global, approached Thomsons Online Benefits to increase awareness and engagement for their employee benefits in the UK while reducing the administration burden for their HR team. With a diverse workforce of over 100 people based across a number of different sites in the UK, HID Global wanted to find the best way to reach every one of them, whether they were in an office, a warehouse or on the road.
Electronic Arts (EA) is one of the most established and recognised names in the video games industry. With a relatively youthful workforce (the average age is 34), EA wanted to increase education and understanding of pensions and put their employees in better control of their own futures, especially with the onset of compulsory pension contributions from 2012 following the changes in the Pension Act 2008.
City & Guilds needed a new and refreshed reward strategy to support a significant period of business transformation and change. Work undertaken with Thomsons included the creation and launch of a brand new reward brand, innnovative communications. View the video-case study to find out more.
Thomsons Online Benefits partnered with insurethebox to implement a new pensions and benefits package to assist with recruitment and retention and reduce the administrative burden of running a benefits strategy. Over 90% of employees joined the pension scheme, and ongoing annual NIC savings of over £12,000 were generated from pension salary sacrifice.
Thomsons worked with Trowers & Hamlins to design and implement the first ever global flexible benefits scheme to be introduced in the legal sector. The scheme improved improved retention and employee engagement whilst also offering a superior remuneration package that could be implemented on a global basis.
John* was very close to his chosen retirement date and was unsure of the choices he had when arranging his pension income. Through The Open Market Annuity Service (TOMAS), he was able to see a summary of his options, including which were best suited to his needs. The review highlighted changes that could be made to generate an increase of £1,512.72 per year (before income tax) to his retirement income, equating to an increase of over 31%.