## At a glance - **Moved from a legacy provider** **to Ben** to modernise benefits without increasing budget. - Introduced **simpler employee journeys**, **rules-based eligibility**, and **live reporting** for multi‑payroll cycles. - Rolled out a **multi-channel comms plan** (Yammer, targeted emails, factory posters with QR codes) and **bite‑size explainer videos** to improve understanding. - Early stakeholder sentiment: _“quicker and more agile… it felt like a partnership.”_ — **Benefits Lead, Northern Europe** .avif) ## The challenge A household‑name snacking company with iconic brands had a familiar problem: benefits felt complicated and frustrating. Employees - especially factory staff - said they didn’t feel supported and found their existing platform unclear. Internally, the team were wrestling with: - **Complex pension scenarios** (e.g., hardship requests, bonus sacrifice, AVCs) and **approvals** that weren’t working smoothly. - **Manual interventions** and non‑streamlined workflows that slowed everything down. - **Disconnected workforce** dynamics: hard to reach offline employees to drive awareness and utilisation. - **Limited flexibility** to adapt quickly as expectations changed. > “Our employees started to complain… everything seemed so complicated… with high inflation, they’re expecting at least benefits to work well.” — **Benefits Lead, Northern Europe** The team also wanted more than a platform. They needed a partner who would bring experts to the table, answer tough questions, and **move faster than the legacy providers** they had relied on in the past. > “From the first meeting, it was very obvious you have a much more agile and hands‑on technology… it felt like a partnership, not just ‘here’s our system - take it or leave it.’ Everyone got their answers: payroll, pensions… it was so interactive.” — **Benefits Lead, Northern Europe** ## How Ben Helped Ben combined a modern, configurable platform with a partnership-driven rollout to tackle **three priorities**: ### 1. Make complex simple for HR & payroll - **Tailored workflows** for pensions, including **hardship requests, bonus sacrifice, and AVCs**. - **Sophisticated eligibility rules** so the right people see the right benefits automatically - reducing exceptions and email back‑and‑forth. - **Live reporting** aligned to **multiple payroll cycles**, giving the team real‑time visibility and fewer surprises. ### 2. Meet employees where they are (especially offline) - **Intuitive categorisation** and a cleaner interface so journeys take **fewer clicks** and are easier to follow. - **Short explainer videos** to demystify pensions, healthcare, and allowances. - **Comms for a mixed workforce:** Yammer campaigns, **personalised emails**, and **factory posters/digital screens** with **QR codes** for instant platform access. > “We want things to do magnificent things but be simple… with your platform, we’re in a good position to have that.” ‍ **Benefits Lead, Northern Europe** ### 3. Partnering beyond go‑live - Ben proposed **employee focus groups** to validate priorities with real users rather than generic industry assumptions. - **Fast legal/commercial turnaround** to keep momentum: _“a very quick turnover… we simply were not used to that.”_ - Transparent planning on **data integrations and time‑to‑appear** on the platform, avoiding the weeks‑long delays common with legacy tools. ## Why Ben over a legacy provider? - **Agility and access to experts.** Workshops brought payroll, pensions, and strategy specialists into the room so every function left with answers. - **Modern architecture.** Faster time‑to‑value and lower implementation burden compared with slow, manual legacy platforms. - **Commercial clarity.** Competitive commercials without front‑loaded implementation fees; structured to reflect a lighter‑weight deployment. > “Some questions from bigger players simply weren’t answered… you were one of the favourites from the start. ‍ **Benefits Lead, Northern Europe** ## The results - **Stakeholder confidence** increased across Payroll, Pensions, and HR - _“everyone went out happy.”_ - **Admin burden reduced** as rules and workflows replaced manual interventions. - **Clearer employee journeys** that are “simple” and easier to navigate in fewer clicks - especially valuable for factory teams. - **Momentum regained** with faster decisions and execution (legal, planning, integrations). > “Technically, it feels like a quicker and more agile system… the old, outdated systems need lots of manual intervention.” ‍ **Key takeaway**: For this global snacking leader, switching to Ben wasn’t just a platform change. It was a turning point - restoring employee trust, lightening HR’s load, and proving that modern benefits can be simple, agile, and human. ### Industry FMCG ### Offices Has offices all around the world ### Key features Section Benefits Employee engagement Mixed workforce Payroll Pensions ## Join teams around the world getting 90%+ engagement with their benefits programmes Get any benefit, in any country, and make it flexible, all without the painful admin. All-in-one platform. No hidden fees. No surprises.