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Royal Bank of Scotland (RBS) appointed Thomsons to implement their flexible benefits plan “RBSelect” globally. They won “Most Effective International Benefits Strategy” at the Employee Benefits Awards 2009 and achieved up to 100% take up.

“Pick n’ Mix”, an innovative flexible benefits package, including massage, pilates and a stop smoking scheme, was launched using a unique communications strategy. The use of Thomsons’ technology resulted in a 50% reduction in administration and RPC won “Most effective employee benefit scheme”, at the Lawyer HR Awards (2008).

Thomsons’ implemented “My Choice”, a flexible benefits scheme designed to fit Getty Images’ fun, creative culture. Branded Total Reward Statements and innovative communications were devised to engage with young, media savvy employees. Getty Images won “Communications Strategy of the Year” at the Employee Benefits Awards (2008).

To improve the perceived value of reward, boost engagement, recruitment and retention, Thomsons’ implemented the innovative scheme “Coflex”. Employees can purchase a competitive range of benefits using a benefit allowance. 94% of employees reported feeling more positive about Cofunds following the implementation.

As a “one-stop-shop” reward partner, Thomsons introduced a creative reward brand with bespoke technology, which improved engagement and reduced their administrative burden. Benefits were re-broked achieving 40% savings in PMI, £30K in PHI and an impressive £100K in NIC savings through salary sacrifice.

Bombardier’s paper-based flex scheme was revamped and moved online. To address the particular challenges of a blue-collar workforce, a unique communications solution was devised following focus groups. The scheme “Preference” was communicated using real employee images and targeted media. Take-up rates rose to 81% and the scheme has performed well above industry average.

To create a “one company” feel and engage employees, Thomsons harmonised benefits and launched an online flex scheme under the brand “Re:Flex”, following employee surveys and focus-groups. The fully automated, bespoke website decreased the administration burden. Savings were achieved through intelligent broking and benefits take-up rose to 81%.

Following the implementation of an online pension calculator, the MoD total reward project -the largest ever in the UK (215,000 employees) - involved the introduction of a comprehensive benefits calculator. Armed Forces personnel enjoy real-time access to their reward package at a single dedicated website. The innovation has raised awareness of the MoD’s competitive remuneration package.

Thomsons implemented an online flexible benefits solution to increase employees’ benefit appreciation and improve benefit administration. Bespoke communications were devised for the launch and a post-implementation survey evidenced that 90% of employees achieved a clearer understanding of their reward package.

“Sweeter Rewards” was launched to offer employees more flexibility and online access to their benefits package. A post-implementation survey showed that over 80% had a clearer understanding of their total reward. Moreover, Groupe Aeroplan achieved £40K savings in NI through the introduction of salary sacrifice.

Following a thorough employee survey, Thomsons revamped the benefits offer and harmonised six complex pension schemes. The brand “Benefit Trader” was created for the launch, which included one-to-one meetings with regulated pension advisers. Pension membership achieved 97%, NI savings reached £45K and £120K yearly savings were secured through re-broking benefits.

An innovative flexible health benefits scheme was implemented, which allowed employees to use benefit dollars as a means to tailor their health plan for themselves and family. Through the introduction of Total Reward Statements, benefits understanding rose by 30%. Overall satisfaction with the programme achieved 94%.

Vanco’s diverse schemes were harmonised into a consistent, cost-effective reward structure, still flexible enough to suit employees’ lifestyles across multiple locations. “V:choice” was supported by Thomsons’ multi-lingual and multi-currency technology and an international communications strategy. Turnover was reduced by 7% and 85% of employees reported their engagement with the scheme. It won "Most Effective Use of an International Benefits Strategy" in 2004 and 2006.