4th Contact identifies the 4 ëscariestí areas of implementing Flexible Benefits

According to the 4th Contact Issue Paper, HR and benefits leaders say that the four ëscariestí areas of implementing a new Flexible Benefits scheme are; systems security, payroll obligations, contractual issues and Inland Revenue compliancy. The Issue Paper, entitled, ëStaff turnover costs: the hidden drain affecting the bottom lineí*, puts these concerns under the spotlight and addresses each one.

Paul Watson, CEO of 4th Contact, explains, ìWe work with all our customers to ensure their implementation of Flex runs smoothly. However, there are four areas that worry HR and benefit heads before they start the process; Firstly, security of company information and systems is vital and cannot be compromised at any stage. Secondly, organisations need to ensure payroll running isnít compromised. Thirdly, providing Flexible Benefits may alter employeesí contracts, so this needs careful handling and lastly, adherence to Inland Revenue compliancy and the consequences of not doing so is perhaps the scariest area of allî.

4th Contactís Issue Paper addresses these issues, showing project leaders that these processes donít have to be scary at all. For instance, Inland Revenue compliancy ëshould be a tick in the box, nothing more, nothing lessí. Watson explains, ìThe Inland Revenue wants to know that your new scheme exists under certain terms and conditions, we make this a simple process by providing a framework that exists within the current legal parameters. None of our existing customers have received any Inland Revenue challenges following their successful Flex implementation.î

Keith Brownlie, Group HR Director of T&F Informa, a leading provider of specialist information to the academic, professional and commercial markets, explains the importance of security, ìOur corporate security has to be bullet-proof and was a key consideration when we first talked to Benefits software providers. It would be my worst nightmare if confidential benefits and salary information leaked - it would have seemed a huge failing on the HR department as people trust us to keep their personal data under wraps. 4th Contact was a clear winner because it could clearly demonstrate its strength of security with its other high-profile customersî.

T&F Informa has now experienced major financial savings on the back of implementing the Flexible Benefits plan. It has grown significantly through mergers and acquisitions, inevitably creating an environment where employees have a hugely diverse range of benefits, pay schemes and contracts. Along with security, Brownlie also had concerns over the companyís terms and conditions. ì4th Contact helped us get to grips with this as the whole issue of salary sacrifice was important and quite tricky to communicate to staff. Staff now use the online system to make informed decisions about Benefits to suit their individual circumstances. Implementing Flex has proven to be the solution to many of the issues we faced after organisational growthî.

Checking payroll obligations is the most important aspect of the Flex implementation, not least because if something goes wrong, the payroll procedure will most likely identify it. This could result in employeesí payments being made incorrectly. According to 4th Contact it is essential to plan carefully and involve the payroll department in the Flex implementation as early as possible to ensure their systems run smoothly.

4th Contact specialises in helping mid-sized organisations through the full online flexible benefits process and can advise on all elements of creating an industry-best flex scheme, including how to overcome ëthe scary areasí. Further information on how Flexible Benefits or Total Rewards technology can help meet fundamental people management issues of staff recruitment, motivation and retention, call 0800 915 6933 or visit the website, www.4thcontact.co.uk or email: info@star.net.uk.

*Copies of the white paper can be downloaded from