January 31, 2025

Creating a Globally Consistent Benefits Strategy

This guide’s goal is to inform employers on a variety of different elements to consider when creating their strategy. It also explores the business case and core tenets to focus on in establishing a thorough approach while providing guidance on how to produce a more equitable ecosystem.

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It’s important to be intentional when determining what to include in your strategy. A well-designed global consistency strategy starts with assessing the value and relevance of current offerings and determining if changes to benefits will help foster a more equitable and inclusive environment. Questions to guide this evaluation should focus on cost limitations, financing options and a particular benefit's role in achieving strategic goals.

Current Trends in Global Minimum Standards

In recent years, global employers have shifted toward expanding minimum standards to include mental health, life insurance, paid time off, employee assistance programs, reproductive health and well-being services. The 15th Annual Employer-Sponsored Health and Well-being survey¹ indicates that common minimum standards include mental health, physical well-being, preventive services, family-forming benefits and reproductive support offerings. This shift reflects a broader recognition of the holistic needs of a globally mobile and diverse workforce.

For instance, employers are increasingly offering gender-neutral parental leave policies and expanding mental health services, with many integrating digital health platforms to deliver culturally relevant care.

Keeping an Eye on Global Legislative Updates

When planning which programs to focus on, it’s useful to add new benefits gradually as well as assessing potential removal of ineffective programs, as part of a long-term strategy. To keep these plans effective and compliant with various local and country-specific laws, have your consultant or local team share global legislative updates regularly. For example, in mid-2024, Italy implemented a stringent ban on surrogacy,⁴ which could affect global mobility and employee support programs for multinational companies operating there. When developing a globally consistent benefits strategy, think about the big-picture outcomes you want to achieve in the next 3-5 years. Prioritize programs that can be implemented sequentially while carefully managing costs and leveraging global efficiencies.

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Resource Global Consistency & Governance Governance