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Alight Solutions is a leading provider of integrated benefits, payroll and cloud solutions. With more than 15,000 professionals across 29 countries, Alight provides leading-edge benefits administration and ERP technology and services to more than 3,250 clients including 50% of the Fortune 500. Alight’s combination of data-driven insights and technology expertise creates unique value for clients. Alight is a six-time member of IAOP’s Global Outsourcing 100. Learn how Alight drives better business outcomes and employee wellbeing for organizations of all sizes at alight.com.
With employees and prospective new hires having access to so many different opportunities, it’s difficult for employers to stand out in the crowd when it comes to providing competitive offerings. Recruiting and retaining top talent can easily depend on how an employer sets itself apart from the rest, whether it be with competitive salaries, employee perks or highly sought-after benefits.
Offering employees a lifestyle account as part of their benefits package puts a personalized reward in their own hands. Lifestyle accounts are a flexible, convenient way for both part-and full-time employees to save and spend money on what matters most to them, from things like fitness memberships and student loan debt payment plans, to non-traditional things like stress management courses, financial planning counseling or massages.
As a leading provider of lifestyle accounts to clients of all sizes, we have extensive experience integrating this offering into existing benefits platforms and know that not all organizations are alike—nor are their employees’ wants and needs. We looked at how one client chose its expense categories, how the lifestyle accounts were utilized and how they impacted overall employee engagement rates.
The client wanted to provide employees with a benefit that enabled them to work toward a personal goal of their choice—whether it be physical, emotional or financial. In addition to customizing these expense categories, the client was also able to choose how much to initially seed their lifestyle accounts with, tailoring it for both part- and full-time employees.
This organization wanted to repurpose benefit dollars to offer “something for everybody”.