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Alight unlocks enterprise growth for the world’s most influential companies with future ready human capital and business solutions. We combine industry leading data and insights with unmatched depth and operational expertise to improve the employee experience and optimize cloud-enabled business processes. Our 15,000 colleagues proudly serve thousands of clients and their more than 30 million employees and family members throughout 180 countries. Explore our story to learn how Alight helps organizations of all sizes, including over 70% of the Fortune 100, achieve next level transformation.
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”.