To get flex right you need the right platform.

We're platform agnostic as different clients have different needs - you need to make sure you get the platform that suits you.

True flex creates a pot of money which can be used against different benefits.

From this an employee can choose to vary some covers within certain parameters and choose to purchase others.

The provision of flex benefits for some types of cover is contingent on a level of core cover being offered to all employees. From this employees can choose to vary up or down dependant on the constrains set by the Employer.

From a moral/benevolent/or just a pure business sense point of view, the Employer may deem some benefits cannot be varied, or cannot be varied below a certain threshold.

Benefits with no core levels are deemed voluntary benefits.

The can cover a myriad of different benefits - the trick is in choosing what your employees actually want.

Some benefits may be offered outside the pot and good savings can be achieved by the use of salary sacrifice

Some employers say the offer flex but actually the benefits are all voluntary benefits and there is no pot. This tends to be referred to as mini flex.

It's great to have a menu of options, but there's nothing worse than being presented with too many choices.

A good menu will have benefits which your staff will actually want to purchase. Just like a restaurant there's no point paying for the ingredients if no-ones going to buy the finished product!

As well as having too many things on the menu, many employer make the mistake of having too many choices within a product.

Making it simple to understand and affordable to all will result in a higher take-up. Sometimes a couple of options are required for different levels of staff - just don't fall into the trap of trying to be all things to all men.

Flex benefits are normally chosen once a year but sometimes staff who have lifestyle events during the year are allowed to vary their choice and this makes sense.

For example the first baby born to an employee may highlight the need to shift the balance of the flex portfolio to protection and life cover plus income protection may suddenly be more important.

The best flex benefits plans have a brand identity which is recognised by staff and with which they identify.

Building the brand is very important and the flex plans with the best proposition are reviewed and built upon annually learning from experience what has worked and more importantly, what hasn't!

Once you've developed your brilliant proposition and come up with a snazzy brand identity you need to tell people about it or you've just wasted a load of time and money.

People need to understand what's on offer and why they should consider it. They also need to know how to use the platform.

You need to work out what's best for your company - flyers, brochures, screen savers, canteen tray liners, emails, benefit roadshows and seminars are just a few. Do what's right for you, but do it in spades!