Values in Practice: Global Benefits Standards

Important information: This information is for scheme sponsors’, trustees’, their advisers’, and consultants’ use only and should not be relied upon by individual investors.

Explore how employers are implementing a strategy focused on standardising global benefits to drive company culture, values, and business priorities and using these strategies to address regional market differences delivering a consistent employee experience.

In our latest Global Employer Survey, around 80% of employers surveyed said they feel very or extremely responsible for their employees’ financial wellness, physical wellness, mental wellness, or broader life wellness (i.e., personal and social life). This felt responsibility has the potential to be reflected through how a company practices values, implements workplace policies, fulfills strategic priorities, and offers benefits packages.

Multinational companies (MNCs) face unique challenges in managing their workforces. Employees are spread throughout several regions and countries, each with their own market standards and regulations for employee benefits. 94% of MNCs surveyed expressed some level of challenge ensuring that the benefits they offer are equitable across the countries in which they operate.

^{Source: Fidelity Global Employer Survey, 2025
Question: How challenging is it to ensure that the benefits you offer are equitable across the countries in which you operate?}

While the core of the company remains stable (company value, strategic priorities, company culture), there are differences in how these elements get interpreted on a country-by-country basis. Some challenges facing MNCs are:

1. Showing their commitment to their company values and strategic priorities,
2. Meeting employee expectations to boost employee attraction and retention, and
3. Supporting employees consistently throughout the regions in which the organisation operates.

An increasing number of companies are turning to the strategy of “global minimum standards” as key elements of their benefits packages and employee value propositions. In 2025, 73% of MNCs said they have implemented global minimum standards, an increase from 67% in 2024.

^{Source: Fidelity Global Employer Survey, 2025
Question: Has your organisation implemented global minimum standards?}

Global minimum standards might also have an impact on employee satisfaction. Organisations who implemented global minimum standards were more likely to say their employees were extremely or very satisfied.

^{Source: Fidelity Global Employer Survey, 2025
Question: Has your organisation implemented global minimum standards? On average, how satisfied are employees with working at your organisation?}

Providing equitable benefits across all countries might seem daunting or even impossible. There is not a one-size-fits-all strategy to standardising benefits. There is a spectrum of approaches an organisation can consider when looking to increase access to certain benefits for employees.

On one end of the spectrum is benefits equity across all regions. This is when an employer provides access to the same level of benefit to all employees across all countries/regions where possible. This provides employees with the same level of benefit regardless of location.

Examples:

• Life insurance – an employer guarantees a minimum benefit of 2x base salary to the beneficiaries of the protection plan.
• Parental leave – an employer guarantees to offer a minimum of 8 weeks parental leave applicable to both parents across all geographies 

On the other end of the spectrum is providing equal opportunity to access benefits for all employees. In this case, an employer tailors their benefits offering to create similar access and opportunity for their employees. This allows employers to accommodate for and supplement different local regulations and market standards.

Example:

• Fertility treatments – an employer wants to offer access to fertility treatments:
  • Offers extra time off or additional funding for time needed for fertility treatments in the UK where IVF treatment may be covered by national healthcare but subject to strict criteria.
  • Offers partial funding for IVF treatment in Brazil where fertility treatments are usually not covered by insurance or through public funds.
  • Offers an educational platform to support employees on their journey of pursuing fertility treatment.

The decision to implement a global standard for a benefit is a highly specific choice dependent on the company’s values and priorities. The ultimate goal of the benefit will help inform the approach to implementing a standard.

1. Evaluate the standards that would create meaningful impact within your employee population
2. Factor in business strategic priorities and company culture drivers into your global minimum standards strategy
3. Assess the benefits gaps and regional opportunities within your organisation
4. Leverage the greatest areas of opportunity by prioritising benefits that can have a lower cost to standardise and lower complexity
5. Establish baseline metrics to evaluate impact of implemented standards
6. Communicate updated standards within your employee value proposition
7. Consider regular assessment of company values & benefit standards to ensure your company is delivering on employees’ evolving expectations

Important Information

The Fidelity Global Employer Survey 2025 consisted of 1,000 senior leaders at U.S. and non-U.S.-based multinational companies where the company: employs at least 1,000 employees globally; has a presence in at least two countries/regions; and is for-profit or nonprofit (government bodies were excluded). The survey was conducted by Dynata, a third-party market research company using their global research panel in conjunction with their partner vendors. The survey was fielded in February - March 2025.