How construction companies can reduce HR Administration and offer bespoke rewards

Last updated: 2022-04-115 min read time

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The construction industry is crying out for technology to make their work simpler and more flexible, but how does it go about making it work for them?

What benefits do construction workers need?

The answer to this question is not as straightforward as it seems. The construction industry features a myriad of different roles, different contracts, and different working hours. One benefit that’ll work for a desk job employee might not work for an on-site employee, and to add to this, an on-site employee has to be able to access their benefits on the go.

According to Timewise, an estimated 87% of construction workers want to work flexibly and that currently just over 15% of construction vacancies offer this. Suzanne Nichol, CEO of Build UK, says she realised “that (they) needed external help to understand how different flexible working arrangements could become a reality” and that long hours were contributing to a negative effect on mental health and wellbeing.

Construction News, a leading resource in the construction industry, in association with non-profit organisation Westfield Health, surveyed 250 UK construction workers and found that 64% wanted better physical and mental wellbeing support, with 35% saying they felt their employer could do more to support this. The benefits construction workers wanted the most were exercise, health check-ups and dental work.

 

Image of construction workers

HR benefits in the palm of your hand

The complex makeup of people working in the construction industry needs an easy to implement total rewards platform that can cover those who work in an office and those who work on site. Technology in HR rewards has evolved a lot in the last few years, and now it’s simple to roll out a benefits platform for each type of construction worker. Not only is digitising HR processes a good way of reducing administration, it can also be used on-the-go through mobile devices with an app. With the help of different eligibility filters, your email, push notification, or message can be sent to specific individuals, groups, departments, and even countries.

Now, there might be those in the construction industry that are sceptical about how a HR platform would actually work, but if digital tools are being used in other areas of construction, e.g. architecture and building, then why not HR? Nelly Twumasi-Mensah, Faithful+Gould’s business projects and change lead, said “You’re free to think about new ways of doing things when a lot of the administrative burden gets taken away by digital tools … you have got to change the way you work or you won’t actually be able to realise any benefits from digital tools.”

This is in line with how we think. Our award-winning solution is truly mobile and has an easy-to-use communication engine allowing HR professionals to connect with end-users at various touchpoints easily. With this, our clients can ensure personalized communication with their employees. We have also designed the platform so that it is easy to implement (which means less headaches for IT departments) and can be rolled out fast over all types of complicated work organisations across several countries.

Image of construction workers

Benify works with companies with complicated workforces

Benify isn’t a stranger to working with companies who have complicated workforces. We recognise that certain industries will have a mixture of work contracts shared amongst its workforce – some full time, some part time, some freelance or short contracts. We also know that not everyone works in an office and that employees need to have access wherever they are.

Take the care company Ambea, for example. They have been using Benify’s total rewards and benefits platform for onboarding and payroll, as well as benefits their employees are entitled to. Filip Carlsson, Project Manager at Ambea, says “Many of our employees are not based in front of a computer every day and have no work phone or work e-mail address. Therefore, we need more communication channels than the intranet because not everyone can access the content there.” Carlsson went on to say that they can reach their employees on their mobile phones, using a platform they’re already using to see their payslips and benefits.

 


 

Want to know more about how Benify helps businesses with complicated workforces? Read Ambea's client case and find out how they solved their HR demands for their mobile workforce.

AMBEA CLIENT CASE