Make sure your flex schemes are not gender specific

6 February 2014

Over a year on from the implementation of the EU Gender Directive, most people will have been aware of changes to their car insurance premiums. However, there are also a number of employee benefits healthcare products that are also subject to the directive that may not have been checked.

Life Insurance, Critical Illness and Income Protection are all products that, historically, have had different rates for male and female employees. Many employers may have flexible benefits packages, which have not been updated and could risk being accused of sexual discrimination if they do not offer unisex rates on their flex schemes.

Employers may not necessarily be aware so it is important that they check their programmes and make the necessary adjustments to ensure that they comply with the new directive.

Categories: Employee Benefits & Healthcare

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Neil Meninick

Neil Meninick

I joined the team in 2015, and am responsible for new business in our Employee Benefits division.

My background is in international assistance, working with insurers to support the expatriate and travelling populations of global organisations. I am also studying for a degree in the History of Art and Architecture at Birkbeck.

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