Due to political and economic concerns in Turkey over the past five years, companies have generally preferred to remain reactive in terms of benefits prevalence. They’re now looking for ways to promote diversity and provide options to employees while staying within allocated budgets. The prevalence level of flexible benefits rose from 11% in 2013 to 31% in 2015 in Turkey.  With these programs, leading companies are starting to provide new benefits to their employees and offer the opportunity to exchange benefits. Challenger companies are also considering flexible benefits programs as a way of competing with the pioneers. 
Moving to a flexible benefits program is not easy. It involves redesigning the benefits package, complete with professional employee communications. To justify such a large-scale HR project, the program must deliver on containing costs and increasing employee satisfaction.
Let’s look at an example of a company that provided more choice while staying cost-neutral. The figures are in Turkish lira and our employee is married. The value of the benefits package is 11,417 lira, with a gross cost to the company of 12,204 lira (after the national social security premium the employer must pay). By using a flexible structure, the employer stays cost-neutral while the employee can personalize or even increase his level of benefits.
Organizations must look for effective ways to manage rewards while meeting the diverse needs of employees. The six ways of offering flexible benefits outlined in this article is a good place to start when trying to determine creative strategies to attract and retain talent.
 Mercer introduced flexible benefits to the Turkish market in 2007 and today offers services to more than 40,000 people at more than 55 companies with the proprietary SaaS platform reFlex.