We have long become used to employers offering flexible benefit
schemes where employees can choose from a range of benefits to best
suit their circumstances. But there has been a recent evolution
where employers seeking to offer yet more flexibility allow
employees to choose their own level of pay and take unlimited
holiday.
Giving this level of freedom can be a welcome benefit for
employees, driving engagement and empowerment, as well as
encouraging employees to take responsibility for their work and
contribution to the business. If you are considering introducing
one or both of these benefits, here are four key legal
considerations to take into account.
1. How do these schemes work?
