Employee engagement technology company, Reward Gateway has expanded rapidly over the past ten years. Founded in the UK in 2006, the company now employs over 300 people across Europe, the United States, and Australia. Its business model has changed from providing employee discounts to offering a wide range of employee engagement technology in a variety of countries.
Debra Corey joined the company as Group Reward Director in late 2015, and one of her first key projects was to conduct a review of its global rewards for the 300-strong workforce. According to Corey, she was tasked with 'making sure that we had the right mix and balance of rewards to meet the engagement needs of our growing global workforce.'
As part of this brand new benefits package, Reward Gateway has unveiled a new parental leave benefit. The company has ditched the traditional maternity and paternity policies and moved to a gender neutral approach giving all employees, regardless of gender, unlimited paid time off during their child’s first year of birth or adoption. This gives employees the choice, flexibility and financial support to decide what’s right for them.
In addition, Reward Gateway announced it will be adding other benefits over the next few months, including new benefits it has named ‘choose your package’ and ‘wellbeing choice’. These offer flexibility and choice to employees around the world regarding paid time-off and wellbeing. Employees will get 35 days paid time off (an increase from 30) with the added bonus of being able to increase their salary by reducing the number of days or decrease their salary by increasing the number of days. These round out a 'very competitive and creative benefits package' to include unique ones such as an all employee share programme, staff lottery, a free book benefit, and wedding and new baby bonuses, as well as free healthy breakfasts and drinks to name a few. All these benefits are available to employees company wide, from Australia to Macedonia.
Corey said:
'At Reward Gateway, we are committed to providing our employees with benefits which deliver against our new principles, and used the review to make sure that every benefit ticked each and every box. The changes we’ve made to parental leave is an example of how we changed a benefit to align with these principles, and is something we are incredibly proud of. We want all our employees, regardless of gender, to be able to spend time with their children, safe in the knowledge that their role will be there for them when they’re ready. As a parent myself, I’m incredibly proud that Reward Gateway is implementing this. Paid parental leave is an important contributing factor to help reduce the gender pay gap, get more women into C-Suite positions and strike a healthy work life balance.'