Flexible benefits for teams
Maslow enables organizations to design and manage flexible benefit programs from a single platform. Employees have freedom of choice to take advantage of benefits. Your company has control, traceability and scalability.
What are flexible benefits?
Flexible benefits are the modern model of corporate benefits: instead of a uniform package for the whole company (same insurance + gym + childcare for everyone), the organization allocates a configurable credit and each employee chooses, from a catalog, which benefits to use based on their personal needs. It is the standard that LATAM companies are adopting in 2027 because it personalizes the employee experience, increases real adoption, and transforms the benefits budget into a measurable HR tool.
- Monthly or one-off credit allocated by the company, with rules by area, role, or seniority.
- Broad, configurable catalog: health, wellness, education, food, gift cards, experiences.
- Real-time usage reports by category, team, country, and employee profile.
- Multi-country operation with local currency, taxes, and catalog adapted to each market.
Dato de mercado
In LATAM, flexible benefits programs reach adoption rates of 70-85%, compared to the typical 25-40% of uniform packages (source: Maslow aggregate data, 200+ companies).
Why are workplace benefits no longer optional?
98%
of employees consider well-being as important as salary
88%
of HR leaders say wellness improves retention
88%
productivity increase with happy employees
61%
of employees with benefits feel happy at work
Why don't generic workplace benefits solutions work anymore?
The challenge is no longer whether to offer benefits, but how to do it:
Without losing cost control
Without adding operational friction
Without offering generic experiences that generate no impact
In that scenario, traditional benefits lose impact as companies grow...
How does our platform solve these challenges?
Maslow enables implementing flexible benefits without transferring complexity to daily operations. Your company defines clear rules:
Your company defines...
Budget per employee, team or segments
Usage conditions by country, role or moment
Enabled categories, restrictions and usage policies
Maslow executes
Automatic credit distribution
Smart rule application
Compliance automation
What makes Maslow's automated flexible benefits different?
Maslow not only offers flexibility in corporate benefits management. It automates it.
Rules that apply without manual intervention.
Automatic credit distribution for birthdays, anniversaries or campaigns.
Simple operation even with large, distributed teams.
Transferable credits between people, with no limits.
Backloop of unused credits.
Less manual management. More strategic focus for HR.
How does the flexible benefits platform work?
In 4 steps, from setup to measurement.
The company sets the budget and rules
HR assigns amounts per employee or segment and chooses which categories to enable, from a central panel.
Each team member gets their digital wallet
They access it from the app or web, see their available balance and the catalog of +10,000 options across 25 countries.
They choose and use their benefits
Each person decides how to use their budget based on their needs —health, food, education, wellbeing and more— with no paperwork.
HR measures adoption and optimizes
Real-time reports on usage, preferences and ROI by department to fine-tune the program and prove impact.
Companies using it
View all →
TikTok
Technology
How TikTok supports its employees with a full benefits and discounts program, plus the flexibility to design specific incentives
Read case →
Ekumen
Technology
How Ekumen transformed its benefits and recognition strategy across distributed teams
Read case →
Heineken México
Manufacturing
How Heineken México strengthened its employee value proposition by recognizing those who live the company values
Read case →Frequently asked questions
Typical LATAM cost ranges from USD 30 to USD 80 per employee per month, including platform + assignable benefits budget. The platform usually represents USD 2-5/month/employee and the rest is the assignable credit each person redeems in the catalog. Varies by company size, industry, and category mix.
They are related terms: flexible benefits describes the model (credit + choice); benefits wallet is the tech implementation (a digital wallet where the employee sees balance, chooses, and redeems). In practice they are used as synonyms. The key is the principle: the company allocates, the employee chooses.
A typical catalog covers 6 categories: health (telemedicine, pharmacies, supplementary plans), wellness (gyms, meditation apps, nutrition), education (courses, books, certifications), food (vouchers, restaurants, supermarkets), multi-brand gift cards, and discounts. The company configures which categories to enable based on its budget and talent profile.
3 key metrics: % of employees who redeemed at least one benefit in the month (coverage), % of allocated budget actually redeemed (real usage), and program NPS (satisfaction). A healthy program has coverage >70%, usage >60% of budget, and NPS >40. If any of the 3 drops, the catalog needs to be reallocated.
Flexible benefits are a scheme where the company assigns a budget and each team member chooses how to use it based on their needs —health, education, food, wellbeing, technology and more— instead of a one-size-fits-all package. Maslow centralizes this in a single platform with +10,000 options across 25 countries.
Traditional benefits are generic: the company decides and many people neither use nor value them. Flexible benefits give the choice back to each person, increasing adoption and satisfaction. Maslow also turns benefits into data: you can measure usage, preferences and ROI by department.
Each team member accesses a digital wallet from the app or web, sees their available budget and chooses how to use it across the categories enabled by the company. They can change their choices whenever they need, with no manual paperwork or intermediaries.
Maslow operates in more than 25 countries, with a strong presence in Latin America (Argentina, Mexico, Colombia, Chile, Uruguay and more). This lets regional companies offer a consistent benefits experience for distributed teams, with local catalog and compliance in each country.
No. The budget is defined and assigned by the company; the team member only chooses how to use it. They pay nothing to access the platform or manage their benefits.
Yes. Maslow connects with your HRIS, payroll, SSO and internal tools through REST API, webhooks and automatic employee sync. Onboarding, offboarding and changes are reflected with no manual work.
