This is how Coxa made employee benefits meaningful. Utilisation rate: 95.6 per cent
Joint replacement hospital Coxa is Finland's largest hospital specialising in joint replacement surgery. More than 440 top professionals in the field perform over 9,000 surgeries annually – and stay energised at work. One reason is that Coxa has chosen to invest in employee benefits in a way that shows in the numbers: the utilisation rate for the Epassi Flex benefit is 95.6 per cent.
A healthy workforce is a strategic choice, not a nice-to-have.
Coxa's operations are built on a simple core principle: a healthy workforce delivers a great patient experience. This is not mere value-talk but a genuine management principle that guides HR decisions.
The healthcare sector faces a nationwide talent shortage. Competition for skilled professionals is fierce, and candidates compare employers more carefully than ever. Coxa has recognised that an excellent benefit package is a recruitment asset – but above all, a means of retaining the talent already in the organisation.
Read more: Add over 10 000 € of purchasing power to your employees' salaries.
Flex benefit: one balance, many ways to thrive.
Coxa offers its staff the Epassi Flex benefit, which covers sports and culture, massage, support for commuting between home and the workplace, dental care, and other health services. With a single Flex balance, everyone can invest in their own wellbeing in exactly the ways that matter most to them.
The flexibility of the Flex benefit is one explanation for the exceptional utilisation rate. When a benefit meets the employee's needs and does not force them into a single mould, it gets used.
"The staff talk a lot about what sports, culture or commuting costs they have covered with Epassi, and that reflects how the matter lives within our organisation through our conversations. The benefit is seen as valuable and people also know how to be grateful for it. I believe the Epassi benefit brings joy and wellbeing to Coxa employees and, through that, improves their ability to cope at work", says Raija Tapio, Coxa's CEO.
The workforce votes with their feet – and their balance.
A 95.6% utilisation rate across an organisation of more than 440 employees does not happen by chance. It is the result of two choices:
- the benefits match what the workforce genuinely values, and
- the level of benefit is sufficient to add real value to everyday life.
Coxa has surveyed its staff to find out which benefits employees want and how they experience the current package. The results guide decisions on what is offered and to what extent. HR Director Johanna Kuusela explains:
"We have surveyed the staff on benefits, and based on that, we have made decisions on what we offer and to what extent. We receive positive feedback on the benefits we provide every year, and they enable many people to engage in diverse activities that support wellbeing. Being able to make one's own choices is important to our staff. The benefits we offer consistently receive a great deal of positive feedback in our employee surveys."
How do you justify the investment to management?
HR decision-makers know that the CEO and CFO want to see numbers. At Coxa, benefits have been tied directly to a strategic objective.
"The decision has been easy when we talk about our employees' wellbeing and our important goal of being the best place for professionals. We want to be an attractive employer now and in the future, and the benefit offering has been one means of achieving this important goal. It is important to listen to employees' experiences when making decisions such as those on the benefits provided", says Kuusela.
The argument to management is straightforward: employee benefits are an investment that shows in employee satisfaction, utilisation rates, and the ability to recruit the best talent in the sector in a highly competitive environment. Coxa's figures provide concrete evidence of this.
A partnership that does not add administrative burden.
A three years of collaboration, Epassi has proven to be a partner that operates in the background exactly as a good system should. Day-to-day HR work has not been burdened.
"Epassi works well and has not significantly increased HR's administrative workload. Good and functional collaboration is important when we offer this benefit to our staff. For us, the current model works well and contributes to our goal of being the best place for professionals", Kuusela says.
What can other organisations learn from Coxa?
The way Coxa builds employee benefits comes down to three principles.
- Listen first. Staff surveys guide decisions. Benefits are not created by guessing but by finding out.
- Give freedom of choice. The Flex model works because everyone can use the benefit in their own way. One person dances, another visits a massage therapist, a third buys a monthly public transport pass.
- Keep the level adequate. A benefit that makes a difference in everyday life drives utilisation up. A benefit that is merely symbolic goes unused.
Want to find out how Epassi Flex fits your organisation's needs? Contact your Epassi specialist and let's build the right package for you.
