A Benefits Package Chosen, Costed and Explained So It Earns Its Cost
Benefits tend to pile up one request at a time: a health policy here, a meal card there. Few owners can say which ones people value or what they cost together. GullyHR reviews what you offer, compares health cover quotes, sets leave and retirement benefits and writes a statement employees understand.
Not sure what you need? Tell us about your business in six short steps and we will come to the first meeting prepared.
Share your requirementsWhat is employee benefits strategy?
Employee benefits strategy is the set of decisions on which benefits a business offers, to whom, at what cost and with what message. It covers group health cover, leave beyond the statutory minimum, retirement and savings benefits, wellness and allowances. GullyHR evaluates your current benefits against cost and employee value, runs a quote comparison for health cover, drafts the benefits policy and statement, and briefs staff. It is for Indian startups and small and medium businesses that want their benefits to help with hiring and retention.
The starting point
When businesses ask us for this
- You added benefits one at a time and no one has added up what they cost each year.
- Your health insurance renews every year and you accept the broker's first quote.
- Employees do not know what their cover includes until a claim is rejected.
- A candidate compares your offer with a larger firm's package and you cannot explain yours.
- Leave rules differ between teams because managers decided them case by case.
- You do not know whether staff would prefer a meal card, transport or a better insurance plan.
- Part-time staff, interns and new joiners are unclear about which benefits they receive.
- Retirement benefits are a cost you carry but have never explained to employees.
What the work covers
We start by listing every benefit you offer or are considering, with annual cost, who is eligible and how much it is used. Each one is scored against four questions: does it make pay go further, does it attract and keep the people you want, what does it say about the business, and what does the firm gain. A short pulse asks employees to rank what they value. For health cover we profile the workforce and dependants, choose between a broad base plan and a lean base with optional add-ons, gather three or more quotes and compare them side by side. We review leave, retirement benefits and paid-time practices, and give you an action plan for the next renewal. The result is a benefits policy, a decision for each benefit and a plain statement for staff. Your advisers confirm statutory points.
Every current benefit is listed and tested for value.
A benefits inventory records cost, eligibility and usage for each item, then scores it on strategic fit and on how much employees value it, so decisions rest on figures and not on habit.
Group health cover is shopped, not simply renewed.
We profile who needs cover, set the design, collect at least three quotes and compare premium per life, sum insured, co-pay, room-rent cap, maternity, pre-existing cover and cashless network.
Core and optional benefits are separated clearly.
Some benefits are for everyone and some are elective top-ups paid by the employee. We help you draw that line and write down who is eligible, from which day and for how long.
Leave and time-off benefits are set as a policy.
Leave beyond the statutory minimum, such as extra casual days, birthday leave or sabbatical options, is designed with eligibility, carry-forward and approval rules the whole company can follow.
Retirement and savings benefits are costed and explained.
We show what gratuity and any voluntary retirement plan cost each year and what they deliver, compare providers on fees and service, and prepare a short briefing on saving early.
The benefits message reaches employees in plain words.
A benefits statement, a one-page summary per group and a renewal calendar tell people what they have and when it changes, so benefits are used and valued.
The process
How it runs
Benefits inventory and cost
We build a register of what you offer today and what you are weighing, with the yearly cost, who qualifies and how much each is used, drawing on payroll, insurance schedules and your finance team.
Scoring and employee pulse
Each benefit is scored on strategic fit and employee value. A short anonymous pulse asks staff to rank what they value, and we compare the two views.
Health cover design and quotes
We profile employees and dependants, agree a core and top-up design, and compare three or more quotes on the same grid, with the broker answering questions on each line.
Leave and retirement review
We review extra leave, paid-time practices and retirement benefits, mark where practice differs from policy and propose changes with their yearly cost.
Decisions and benefits policy
You decide keep, improve, add or drop for each item. We draft the benefits policy and the rationale for each choice, with eligibility and approval rules written out.
Statement, briefing and renewal plan
We write the benefits statement, brief managers and staff, and set a calendar for insurance renewals and the yearly review of cost against use.
What you receive
- Benefits inventory sheet with cost, eligibility and usage for each benefit
- Strategic scoring sheet and keep, improve, add or drop decision list
- Employee benefits preference pulse and a one-page result summary
- Group health insurance quote comparison grid with a recommendation note
- Core and optional benefits design note with eligibility rules
- Benefits policy covering health, leave, retirement and allowances
- Employee benefits statement and a short joiner summary
- Renewal calendar and a yearly benefits cost review template
Who it is for
- Owners who have added benefits ad hoc and want to see the whole cost in one place.
- HR heads preparing for a group health insurance renewal or a change of insurer.
- Founders competing for talent against larger employers and needing a clear offer.
- Finance heads asked to cut costs who do not know which benefits matter to staff.
- Companies crossing a headcount threshold that now need a formal benefits policy.
- Businesses with part-time, remote or multi-city staff who need consistent benefit rules.
Why GullyHR.
We work with Indian startups and growing businesses, where benefits grow by request and renewals arrive without a comparison. We put the cost, the usage and the employee view on one sheet, so owners can decide quickly. We keep statutory and legal points with your qualified advisers, write the policy in plain language and explain benefits to staff in a way they remember.
Design the process
Map how the work runs today, then write the procedure, the forms and the approval route it should follow.
Strengthen management
Settle the structure, the roles and the decisions each level can take without the owner.
Develop people
Train the managers who have to run it — the review, the difficult conversation, the handover.
Automate HR
Configure the agreed process in software, so the document and what people actually do stay the same thing.
The difference
What changes
- A benefits inventory showing annual cost, usage and employee value for each item.
- A keep, improve, add or drop decision for every benefit, with the reason recorded.
- A health insurance comparison that makes the choice of insurer defensible.
- A benefits policy that sets eligibility, waiting periods and approval for each benefit.
- A plain benefits statement that employees and candidates can read in minutes.
- A renewal calendar so health cover and other benefits are reviewed before they lapse.
How we are measured
Before work starts, we record where you stand. Every later report compares against that baseline.
We choose the measures with you at the start, from the list on this page, and only the ones your data can support. We do not promise a result. We promise a baseline, and a report that shows the change against it, whichever way it went.
The measures we choose from
Time-to-hire
Days from approved vacancy to accepted offer.
90-day attrition
New joiners who leave in their first three months.
Annual attrition
Leavers over the year, by team and by manager.
Payroll and statutory errors per month
Corrections after the run, and returns filed late.
Open compliance gaps
Obligations without an owner or a due date.
Employees with written goals
Share of the team that knows what it is measured on.
Review completion rate
Reviews finished on time, not just started.
Manager training coverage
Managers who have been taught the part of the job they were promoted into.
Working together
Who does what
| Activity | GullyHR | Your team |
|---|---|---|
| Benefit data, costs and usage figures | Build the inventory and the scoring sheet | HR and finance supply costs and usage figures |
| Health insurance quotes and comparison | Set up the grid and compare quotes line by line | The broker or insurer supplies full quotes in writing |
| Statutory benefit coverage and legal questions | List the points to confirm and design around them | Your own qualified legal or tax adviser confirms them |
| Benefit decisions and yearly budget | Recommend options with yearly cost for each | Owners decide and approve the budget |
| Policy drafting and staff communication | Draft the policy, statement and briefing notes | HR issues them and answers staff questions |
Where the software fits
The inventory, quote grid, policy and statement are editable documents and spreadsheets kept in a shared folder you control. Benefit eligibility and leave balances can stay in your current HR or payroll system. GullyHR software can hold benefits information and renewal reminders if you want it, but the software is optional.
Ways to engage us
- Health cover comparison
- A focused piece to profile your workforce, gather and compare quotes and recommend a plan before renewal, with a short note for the owners.
- Full benefits strategy
- Inventory, scoring, employee pulse, health cover, leave, retirement review, policy and statement, delivered as one programme over several weeks.
- Review of current benefits
- We assess what you offer against cost and use, and hand back a decision list and a short action plan without drafting the full policy.
- Alongside pay and policy work
- Benefits work is combined with pay design and HR policy drafting, so benefits, pay and rules support each other.
Good to know
Questions we are asked
We ask for at least three, on the same cover design, so they can be compared line by line. A quote with a lower premium but a tight room-rent cap or long waiting periods can cost employees more at claim time.
Not necessarily. Many businesses give a core set to all and offer top-ups that employees pay for. We help you decide the split, who is eligible and from which day, then write it into the policy.
No. Statutory coverage varies by state, sector, size and facts, and must be confirmed with your own qualified legal or tax adviser. We design the voluntary package around what they confirm and draft the policy.
We run a short anonymous pulse where staff rank benefits, then group the results by role, tenure and location. We compare it with what you spend, so you can move money from low-value items to high-value ones.
The work is scoped and quoted in writing after a short call. The cost depends on headcount, the number of locations, and whether you want only health cover comparison or a full benefits strategy and policy.
We do not sell insurance, act as your broker, give legal or tax advice or run claims. We design the strategy, compare quotes you gather, draft the policy and brief your people, while your advisers handle those areas.
Yes. A team of twenty can run the inventory and quote comparison in a short engagement. The questions are the same as for a larger company: what we offer, what it costs and whether anyone values it.
Prefer to talk first? +91 80958 58589 · hello@gullyhr.com