HR Guide: Introducing Legacy Planning as a Staff Benefit

Introducing a legacy planning benefit can seem daunting for HR teams, especially when balancing delicate employee emotions and practical rollout steps. Consider Jane, an HRBP who once launched a similar benefit—she found success by positioning the message around peace of mind rather than legal complexities. This guide distils those lessons with a supportive, practical approach to help your team seamlessly embed legacy planning into your benefits offering.

Crafting Thoughtful Messaging for Legacy Planning Benefits

Messaging & Positioning: Empowerment, Care, and Clarity

Effective communication is crucial when introducing Legacy Planning as an Employee Benefit. HR teams should focus on messaging that highlights peace of mind, caring for your family, and a gift of clarity. Avoid language that could be perceived as morbid or fear-based. Instead, position legacy planning as a proactive, empowering step that supports employees’ long-term financial wellness and family care.

• Peace of Mind: “Legacy planning gives you confidence that your wishes are known and your loved ones are supported, no matter what the future holds.”
• Caring for Your Family: “Taking time now to plan is a lasting way to care for your family and reduce uncertainty during difficult times.”
• Gift of Clarity: “Legacy planning is a gift of clarity for your loved ones, ensuring your intentions are understood and respected.”

Research shows that 90% of employees want more financially enabling benefits like legacy planning. Companies offering estate planning demonstrate genuine care for long-term employee financial wellness. By framing the benefit as a positive, supportive resource, HR teams can encourage engagement and reduce stigma.

Real-World Phrasing and Internal Testimonials

To humanise the benefit and foster trust, HR teams can use anecdotes or testimonials from employees who have engaged with legacy planning tools. For example:

“Having access to legacy planning gave me peace of mind. I know my family will have the guidance they need, and it’s one less thing to worry about.”

Such stories help normalise the conversation and show the tangible value of the benefit. HR can also use direct, supportive language in communications, such as:

• “Legacy planning is about looking after what matters most.”
• “This benefit is here to support your financial wellness journey.”

Promotional Channels: Reaching Employees Effectively

To maximise uptake, use a multi-channel approach:

• All-staff emails: Announce the benefit with clear, positive messaging and links to resources.
• Webinars: Host sessions to explain the benefit, answer questions, and share testimonials.
• Intranet features: Highlight the benefit on the company intranet with FAQs and step-by-step guides.
• Onboarding packs: Introduce legacy planning as part of new employee orientation, linking it to overall financial wellness.

Handling Sensitive Questions: Internal FAQs

Addressing common concerns up front builds trust and reduces barriers to engagement. Suggested FAQ responses include:

• Is this legal advice? No, this benefit provides tools and resources for self-guided legacy planning. It does not replace legal advice.
• What about privacy? All information is employee-controlled. The Evaheld ecosystem ensures privacy, with HR accessing only uptake data, not personal details.
• What if an employee is grieving? Employees experiencing loss can be signposted to the Employee Assistance Program (EAP) for additional support.

Phased Rollout and Evaheld Framing

Consider a phased rollout, such as piloting with a single department or launching during “Wellbeing Month.” This allows for feedback and refinement before wider implementation.

The Evaheld ecosystem makes this guide possible. The B2C app is designed for self-guided use, so HR teams do not need to be experts in legacy planning. The partner dashboard provides all necessary uptake reporting, while maintaining strict employee privacy controls. This light-touch approach ensures HR can confidently offer a valuable legacy planning benefit without added complexity.

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Selecting Effective Promotional Channels for Maximum Engagement

A successful HR Implementation Guide for introducing a legacy planning employee benefit relies on reaching staff through the right mix of internal communications HR channels. Multi-channel promotion not only increases uptake but also meets employees where they are, ensuring the benefit is normalised, accessible, and top-of-mind. With research indicating that 69% of employees would stay longer with companies offering broader benefits, including legacy planning, it is essential to use a strategic approach to maximise engagement and retention.

Messaging & Positioning: Language that Resonates

When communicating about legacy planning, HR teams should focus on positive, supportive language. Suggested phrases include:

• “Peace of mind for you and your loved ones.”
• “Caring for your family, now and into the future.”
• “A gift of clarity for those who matter most.”

Avoid morbid or fear-based messaging. Instead, frame the benefit as an act of care and empowerment, aligning with the Evaheld ecosystem’s ethos of providing clarity and comfort.

Promotional Channels: Tactics for Broad and Lasting Impact

• All-Staff Emails: Launch the legacy planning benefit with a clear, concise email campaign. Use positive messaging and direct links to resources. All-staff emails help normalise the benefit and reach every employee simultaneously.
• Targeted Webinars: Host interactive webinars to walk employees through the legacy planning process. Webinars offer a safe space for sensitive questions and allow HR to demonstrate the self-guided nature of the Evaheld B2C app. Consider recording sessions for on-demand access.
• Company Intranet Features: Create a dedicated intranet page featuring the benefit, FAQs, and downloadable resources. This serves as an evergreen, easily accessible reference point. Include a link to the Evaheld partner dashboard for HR reporting, emphasising privacy and employee control.
• Onboarding Packs for New Hires: Integrate legacy planning information into onboarding materials. Early exposure builds awareness and positions the benefit as a core part of the employee experience from day one.
• Phased Communications During Wellbeing Month: Align the launch or promotion with designated periods such as ‘Wellbeing Month Launch’ to heighten visibility and receptiveness. Use posters, digital signage, and themed communications to reinforce the message.
• Manager-Led Team Touchpoints: Encourage managers to mention the benefit in team meetings and regular check-ins. This personal approach helps normalise the conversation and demonstrates leadership support.

Handling Sensitive Questions: Internal FAQs

Anticipate and address common employee concerns by preparing an internal FAQ, such as:

• Is this legal advice? No, the legacy planning benefit provides guidance and tools but does not constitute legal advice.
• What about privacy? All information is employee-controlled. HR teams access only aggregate uptake data via the Evaheld partner dashboard, ensuring confidentiality.
• What if an employee is grieving? Signpost to the Employee Assistance Program (EAP) for additional support and resources.

Phased Rollout: Building Momentum

A phased approach is recommended for HR teams. Consider piloting the benefit with a single department or aligning the launch with a company-wide initiative like Wellbeing Month. This allows for feedback, refinement, and the opportunity to showcase early success stories, further driving engagement.

Evaheld Ecosystem: Light-Touch, High-Impact Implementation

The Evaheld ecosystem underpins this guide, enabling HR to offer a robust legacy planning solution without requiring deep subject-matter expertise. The B2C app is designed for self-guided use, while the partner dashboard provides comprehensive uptake reporting—delivering all necessary insights without compromising employee privacy.

Managing Sensitive Employee Questions with Empathy and Clarity

Introducing a legacy planning benefit is a significant step in supporting employees during some of life’s most challenging moments, such as dealing with the loss of a loved one or pre-planning for the future. HR teams play a crucial role in ensuring that sensitive employee questions are managed with empathy, clarity, and professionalism. This section of the HR Implementation Guide provides practical strategies and sample messaging to help HR Business Partners and Internal Communications teams address concerns around Sensitive Employee Questions, Employee Privacy Legacy, and the boundaries of the service.

Messaging & Positioning: Language That Reassures

When communicating about legacy planning, it is essential to focus on positive, supportive language. Suggested messaging includes:

• Peace of mind: “Legacy planning provides peace of mind for you and your loved ones.”
• Caring for your family: “This benefit is about caring for your family and ensuring their wellbeing.”
• A gift of clarity: “Legacy planning is a gift of clarity, helping your family understand your wishes.”

HR teams should avoid language that is morbid or fear-based. Instead, frame the benefit as a proactive, caring initiative that supports employees through all stages of life.

Promotional Channels: Reaching Employees Effectively

• All-staff emails with clear, supportive messaging
• Webinars and Q&A sessions to address Sensitive Employee Questions in real time
• Dedicated intranet features with FAQs and resource links
• Inclusion in onboarding packs to normalise legacy planning from day one

Handling Sensitive Questions: Internal FAQs and Support

Preparing a robust internal FAQ is essential for reducing misinformation and anxiety. Key questions to address include:

• Is this legal advice? No. Legacy planning is a supportive employee benefit, not a substitute for legal advice. Employees are encouraged to consult their own legal advisors for specific legal matters.
• What about privacy? Employee privacy is paramount. Within the Evaheld ecosystem, employees have full control over their personal data. HR and management do not have access to individual legacy plans or sensitive information. All uptake reporting is anonymised via the partner dashboard.
• What if an employee is grieving? If an employee is experiencing grief, HR should signpost them to Employee Assistance Programs (EAP) or other available support services. Acknowledge their experience with empathy and offer resources without pressure.

Empathetic Training and Safe Spaces

• Train HR and comms teams in empathetic listening and boundary setting. Use role-play scenarios to build confidence in responding to sensitive topics.
• Encourage a ‘safe space’ approach, making it clear that employees can ask questions without stigma or judgement.
• Reiterate that participation in legacy planning is entirely voluntary and confidential.

Phased Rollout and Timing

Consider launching the benefit with a pilot department or during “Wellbeing Month” to create a supportive context. This phased approach allows HR to gather feedback, refine messaging, and address any emerging Sensitive Employee Questions before a wider rollout.

Evaheld Ecosystem: Enabling Privacy and Simplicity

The Evaheld ecosystem underpins this guide, ensuring HR teams are supported with a light-touch, easy-to-implement solution. The B2C app is designed for self-guided use, so HR does not need to be subject matter experts. The partner dashboard provides all necessary uptake reporting while fully protecting Employee Privacy Legacy.

Planning a Phased Rollout: Pilot Programs and Timed Launches

Implementing a legacy planning benefit is a significant step for any organisation. A phased rollout HR approach ensures a smooth, well-received launch while minimising disruption and risk. This section of the HR Implementation Guide outlines practical steps for piloting and scaling legacy planning benefits, leveraging the Evaheld ecosystem for seamless delivery and reporting.

Start with a Pilot Department

Launching with a pilot program allows HR teams to gather real feedback, refine processes, and address unforeseen challenges before a company-wide rollout. Select a department known for engagement or openness to new benefits. This group becomes a valuable source of insights, helping HR tailor communications and support materials for broader adoption.

• Feedback loops: Schedule regular check-ins with pilot participants to capture their experiences and suggestions.
• Process refinement: Use feedback to streamline sign-up, onboarding, and support processes.
• Early champions: Identify advocates within the pilot group to share positive stories and encourage uptake in later phases.

Align Launch with Wellbeing Initiatives

Timing the rollout during “Wellbeing Month” or similar company health initiatives helps position legacy planning as a proactive, caring benefit—not something associated with fear or loss. This approach reduces stigma and frames the benefit as a “gift of clarity” and “peace of mind” for employees and their families.

• Suggested messaging: “Legacy planning is about caring for your family and providing clarity for the future. It’s a thoughtful step towards peace of mind, not just for you, but for those you care about.”
• Promotional channels: Utilise all-staff emails, intranet features, webinars, and onboarding packs to introduce the benefit.

Personalise Communications Using Pilot Data

Insights from the pilot phase can inform the tone, language, and format of communications for the wider rollout. For example, if employees respond positively to stories or testimonials, these can be incorporated into future messaging. Avoid fear-based language; instead, focus on empowerment and support.

Gradual Extension to Wider Teams

Expand communications and access to the benefit in stages, based on pilot learnings and resource capacity. This prevents overwhelming HR teams and ensures ongoing support is available as interest grows.

• Staggered emails: Announce the benefit to new departments in waves.
• Ongoing webinars: Offer regular information sessions for new groups.

Uptake Reporting with Evaheld’s Partner Dashboard

The Evaheld ecosystem makes this phased approach possible. The self-guided B2C app means HR does not need to be subject matter experts. The partner dashboard provides real-time uptake reporting, allowing HR to monitor engagement and identify areas for further support—all without compromising employee privacy.

• Privacy assurance: All reporting is anonymised, with employees controlling their own data and access.
• Data-driven decisions: Use dashboard insights to adjust rollout pace and target communications.

Iterate FAQs and Support Materials

As new questions arise during the rollout, update internal FAQs and support resources. Common queries include:

• “Is this legal advice?” No, Evaheld is a self-guided tool, not a substitute for legal counsel.
• “What about privacy?” All information is employee-controlled and confidential.
• “What if an employee is grieving?” Signpost to Employee Assistance Programs (EAP) for additional support.

By following a phased rollout HR approach and leveraging the Evaheld ecosystem, HR teams can ensure a supportive, effective, and well-received implementation of legacy planning benefits.

Leveraging the Evaheld Ecosystem: Seamless Support for HR and Employees

The Evaheld Ecosystem is purpose-built to deliver a seamless, modern employee benefit for legacy and estate planning, while minimising administrative complexity for HR teams. By combining a self-guided B2C app with a privacy-first partner dashboard, Evaheld empowers organisations to offer a scalable, light-touch solution that aligns with digital wellness trends and employee privacy expectations.

Self-Guided App: No Legal Expertise Required

Evaheld’s B2C app is designed for intuitive, self-guided use. Employees can access a full suite of estate planning tools and resources at their own pace, without the need for HR to provide legal advice or become subject matter experts. This approach ensures that HR teams can confidently introduce the benefit, knowing that the app provides clear, step-by-step guidance for users, from will creation to digital asset management.

Partner Dashboard: Real-Time Reporting with Employee Privacy

The Evaheld Ecosystem includes a dedicated partner dashboard, giving HR teams access to real-time uptake and engagement reporting. Importantly, this dashboard is built with privacy at its core: all employee data remains under the employee’s control, and reporting is delivered in aggregate, never exposing individual details. This structure supports legal clarity and reassures both HR and employees that sensitive information is protected at all times.

Reducing Administrative Burden for HR

Traditional legacy planning benefits often require significant HR involvement, from fielding complex questions to managing sensitive documents. Evaheld’s digital-first design removes these burdens by:

• Providing comprehensive, easy-to-understand FAQs and resources within the app
• Automating onboarding and engagement communications
• Enabling employees to self-serve, reducing the need for HR intervention

This allows HR teams to focus on strategic priorities, while still delivering a high-value, supportive benefit.

Light-Touch, Scalable Legacy Planning Benefit

Evaheld enables organisations to introduce legacy planning as a core employee benefit with minimal disruption. The ecosystem is designed for phased rollouts—such as piloting with a single department or launching during a “Wellbeing Month”—and can be promoted through:

• All-staff emails highlighting “peace of mind” and “a gift of clarity”
• Webinars and Q&A sessions for awareness and education
• Features on the company intranet
• Inclusion in onboarding packs for new employees

Suggested messaging focuses on caring for your family and providing clarity for loved ones, steering clear of morbid or fear-based language.

Supporting Employees with Accessible Estate Planning Resources

Evaheld’s app offers a wide range of resources, including:

• Guided will and estate document creation
• Digital vaults for secure document storage
• Checklists and educational content tailored to different life stages

Employees can access these tools privately and securely, ensuring they feel supported without pressure or intrusion.

Aligning with Digital Wellness and Privacy Expectations

Modern employees expect digital-first, privacy-respecting solutions for their wellbeing. Evaheld’s architecture meets these expectations by:

• Ensuring employee data is never shared with HR or third parties
• Providing a user-friendly, mobile-accessible platform
• Integrating with existing wellbeing initiatives and EAPs

This approach positions the Evaheld Ecosystem as a future-ready, trusted component of any organisation’s employee benefit offering.

Wild Card: Imagining Legacy Planning as a Gift of Clarity

Legacy planning is often misunderstood as a purely legal or financial process, but HR teams have a unique opportunity to reframe it as a profound employee benefit. By positioning legacy planning as a gift of clarity—a present employees give their loved ones—HR can shift the conversation from obligation to empowerment. This approach not only supports financial wellness but also nurtures a caring, supportive workplace culture.

Messaging & Positioning: The Gift of Clarity

When introducing legacy planning as an employee benefit, suggested language should focus on peace of mind, caring for your family, and a gift of clarity. Avoid references to loss or fear. Instead, use positive, forward-looking phrases such as:

• “Legacy planning is a way to care for your family, offering them clarity and comfort when it matters most.”
• “Think of it as tidying your garden—organising your wishes so your loved ones can enjoy peace and simplicity.”
• “Just as we look after our health, we can look after our future by planning ahead.”

Metaphor: Tidying the Garden

Consider the metaphor of tidying the garden. Just as a well-tended garden brings order, beauty, and calm, organising one’s legacy ensures that everything is in place for those we care about. This metaphor makes the concept accessible and less intimidating, encouraging employees from all backgrounds to engage with legacy planning as a natural, caring act.

What If Legacy Planning Were Routine?

Imagine if legacy planning were as routine as annual health checks. What would it look like if every employee, regardless of age or life stage, felt empowered to organise their affairs proactively? Early, positive engagement could normalise legacy planning, making it a standard part of financial wellness and wellbeing initiatives. This culture shift would reduce stigma and encourage open conversations about planning for the future.

Employee Story: From Overwhelm to Empowerment

“I always thought legacy planning was something for later in life, or only for people with complicated finances. But when our HR team introduced the Evaheld app, it felt approachable. I spent an afternoon organising my wishes and sharing them with my family. The relief was immediate—I felt empowered, and my family thanked me for making things clear. It truly felt like a gift.”

Promotional Channels: Making Legacy Planning Visible

• All-staff emails with positive, supportive messaging
• Webinars featuring real employee stories and practical demonstrations
• Intranet features with FAQs and quick-start guides
• Inclusion in onboarding packs to set the tone for new starters

Handling Sensitive Questions: Internal FAQs

• Is this legal advice? No, the Evaheld app provides self-guided tools and resources, not legal advice.
• What about privacy? All information is employee-controlled. HR and the partner dashboard only see uptake data, never personal details.
• What if an employee is grieving? Signpost to the Employee Assistance Program (EAP) for additional support.

Phased Rollout: Culture Change in Action

Start with a pilot department or align the launch with “Wellbeing Month” to encourage early adoption and feedback. Use the Evaheld ecosystem—combining the intuitive B2C app and the HR partner dashboard—to ensure a seamless, light-touch rollout. HR teams do not need to be experts; Evaheld provides all necessary resources and reporting, supporting a culture where legacy planning is a valued, routine employee benefit.

Conclusion: Empowering HR Teams to Champion Legacy Benefits

Legacy planning is fast becoming an essential component of modern employee benefits, and HR teams are uniquely positioned to lead the way. As this HR Implementation Guide has outlined, the successful introduction of a legacy planning benefit relies on sensitive, clear messaging, a strategic rollout, and a commitment to ongoing support. With 69% of employees indicating they would stay longer with companies offering broader benefits—including legacy planning—there is a clear business case for HR to champion this initiative as both a retention and wellbeing tool.

When communicating about legacy planning, it is vital to focus on positive, empowering language. Suggested messaging should highlight the peace of mind that comes from being prepared, the care employees can extend to their families, and the gift of clarity that legacy planning provides. Avoiding morbid or fear-based language ensures the benefit is positioned as a proactive, supportive offering rather than a response to crisis. For example, phrases such as “providing your loved ones with certainty” or “ensuring your wishes are known” are both reassuring and motivating.

Strategic promotion is key to driving awareness and uptake. HR teams should leverage a mix of channels, including all-staff emails, webinars, intranet features, and inclusion in onboarding packs. Each touchpoint is an opportunity to reinforce the value of legacy planning as a core employee benefit and to normalise conversations around future planning. Consider launching with a pilot department or aligning the rollout with “Wellbeing Month” to create momentum and gather early feedback.

Building trust is essential, especially when dealing with sensitive topics. A well-prepared internal FAQ can address common questions and concerns, such as “Is this legal advice?” (No, it is a self-guided resource), “What about privacy?” (Employees control their own information), and “What if an employee is grieving?” (HR can signpost to the Employee Assistance Program). These resources, paired with privacy assurances, help foster a safe environment where employees feel comfortable engaging with the benefit.

Ongoing training and support for HR teams are equally important. Handling sensitive questions with empathy requires not only information but also emotional intelligence. Regular training sessions and open forums can help HR professionals build confidence, share best practices, and ensure consistent, compassionate communication across the organisation.

The Evaheld ecosystem makes this process simpler and more effective. By combining a self-guided B2C app with a secure partner dashboard, Evaheld removes the need for HR to be subject matter experts in legacy planning. The platform provides all necessary uptake reporting while maintaining strict employee privacy, allowing HR teams to focus on engagement and support rather than administration. This light-touch approach empowers HR to deliver a complex benefit with minimal overhead and maximum impact.

Ultimately, legacy planning is more than just a new benefit—it is a statement of care and forward-thinking that strengthens employee satisfaction and loyalty. HR teams are encouraged to view this as an opportunity to lead on wellbeing, foster trust, and enhance the organisation’s reputation as an employer of choice. Start small, learn fast, and scale wisely: pilot the benefit, gather feedback, and refine your approach as you go. With the right tools and mindset, HR can confidently champion legacy planning and deliver lasting value to both employees and the business.

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TL;DR: Legacy planning benefits must be positioned with empathy and clarity. Use phased rollouts, tailored internal communications, and leverage the Evaheld ecosystem to simplify implementation while respecting employee privacy.