staff benefit

Organisations increasingly need infrastructure that supports people through life’s transitions. As expectations around trust, autonomy and continuity evolve, informal workarounds create risk. Closing the infrastructure gap means providing ethical structure that supports people without organisational overreach.

Improve care team collaboration. Empower clients to control who sees their information, breaking down silos between providers for better-coordinated, person-centred support.

This guide explains how HR teams can introduce legacy planning as a staff benefit, helping employees organise key information, plan ahead, and feel supported through major life events.

Life planning tools help employees organise important personal information, prepare for future needs, and reduce stress. These tools contribute to improved wellbeing, engagement, and resilience across the workforce.

Legacy planning allows organisations to support people beyond transactions by helping them organise essential information and plan ahead. This strengthens trust, improves engagement, and delivers long-term value across client and employee relationships.

Legacy planning supports individuals by helping them organise care wishes, essential documents, and personal information in one place. For organisations, it improves engagement, supports wellbeing, and helps people navigate major life transitions with confidence.

Legacy planning is increasingly used by organisations to support staff and clients beyond traditional services. It helps people organise care preferences, essential documents, and personal information while strengthening wellbeing, engagement, and long-term relationships.

For member-based organisations—unions, associations, super funds—offering legacy planning tools is a powerful way to deliver continuous value. This resource shows how the service is relevant at every age: helping young members name guardians for children, assisting mid-career professionals with life admin, and supporting retirees in documenting their stories and care wishes. It transforms the member relationship from transactional to deeply supportive, addressing a universal need with practical tools. This strengthens engagement, differentiates the organisation in a competitive market, and builds a powerful perception of the organisation as a trusted, lifelong partner in its members’ wellbeing.

Forward-thinking companies are adding legacy planning to their employee benefits package. This guide explains the compelling ‘why’ for HR leaders. Financial and future-oriented stress significantly impacts wellbeing and productivity. By offering employees a tool to organise their affairs, document wishes, and secure their family’s future, companies address a core source of anxiety. This demonstrates a genuine, holistic commitment to employee welfare that goes beyond standard perks. The result is a more focused, loyal, and resilient workforce that feels supported in all aspects of life. It’s a low-cost, high-impact benefit that boosts retention and positions the company as a true employer of choice.

Organisations that support clients through major life changes—like retirement, divorce, or illness—can offer legacy planning as a powerful extension of their care. This article illustrates how. A financial planner can help a retiring client capture stories to pass on with their wealth. A counsellor can support someone with a new diagnosis in documenting their healthcare wishes. By providing the tools for this reflective, future-focused work, organisations help clients find clarity, assert control during uncertain times, and take concrete steps to protect their families. This adds profound, tangible value to the client relationship, fostering immense trust and long-term loyalty.

Life’s transitions now shape how people relate to organisations they trust. This framework outlines how to support change with structure rather than intrusion, reflecting evolving values around autonomy, trust, legacy and continuity across life stages and generational expectations.