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BNP Paribas has made headlines by backing Mūcho, a new HR tech platform launched in 2024 that centralizes and simplifies management of employee benefits. Mūcho empowers employees to customize benefits such as lunch vouchers, mobility packages, and telework support, potentially yielding up to almost $7,000 a year in additional purchasing power. The platform aims to close the gap between offered benefits and what employees actually value.
According to survey results by Mūcho, 75 percent of French employees say their existing benefits do not meet their needs or adapt to their preferences. A UK Unum study found that 50 percent of employees feel their benefits are not tailored to their needs, and 29 percent believe their employer doesn’t understand what’s important to them individually in a benefits package. In the US, a 2025 survey outlined by BenefitHub revealed that 79 percent of employees want benefits tailored to major life stages, and 51 percent were unsatisfied with their 2024 benefits offerings.
The platform’s ongoing evolution includes a group health and provident insurance brokerage, helping secure better rates and compensation for employees starting February 2025, as well as new distribution of employee savings and group pension solutions from BNP Paribas itself. These moves position the bank as a forward-thinking employer focused on maximizing benefits’ impact on engagement and loyalty.
The Broader Benefits Space: Personalization, Holistic Wellbeing, and Flexibility
Companies are shifting from “one-size-fits-all” approaches toward tailored packages that adapt to employee preferences. This mirrors BNP Paribas’ move with Mūcho, granting autonomy in benefit selection, a priority for talent in today’s competitive labor market.
The rise of comprehensive health initiatives is front and center. BNP Paribas runs the global “We Care” wellbeing program, which consolidates health resources for employees and sets priorities around mental health and prevention of sedentary risks. This includes digital health checks and regular workshops on issues ranging from sleep hygiene to cardiovascular care.
Hybrid and remote work arrangements, supported by robust digital platforms, are now expected. BNP Paribas’ most recent agreement with UNI Global Union solidifies support for work-life balance, parenthood, and inclusion. Staff enjoy at least six weeks of paid paternity leave, adoption, and surrogacy provisions, and a minimum of fourteen weeks of paid maternity leave, policies now rolled out across 183,000 employees in 63 countries.
Meeting Evolving Needs
Innovative thinking from benefits experts like Dylan Saludutti, BNP Paribas head of US benefits, is more important than ever. Saldutti brings more than a decade of specialized experience in benefits management and strategic program design. The head of benefits leads initiatives for approximately 4,000 US employees, overseeing everything from retirement plan structuring to health and welfare program improvements while ensuring compliance with evolving regulations. His approach is well-known for a focus on innovative solutions aimed at enhancing employee satisfaction and engagement through flexible benefit offerings.
In 2025, BNP Paribas also introduced a partnership with Octopus Money to deliver financial coaching to its UK workforce. The commitment to its employee’s financial health is in line with another headline trend, with younger generations seeking tools for debt management, money management, and long-term planning.
Group-wide, BNP Paribas supports employees through digital platforms that connect them to benefits such as pensions, insurance, and development stipends. The bank’s Cardiff subsidiary also launched a 2025 strategic plan tied to advancing technology and personal well-being, enhancing integration between financial products and employee support.
Industry-wide, the latest SHRM and ADP surveys show a surge in creative benefits, from personalized health stipends to global “lifestyle spending accounts.” Employers continue to expand mental health support, financial literacy options, and elder care resources.
BNP Paribas has set high benchmarks in corporate health and wellness, balancing digital transformation with a human touch. It recognizes the new imperative: benefits must be wide-ranging, customizable, and thoughtfully integrated. From Mūcho’s flexible “cafeteria” model to globally harmonized wellbeing initiatives, the bank offers a blueprint for an evolving benefits landscape.
Focused exclusively on all aspects of employment and labor Law, Jackson Lewis is everywhere employers need them to be. We combine an expansive national footprint with experienced local touch to deliver legally sound, business-smart solutions to today’s workplace challenges. Throughout the entire operation and across the employment lifecycle, our aim is to provide unparalleled client service and legal representation — be it preventive reviews, responsive advice + counsel, or litigation defense — that helps clients cultivate high-functioning workforces. We are proud to partner with Dylan and support his work helping BNP Paribas continue “becoming the place to work differently.”
At UnitedHealthcare, our mission is to help people live healthier lives and make the health system work better for everyone. We dedicate ourselves to this every day for our members by being there for what matters in moments big and small — from their earliest days, to their working years and through retirement.
