Compare your options
HMO only. Cash allowances. Nothing at all. Here's how the options stack up for African employers.
| Feature | RecommendedRibiBenefits | HMO only | Cash allowance | No benefits |
|---|---|---|---|---|
| Meal allowances | ||||
| Transport credits | ||||
| Telehealth & health access | ||||
| Gym & fitness passes | ||||
| Mental wellness (confidential) | ||||
| Learning & development | ||||
| Family support | ||||
| Phone bill subsidies | ||||
| Multi-country from one dashboard | ||||
| Per-employee usage analytics | ||||
| Local partners in African cities | ||||
| One monthly invoice | ||||
| Employee self-service app | ||||
| Physical + virtual card | ||||
| Live in under 2 weeks |
An HMO covers hospitalisation and clinical care. It doesn't cover daily expenses like meals and transport, it doesn't fund gym passes or therapy, and it certainly doesn't help employees with phone bills or learning costs. RibiBenefits is the flexible layer that sits on top of your HMO and covers everything else.
You can — and some employers do. But cash allowances attract PAYE at the marginal rate, lose their perceived value as 'benefits', and give you no visibility into what employees actually value. A structured benefits platform has higher perceived value per currency unit spent and gives HR data on usage.
We work with companies from 10 employees upward. The platform is designed to scale — the same dashboard that works for a 20-person startup works for a 1,200-person manufacturer. There's no minimum size requirement.
Multi-country is actually where RibiBenefits is most useful. Managing separate vendor relationships per country — with different currencies, invoices, and contacts — is exactly the problem the platform solves. One dashboard, one invoice, every market.
30-minute demo. No commitment. We'll tailor it to your markets and team size.