Mediplast: flexible benefits for a multinational healthcare supplier
Mediplast wanted to develop its benefits offering, and its employees pointed clearly towards flexibility. From a contract in December to a platform live for employees in January, and just under five months later nearly 40% were using it actively.
Mediplast wanted to develop its benefits offering, and its employees pointed clearly towards flexibility. From a contract in December to a platform live for employees in January, and just under five months later nearly 40% were using it actively.
The challenge
Mediplast is a healthcare solutions company that works with high-quality suppliers to deliver products and services tailored to the needs of healthcare. Mediplast competes in a sector that attracts skilled professionals, and after an internal review the company saw an opportunity to develop its benefits offering to better meet its employees' needs.
Mediplast faced the same challenge as many others: how do we improve our benefits package? Simply raising the wellness allowance and adding another benefit felt dull and not enough. There was consensus that they wanted to create more value than that.
Internal feedback pointed clearly towards flexibility. Employees had answered actively when asked what they wanted, and the wish for a flexible benefits solution came up again and again across teams. The company knew which direction it wanted to take. It needed a platform that could deliver this without creating an administrative burden, and that could also scale across its multinational operations.
Their key requirements:
- A flexible benefits platform that lets employees choose what matters to them.
- Minimal administrative burden.
- The ability to handle local tax and accounting requirements.
- Multinational capability: as a multinational company, they needed a platform built to scale in every country they operate in.
The solution
Mediplast's Head of HR, Anna Ivanovski, discovered CLVR Benefits on LinkedIn, and a meeting was booked to see whether the platform could solve their problem. After the first meeting it looked promising, and shortly afterwards the company's CEO got involved.
Once it was confirmed that the key requirements were met, the contract was signed and planning for onboarding began. The agreement was signed in December 2025, and the platform launched to employees as early as January 2026.
The results
Mediplast went from first conversations to an active platform in a few weeks. Just under five months in, the results are clear: employees are using their benefits, and they are using them on things that actually matter to them.
Key outcomes
- Strong early uptake. Within five months of launch, nearly 40% of employees were actively using the platform. That compares well with Sweden's average use of the wellness allowance, around 50 to 60% over a full year.
- Genuinely flexible, in practice. Employees spent their allowances on what mattered to them personally: home gym equipment, running shoes, glasses, dental care and private health insurance. Categories that used to need separate decisions from the employer are now in employees' own hands.
- Value beyond money. The spending patterns showed something beyond cost optimisation. Employees were not just maximising tax efficiency, they chose benefits that gave them real personal value. That confirmed the case for flexible benefits Mediplast had been making internally.
- Smooth payroll reporting. Flexible benefits come with a lot of payroll reporting that has to be right. Some purchases mean a benefit is taxable and employer social fees must be paid. A payroll report that fully works is critical to keeping payroll administration manageable.
"Det är inte alltid pengarna som är det viktiga. Det är att jag får använda dem på något som faktiskt betyder något för mig och som ger mig värde."
"It's not always the money that matters. It's that I get to spend it on something that actually means something to me and gives me value."
Anna Ivanovski, Head of HR, Mediplast
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