Dixons Carphone has unveiled a major benefits and reward programme to help bring the two brands together.
The project will formally launch on 1 October and includes a flexible benefits fund for 2,000 head office staff, a vast voluntary benefits programme and a reward scheme allowing employees from each side of the two previous firms to recognise each other.
A new contract and benefits package has also been put together for staff joining the merged FTSE100 company.
Speaking at PBUK, Dixons Carphone group reward director Jenny Davidson said the project was one of the first things the organisation looked at once the merger had completed, including the culture and values it wanted to adopt.
"We're really concentrating on two things - having the right suite of benefits for our people, but also the brand. How can we get a fresh new innovative brand into the organisation?" she said.
As a result, the whole scheme will be based on a new online platform where employees can access all their benefits, discounts, total reward statements and payslips in one place.
"Also, because we're passionate about technology we wanted to look at introducing new apps so everything's accessible from your mobile phone," Davidson added.
Holidays have also been harmonised across the workforce at 24 days plus birthday - an element continued from the former Carphone Warehouse brand.
Those employees with a larger entitlement will be given an equivalent value in their flex fund enabling them to either buy them back or use the fund for something else.
"We're going to have a minimum amount in the flex fund - we haven't quite decided that amount yet, but they can all actually buy something," said Davidson.
"So if someone hasn't actually been bought out of an existing benefit, then we want to give them some cash in their flex fund so they can take an interest in the benefits on offer and buy something. So we really want to get the engagement there and no colleague will be worse off than at present," she added.
The voluntary benefits package that will be available to all staff includes some 25 options under five sections: my finances, my protection, my health and wellbeing, my lifestyle, and my extras.
The aim is to find something relevant to everyone and the organisation is happy to accept low take-up in some sections to ensure it reaches the whole workforce.
A reward and recognition scheme has also been created which will utilise the existing Dixons platform but with a fresh brand and the ability to recognise colleagues from either side of the business.
Staff will also retain discounts for Dixons Carphone shopping at their current levels.
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