MixWork Flex Benefits
What you can offer your team
Supplementary benefits that sit on top of statutory BPJS enrolment, chosen by you, administered by us.
01
Enhanced health coverage
Private medical cover above the statutory BPJS floor, which is the benefit employees notice first and value longest.
02
Dental and optical care
The everyday cover people actually claim on, and the absence of which they notice immediately.
03
Wellness and mental health support
Support that matters most in distributed teams, where burnout builds quietly and surfaces as a resignation.
04
Meal and transport allowance
Practical monthly value that shows up in every pay cycle rather than once a year at review time.
05
Fitness plans
Gym and fitness access, a low-cost benefit with unusually high perceived value among younger professionals.
06
Local perks and lifestyle benefits
Benefits chosen for the Indonesian market specifically, rather than a global template applied without local relevance.
MixWork Flex Benefits: Benefits That Actually Retain Indonesian Talent
By the MixWork Team · Updated August 2026
Key takeaways
• Statutory BPJS is the legal floor; Flex Benefits is the competitive layer above it, from USD 29 per employee per month.
• Covers enhanced health, dental and optical, wellness and mental-health support, plus everyday allowances and local perks.
• Administered by the same MixWork team that runs your payroll, so there is no extra vendor to manage.
• Benefits out-retain salary: a competitor can match pay far more easily than a benefits package employees actually use.
Statutory BPJS enrolment is the floor, not the offer. Every compliant employer in Indonesia provides it, which means it wins you nothing competitively. It simply keeps you legal.
MixWork Flex Benefits is the layer above that floor: enhanced health coverage, dental and optical, wellness and mental-health support, everyday allowances and local perks, administered by the same team that runs your payroll. From USD 29 per employee / month.
Why benefits beat salary as a retention tool
A competitor can always beat your salary. It is much harder for them to beat health coverage that extends to someone’s family, a wellness budget they actually use, and allowances that show up every month. Benefits are felt continuously, whereas a pay rise is felt for about two pay cycles and then becomes the new baseline.
That matters more offshore than onshore, because your team has fewer day-to-day signals that the employer values them. We go into the retention economics in more depth in our guide to flexible benefits, retention and productivity.
Who this is for
Companies competing for scarce skills. Engineering, design, finance and senior operations roles where the local market is tight and counter-offers are routine.
Teams you intend to keep for years. If replacing someone costs you three months of lost output, a benefits budget is cheap by comparison.
Employers who want parity across borders. If your onshore staff have private health cover, extending something comparable offshore removes an awkward two-tier dynamic.
Anyone whose exit interviews mention burnout. Wellness and mental-health support are the parts of a package people only value once they need them.
How it works
Choose the benefits you want to offer, and to which roles or tiers.
We enrol your team and handle the administration, claims support and renewals.
Your people use the benefits directly; you see the cost as one predictable line on your monthly invoice.
Adjust the mix as the team grows or as feedback comes back through your HR manager’s monthly check-ins.
What it costs
From USD 29 per employee per month, on top of salary and statutory contributions. The figure depends on the benefit mix and headcount. See pricing for the current rate card, or model total employment cost with the cost calculator.
