We are introducing a health insurance benefit for parity with what our UK and US colleagues receive.
Our narrowed down options for our team of <10, are to either;
a) sign on to a Corporate Plan, salary sacrifice the total cost (to avoid FBT) and then compensate the company's contribution through a Health & Wellbeing Allowance, or
b) have employees source, manage and pay for their own health insurance, but pay them a Health & Wellbeing Allowance to contribute to cost.

It would be great to know what others offer or have found as expectations in the amount given in insurance cover and/or an Allowance, if it is the same for all or adjusted for different net value after varying income tax brackets, or any other "best practice" tips that could be offered, particulary with tax red flags.

Thanks in advance