Hi, I wonder if I can reach our for some shared insights re: Education Allowances.

As HR director one of my geographical areas of responsibility is MENA.  We are a software-technology business, with an office based in Dubai, and satellite office in Abu Dhabi.  We are currently working through a new compensation benchmarking programme, recognising the need to create and implement job bandings and competitive salary ranges.  One of the hot topics with our employees is Education Allowance.  The structure we have currently is around 6 years old and no longer suited to the size and structure of our org.  In all of our research I'm most challenged by understanding best practice models on paying an Education Allowance thats fair and transparent.  For example, should we look a cash payments or a reimbursement process?  Should we look at a lump sum, or per child amount?  Should there be a cap on number of children?  Id be so interested to here from others who have faced the same / similar scenarios and any best practice you would be willing to share.

Bernice Leppard

HR Director, UK, MENA & Nordics