Is it good business to translate your benefits manuals and employee handbooks to the native language of foreign born employees?  

Some employers would say yes. But a growing number of analysts says no.

According to benefits consultant Paulene Blake,  there are hidden traps employers need to avoid.  Many smaller employers opt for amateur translations (usually by bilingual employees) of their benefits materials. 

The problem: The information often ends up being inaccurate or misleading when translated. The language of benefits is closely tied to insurance and legal language. Think about how hard it is sometimes to explain certain benefits terms (e.g., pre-existing conditions) in plain English. 

Then imagine when it’s like for a bilingual but non-professional HR or benefits manager to try to explain the same terms in plain Spanish, Chinese, etc. Apart from causing confusion among the employees you’re trying to help, a poor translation of your policies can increase your firm’s legal liability if the employee sues. 

Meanwhile, professionally written, specialized translations can be costly. As an alternative,  Blake suggests thatemployers may get more bang for the buck by offering foreign-born employees educational benefits (e.g.,  English-as-a-second- language classes).  Reason: Some employees want these benefits more than the other ones described in your manuals.

In addition there may be cultural issues at work that go beyond the language barrier. For instance, retirement is a foreign concept to some employees, which makes convincing people to participate in a 401(k) plan an especially tough sell.  A more universial explanation: over time a 401(k) helps you to have enough money to afford not to work.  

In a similar vein, some employees hold the erroneous belief that the they won’t get to take the money in a 401(k) account with them when they leave the company. No matter how much you invest in translating your benefits materials, it takes time to build trust and open the lines of communication.