Engage Health Group

Author: Eleanor Chilvers

  • Dry January, ‘Damp’ January and how employers can help

    Dry January, ‘Damp’ January and how employers can help

    This time of year can look different for everyone, but I think it’s safe to say that most of us have spent the festive season indulging a little too much!

    The beginning of January typically brings fresh perspectives. It’s a case of “out with the old and in with the new”.

    New year, new me right?!

    An estimated 8.5 million UK people are taking part in Dry January in 2024, so we’ve taken a deeper look into how businesses can help their staff, and offer personal perspectives from our very own Engage office.

     

    Need one-to-one help? Our award-winning employee benefits consultants provide FREE advice to UK and international businesses. Contact us at enquiries@engagehealthgroup.co.uk or call 01273 974419.

     

    Why Dry January?

    Dry January is a global trend where participants give up alcohol for the whole of January. A lot of individuals might do this to raise money for charities, for health and mental wellbeing reasons, or to simply enjoy the benefit of a four-week detox after Christmas and New Year indulgences.

    Stopping drinking for a month can also make way for other healthier hobbies and changes to your lifestyle. For example, taking up exercise classes, more reading, new hobbies, or finding different ways to hang out with family and friends – rather than relying on the same old local pub at the end of the week!

     

    A personal take from the Engage office

    For me, this January is going to be looking like a more “Moderate Jan” challenge – or “Damp January” if you will!

    This means cutting down on pretty much all of my bad habits. I want to feel fresh in the mornings with a clear mind and prioritise my all-round health as I begin this new year. Whilst I see nothing wrong with spending time with your friends at the pub, it’s also important to ask yourselves – do we really need another one?

    My overall aim of a more moderate approach this month is to save money, spend more time with friends and family doing different activities, be outside more on walks and in nature, and feeling more in control of my health to make me the most productive I can possibly be.

    While I’m confident my approach will work wonders for me, everyone has different priorities. It’s important to be supportive of each other and respect boundaries where we can.

    So, I asked the rest of the office what their plans were for the upcoming month, and the responses went like this…

    “I’m doing a delayed Dry January but beginning from the 10th. I’ve still got a few Christmas drinks leftover, and we can’t be wasteful!”

     

    “Instead of Dry Jan, I’ll be doing Veganuary in an attempt to adopt healthier eating habits and get back to feeling healthy.”

     

    “I’m planning a dry January and February as I pick-up my training ahead of the Brighton Marathon!”

     

    “I’m not doing Dry January but I’m adopting healthier habits generally this year. I think it’s better to do something in moderation for 12 months, rather than go crazy for 11 months and have one month off.”

     

    “I’ll be taking part of Dry Jan too! Really want to kick start this year off right in preparation for a half marathon I’m doing, so fingers-crossed!”

     

    “On top of taking part in Dry January, I’m also planning to do the ’75 Hard Challenge’ to really target all areas of wellbeing, not just fitness.” 

    Someone who knows all about going alcohol free is Jess Wright, our Senior Employee Benefits Consultant. She recently completed two years without alcohol:

    “I think taking a break from booze can be a really good thing to give the body and mind a rest. It’s becoming really popular to have breaks from alcohol and there are loads of health benefits for the brain around drinking less. The variety of non-alcoholic drinks are so much better than they used to be as well – so I think it’s a trend. There’s now a non-alcoholic/low alcoholic bar in London and Brighton called Torstig. 

    “I know there’s at least three of us that are running the Brighton Half in Feb, so I think training for that will keep people on the straight and narrow!”

     

    How can businesses support employees for Dry January?

    Providing the right support and employee benefits is a given for any successful business and employer. The beginning of a new year marks the perfect time to reflect and listen to the ever-changing needs of staff.

    Below we have listed some ways to better support your staff for Dry January.

    Employee Assistance Programmes:

    • Typically included with Group Income Protection, Group Critical Illness, and Group Health Insurance
    • EAPs often come with an online health portal which provides access to support on everyday lifestyle changes, and services to help limit alcohol intake.
    • Also included are free 24/7 counselling and support/information lines if staff are looking for further support to help them cut back.
    • EAPs can a great tool for managers, executives, and HR to provide advice and support to employees, especially if staff are suffering but don’t feel able to talk about it.

    Other simple ideas to encourage healthier habits:

    • Organise more dry social events e.g., morning coffee catch-ups, going out for lunch or dinner, or even try dry events like bowling, arts & crafts related socials, or even board games! This being said, there’s nothing wrong with grabbing a pint or two with colleagues at the end of a busy week, just ensure there’s also options for those taking part in a less-booze month, and no one is left out.
    • Sign up and offer free online resources e.g., through Alcohol Change UK.
    • Consider wellbeing apps which reward people for healthier habits. We’ve previously arranged a step-count challenge for our staff, creating an element of healthy competition in the workplace.

    Planning ahead for the months after Dry January is also important for employee wellbeing. The point of Dry January is to get people thinking about their relationship with alcohol, but also how they can continue to adopt more positive lifestyle changes throughout the year.

    Consider encouraging staff to log how they feel throughout their month so they can be truly aware of the difference they’re experiencing. It may be a launchpad to healthier habits for the year ahead.

     

    Need help finding the right employee benefits for your staff?

    At Engage Health Group, we help businesses of all sizes and across all industries negotiate the health and wellbeing marketplace, on a local and global scale. We work on behalf of our clients to ensure businesses are getting advice that has their best interests at heart.

    Contact our expert team of brokers at enquiries@engagehealthgroup.co.uk or call 01273 974419 for FREE no-obligation advice and support.

  • The story of 2023 for Engage Health Group

    The story of 2023 for Engage Health Group

    And that’s a wrap!

    The festive season marks the perfect time to take a moment and review everything that’s been happening over the last year.

    We’ve been delighted to help some wonderful businesses, welcome super-talented new recruits and win much-coveted industry awards.

    Here’s a brief reflection on what we’ve achieved this year…

     

    Looking for one-to-one help with employee benefits? Contact our award-winning benefits consultants for FREE advice and support at enquiries@engagehealthgroup.co.uk or call 01273 974419.

     

    Engage’s key achievements of 2023

    Expanding the Engage team:

    This year we have seen our team grow by 40%! Meet the 2023 recruits who are each bringing their own unique skillset to the team:

    • Penny Pemberton, Head of International Benefits
    • Mike Hesch, Head of UK Employee Benefits
    • Zoe Perera, Senior Employee Benefits Consultant
    • Jess Wright, Senior Employee Benefits Consultant
    • Chloe Young, Employee Benefits Consultant
    • Barbara Martin, Client Support Manager
    • Ciara Boulton, International Client Support Manager
    • Stu Isaac, Employee Benefits Consultant
    • Mel Dixon, Head of Digital Marketing

    Launching The International Tech Pool:

    Our International team made huge progress in the global start-up and tech scene this year, launching a new international health insurance scheme.

    The International Tech Pool is designed for tech companies and start-ups employing remote workers or operating satellite offices around the globe. It helps businesses to protect their workforce under one policy rather than setting up various separate healthcare policies in multiple countries. It’s providing these companies with an exclusive risk pool built up by other tech organisations and start-ups, providing a fairer premium in the process.

    Winning at the 2023 Health & Protection Awards:

    The Engage team rubbed shoulders with the great and the good of the health insurance industry at the Health & Protection Awards 2023. We won Best International Group Advice Firm, showcasing the effort we have put into our developing global expertise. Stuart Box and Esme Pearson were both nominated for individual awards – Best Health Insurance Adviser and Outstanding Newcomer Award respectively.

    Sharing our knowledge:

    This year has also been about recognising the importance of our partners and building relationships across the industry. One example has been our involvement with The HR World. We have shared our expertise to the HR community as webinar guests and through written commentary.

    We prefer to share our knowledge rather than keep it to ourselves! Expect more of this in 2024.

    Helping our clients:

    – Medical Aid for Palestinians – 

    “Dave (from Engage) was an amazing help from day one. He understood perfectly what we were looking for and directed me and my team in the right direction. We were able to find the EAP provider we needed for our overseas offices. He was always an email away and guided me through the process.”

     

    – CAE Parc Aviation – 

    “James has been amazing to work with from tart to finish. From the very first phone call he listened to our requirements and worked tirelessly to find the best options for us and found an excellent insurance package best suited to our needs.”

     

    – Remote – 

    “They helped us establish a comprehensive medical plan that covers our employees globally, with competitive and flat rates…

    “Engage Health’s expertise and network of brokers have been instrumental in navigating the complex world of global benefits. They match us with brokers who share our values and goals, ensuring that we have the right coverage and support for our employees worldwide.”

     

    – Craig Mason – 

    “We used Engage to help our small business find a health policy. Nick was very helpful, supportive and not at all pushy!”

     

    Have a Merry Christmas and a Happy New Year!

    To show the immense appreciation we have towards our employees and all the hard work they put in every day, we needed to give everyone a bit of festive fun! Here are a few photos from our Christmas party at local Brighton favourite Donatello’s:

    We hope you have a very Merry Christmas and a Happy New Year!

    Want to get more out of your employee benefits in 2024? Contact our team of expert consultants for free no-obligation advice. Email enquiries@engagehealthgroup.co.uk or call 01273 974419.

  • Industry experts reveal global benefits best practice during latest HR webinar

    Industry experts reveal global benefits best practice during latest HR webinar

    The HR World’s latest webinar addressed the challenges organisations face when it comes to looking after global employees.

    Any HR professional who’s worked across global benefits will know it’s a complex topic. The overarching aim is to deliver consistency and equal opportunity across different locations while permitting local flexibility and personal choice to staff.

    Hosted by Simon Kent, Head of Content at The HR World, the expert panel consisted of:

    • James Carrick: our International Senior Manager here at Engage Health Group
    • Carl Chapman: Head of Marketplace, Ben
    • Dina Knight: Chief People Officer, DataTec and Logicalis

     

    To view the full recording click here for The HR World!

     

    Need one-to-one help? The award-winning employee benefits consultants at Engage Health Group provide FREE advice and bespoke guidance to UK and international businesses. Contact us at enquiries@engagehealthgroup.co.uk or call 01273 974419.

     

    Talking Point #1

    Benefits are not just about money: what do you need for a successful plan?  

    Yes, return on investment matters but there are other things to consider too. Carl Chapman referenced a Harvard Review study which found that 80% of employees would be happy to forgo a pay increase for better benefits.

    But what does “better benefits” mean?

    Dina Knight outlined her approach: “People are looking for more choice and balance. There’s a number of factors to consider. Fostering a positive work culture, ensuring there’s sufficient development opportunities, promoting work-life balance. And ensuring we have that open dialogue with our employees so that we can properly determine what benefits and what that compensation looks like for them. As well as being abreast of market trends.”

    The issue becomes more complex when looking after global employees.

    “Our approach is that we have global policies and global frameworks and then we apply them locally, said Dina. “There are unique healthcare plans for example in the US, or in Asia, so we don’t have a one-size-fits-all approach at all – that’s just not sustainable.

    In other words, have a global approach but implement according to the cultural norms and legal requirements of each country.

    “We work very closely with the local regional HR teams as they are the feet on the ground, they have the local knowledge about the market, internal employee preferences, candidate profiles, etcetera. That communication and alignment is very important.”

     

    Talking Point #2

    How do businesses create a unified experience for global staff?

    Employees need to access those benefits from anywhere in the world and establish a consistent user experience with those services. The panel offered three ways to approach these challenges:

    • Utilise employee benefits platforms
    • Work closely with the local regional HR teams
    • Implement global ‘umbrella’ policies where feasible

    Partnering with an employee benefits platform simplifies and unifies employee benefits, allowing for control, understanding, and equal opportunity for choice. Many benefits platforms also have multi-language capabilities, helping to bridge differences and open lines of communication.

    The main desirable factor these platforms offer? Ease of use! This means less time spent on explaining already complex policies to staff, and allowing employees to feel autonomous in their health and work-life needs.

    But what about the policies themselves? Many HR teams are unaware that single global policies can be used in place of separate local schemes. This another aspect of simplifying the roll-out of health and protection policies. Our very own James Carrick delved deeper into global versus local implementation:

    “For a global perspective, you have global solutions, and if you have a sparse population of members across the globe in many jurisdictions, you may wish to consider a global plan for a harmonised approach and you can ensure your members are fully covered.

    “If you have one or two members in a certain location, you might not get the right medical care you want, unlike what you would get under a global policy. But conversely, if you have a high concentration of members in certain locations, you may wish to look at local plans which is where we have built our partner network.

    “There are mandatory obligations across the globe, complex countries and areas such as the UAE, Netherlands, Australia, Switzerland, are examples of where you have to have locally compliant solutions. This is where we see clients asking for additional support during renewal and setting up.

    “Clients don’t have the time to navigate the complexities of the local legislations and that’s where they are reaching out to external resources – broker partners.”

     

    Talking Point #3

    Is monitoring usage metrics helpful?

    With managing a dispersed workforce comes the task of monitoring utilisation rates of employee benefits and ensuring staff are getting the most out of the benefits available.

    Carl Chapman from Ben offered an interesting take on this one:

    “I’m personally not a big fan of monitoring utilisation rates. The reason I say that is there’s a lot of evolution in benefits at the moment to support people such as fertility or transgender benefits, and the utilisation of those will always be really small but it doesn’t mean it’s not important to those people.

    “Utilisation as a method is useful in some circumstances, but we are all diverse, we all have different needs at different stages of our lives. We shouldn’t be expecting people to be boxed into these categories for utilising products at certain rates. Offer a handful of core benefits and then offer voluntary benefits that can cater for all these different needs. If you give people choice, you have an obligation to educate them to make good decisions.”

    James agreed with Carl’s points but suggested that there’s a still a place for checking the metrics. After all, if there’s an increased uptake of mental health services, it’s important to be aware and understand why that might be.

     

    Are you ready to address the global challenge?

    Global businesses must address the many challenges of investing in an internationally dispersed workforce. But overcoming these challenges is very doable with the right professional support.

    The award-winning team at Engage Health Group have a wide reach of global partnerships spanning 61 countries and territories. Our award-winning experts will give you the best advice and the most competitive quotes on the market.

    Contact us at enquiries@engagehealthgroup.co.uk or call 01273 974419 for FREE no-obligation advice and support.

  • 5 borderless benefits designed for international workforces

    5 borderless benefits designed for international workforces

    Is your workforce scattered around the world? If so, you’ll need to rise to the challenge of providing a consistent level of employee benefit.

    Group Health Insurance, Income Protection and Life Insurance are a few of the typical policies that businesses provide to employees. They might be relatively simple to arrange for a single country, but how do you implement them for a global workforce?

    One common solution is to invest in a single multi-country scheme, as opposed to buying separate national policies.

    So, in this blog post we look at five employee benefits which are designed to extend beyond borders.

    Need one-to-one professional advice and support to find the best international benefits package for your global teams? Contact us at Engage Health Group Ltd on +44 (0)1273 97449. We’re here to answer any queries and offer FREE expert advice.

     

    1. International Group Health Insurance

    UK businesses employ over 5 million people overseas.

    Source: ONS

    Health insurance is consistently amongst the most in-demand working benefits. But it becomes a whole lot more complicated when you’re trying to serve a global workforce. However, a single International Group Health Insurance policy can cover employees in several countries all at the same time.

    This means just one policy to manage and just one person to contact for all your policy queries. This makes it a lot simpler to navigate and less of a headache for HR teams.

    International health schemes are also more comprehensive than single country ones. You’ll typically get a higher level of maternity support, emergency evacuation, travel vaccinations, private doctor visits and access to top healthcare facilities around the world.

    As with any healthcare policy, what’s included will vary.

     

    2. International Group Life insurance

    International Group Life insurance provides a lump sum to covered employees’ families or beneficiaries in the event of that employee passing away.

    International Group Life covers multiple employees across a range of countries, all under one centrally managed plan. This provides your staff with a consistent level of benefit, efficient administration, and all done through a single contract.

    The policy payout can be calculated as either a fixed amount or based on a percentage of an employee’s salary. This provides businesses with an element of cost control, which is always welcome.

    Need help finding an international solution designed to the needs of your business? Engage helps businesses better understand the global benefits marketplace and find ‘perfect fit’ policies. Contact us at enquiries@engagehealthgroup.co.uk or call 01273 974419 for FREE no-obligation advice and support.

     

    3. International Group Income Protection

    Global Group Income Protection ensures employees have financial support if they fall ill or become seriously injured, leaving them unable to work. Coverage is offered on the simple basis that an employee is no longer able to carry out the functions of their job – encompassing many ailments under one cover.

    International Group Income protects your international staff by paying a chosen percentage of their salary (most policies set a maximum limit of 80% of the employee’s wage).

    Expect to receive a host of rehabilitation support included with the package – these are designed to help the employee return to full health faster.

    This borderless benefit acts as a form of international sick pay insurance, supporting your employees all over the world and ensuring guaranteed financial security.

     

    4. Cross-cultural training

    Cross-cultural training programmes help staff learn how to handle cultural differences amongst colleagues or in destination countries. The training programme is accessible for all levels of employees – multicultural teams, business travellers, expatriates, HR teams, short-term international assignees and remote workers.

    Businesses have a range of training programmes to pick from, each targeting specific needs and job roles. These programmes set the foundation for a cohesive workplace, where differences are celebrated, and problems can be managed, providing staff with the tools to navigate people’s difference.

    A successful business with international and borderless teams must embrace cultural differences but also understand differences and how to manage them. Offering cultural training helps international teams stay productive and acclimatise well with different cultures.

     

    5. International Employee Assistance Programmes

    40% of companies are supporting increased flexibility over the country or office employees work from over the next three years.

    Source: HSBC

    International Employee Assistance Programmes (iEAPs) provide a range of employee support services offered under a single platform, addressing the health and wellbeing of your international teams. IEAPs are designed to help each employee, wherever they are in the world, to deal with work-related stresses and personal challenges.

    What’s included in this borderless benefit?

    • Confidential support services 24 hours-a-day
    • Face-to-face counselling
    • Digital tools supporting health & wellbeing
    • Practical employee support for specific issues e.g., legal, childcare, financial, elderly care, work-life balance, relationships, stress, anxiety & depression, life transitions, emotional support (grief, trauma, loss)
    • Employer support for critical/traumatic workplace incidents
    • Multilingual
    • Global access

    The capacity for resilience is important for anyone making their way in the world – and an iEAP is designed to help develop it.

    Investing in iEAPs reflects the growing recognition that a top priority for employers is to support and protect the mental and physical health of their workforce wherever they are in the world.

     

    Which international benefits are right for your company?

    Choosing the right international employee benefits can be challenging, and knowing where to even begin is often half the challenge. As international benefits and health insurance consultants, we understand how important it is to take the time required to ensure that a benefits scheme is precision-engineered to match business and employee needs.

    The award-winning team at Engage Health Group have a wide reach of global partnerships spanning 61 countries and territories meaning we can give you the best advice and the most competitive quotes on the market. By consulting with an experienced international benefits broker you can ensure you’re getting the best cover at the most competitive price point.

    Contact us at enquiries@engagehealthgroup.co.uk or call 01273 974419 for FREE no-obligation advice and support.

     

    Further reading: Why utilising an insurance broker is important for finding the right International Private Medical Insurance policy.

  • Engage compares & contrasts all major UK health insurers (so you don’t have to)

    Engage compares & contrasts all major UK health insurers (so you don’t have to)

    You’ll find many insurance brands vying for your attention when looking for Group Health Insurance.

    At Engage Health Group, we consider all insurers and their various offerings before matching our clients with a policy. There are eight main insurers we work:

    • Aviva Health
    • AXA PPP
    • Bupa
    • Freedom Health Insurance
    • Vitality
    • WPA (Western Provident Association)
    • Benenden Health
    • YuLife

    (Note: other brands exist, but they sell insurance offerings from one of the main providers rather than a distinct offering.)

    Most insurers offer similar core medical benefits, but each has its own unique terms & conditions and pricing structures. The typical exemptions include chronic conditions (incurable and long-term ailments) and pre-existing conditions experienced before the policy starts.

    It’s worth noting too that each provider is expanding the digital services they offer to support mental health and broader employee wellbeing.

    Which insurer has the right policy for your business? Our team of award-winning brokers compare and contrast policies from all the providers to ensure businesses get the best available deals. Call 01273 974419 or email enquiries@engagehealthgroup.co.uk for a FREE consultation.

     

    1. Aviva Health 

    Aviva Health is one the biggest players in the UK health insurance scene, offering a wide range of packages aimed at different business types. Some of its highlight offerings include: extensive cancer cover, dedicated mental health support through its ‘Mental Health Pathway’ and a ‘BacktoBetter’ initiative designed to help those with musculoskeletal disorders.

    A notable characteristic of Aviva’s health offerings is choice. Businesses can opt for relatively simply plans or, for corporate businesses, fully customisable plans.

    Main office locations:

    Eastleigh / Sheffield

    Businesses catered for:

    • Small businesses (one to 99 employees)
    • Medium-sized businesses (100 to 249 employees)
    • Corporate businesses (250+ employees are served under its flexible ‘Optimum’ package)

    Origins:

    • Founded as Norwich Union Healthcare 1990
    • Merged with CGU to become CBNU 2000 – to then become part of the Aviva Group

     

    2. AXA PPP

    As the second-largest health insurer in the UK, AXA PPP provides wide and varied offerings. It provides all the things you would expect, including: standard inpatient treatment, cancer cover, and diagnostic tests and scans. Again, AXA’s plans can be easily tailored to include added-value services such as mental health cover, therapy, travel insurance, and optical and dental care.

    Main office locations:

    Tunbridge Wells / Leicester

    Businesses catered for:

    • Small-Medium businesses (1 to 249 employees)
    • Corporate (250+ employees)

    Origins:

    • Established as the London Association for Hospital Services 1938
    • Acquired by the wider AXA Group 1999
    • Acquired Bournemouth-based specialist online PMI provider, Health-on-Line 2012
    • Acquired SimplyHealth / Permanent Health Company 2015

     

     

    3. Bupa

    A not-for-profit organisation, Bupa is one of the most recognisable names in the UK health insurance industry. Bupa offer the classic health insurance options (in-patient / day-patient treatments), with the option to incorporate full out-patient cover.

    Bupa offers four different options for small businesses, ranging from Select Custom up to Select Complete (the latter, as the name would suggest, offering the most comprehensive cover).

    Main office locations:

    Staines / Manchester

    Businesses catered for:

    • Small-Medium businesses (1-249 employees)
    • Corporate businesses (249+ employees)

    Origins:

    • Founded 1947 (one year prior to NHS)

     

     

    “Not only did Engage Health save us a lot of money on our health insurance and benefits, they also did all the hard work for us in an area that can be a bit of a minefield!”

    For a free consultation and impartial advice contact our award-winning team on 01273 974419 or enquiries@engagehealthgroup.co.uk. 

     

     

    4. Freedom Health Insurance

    freedom health insurance logo

    Freedom Health Insurance is a specialist health insurer offering innovative products and services to businesses. But it’s also underpinned with the kind of services you would expect from a Group Health policy, including full cover for inpatient and day-patient treatment, accommodation in private hospital rooms and extensive cancer cover.

    Main office locations:

    Bournemouth

    Businesses catered for:

    • Small-Medium business
    • Corporate

    Origins:

    • Freedom Health is a family-run company founded in 2003.

     

    5. Vitality

    Vitality is an innovative provider in the UK, particularly in the digital space. For example, its Active Rewards Scheme rewards members for keeping fit and living healthily. This digital app allows members to log their healthy activities (e.g., step-count, gym workouts, swimming metres), and in return members build up points for discounts on products/perks with partner companies!

    However, it also offers the classic health insurance services – inpatient and day patient coverage (covering hospital and consultant fees), outpatient surgery, cancer care, virtual GP appointments, mental health support and more.

    Main office locations:

    Bournemouth / Stockport

    Businesses catered for:

    • Small-Medium business (1 to 249 employees)
    • Corporate (for 100+ employees)

    Origins:

    • Originally PruHealth: 2004 marked the beginning of a joint venture between Prudential / Discovery Group
    • 2010: Became Vitality after Discovery bought Prudential out of their share
    • Acquired Standard Life Healthcare

     

     

    6. WPA (Western Provident Association)

    WPA is a well-established not-for-profit health insurer in the UK market, offering flexibility in their health and wellbeing initiatives. Their schemes can suit specific business needs, with a wide range of services including at-home nursing, private ambulance transport, EAPs, private cover, cancer care, and mental health support.

    Some of the optional extras include things like Overseas Emergency Treatment, GP Services, Dental Care and a Cash Plan arrangement.

    Main office locations:

    Taunton

    Businesses catered for

    • Small-Medium business
    • Corporate

    Origins:

    • Founded 1901

     

     

    7. Benenden Health

    A not-for-profit organisation, Benenden Health offer private healthcare that complements the NHS, giving members access to a range of services – private diagnostic tests, treatments, 24/7 virtual GP, mental health support, physiotherapy and more. While Benenden doesn’t offer the same depth of coverage as other providers on this list, it can be a useful option for businesses with a lower budget.

    Benenden function as a ‘mutual’ society, meaning it is run both by and for its members. Members have a say in how the organisation is run, helping with key decisions. The lowest-cost private healthcare offering from Benenden comes in at £12.80 per employee, per month.

    Main office locations:

    Kent

    Businesses catered for:

    Best suited to smaller businesses which cannot afford more extensive policies.

    Origins:

    • Founded 1905: originally to provide treatment for postal workers suffering from Tuberculosis

     

     

    8. YuLife

    YuLife is a tech-driven insurance company, allowing customers to access healthcare and wellbeing services through its digital app. The YuLife app is aimed at rewarding small behavioural changes in everyday life. Now partnered with Bupa, customers can access private group health insurance directly through YuLife. The aim is to combine cutting edge technology with the resources of a major health insurance provider.

    Main office locations:

    London

    Target audience for health insurance:

    • Small-Medium Business
    • Corporate

    Origins:

    • Founded 2016

     

     

    Need help with your Group Health insurance scheme?

    Engage Health Group is a health insurance brokerage and consultancy which helps businesses negotiate the health and wellbeing marketplace. We work on behalf of businesses, not the insurance industry, so you can be rest assured that you’re getting advice you can trust.

    As well advising on Group Insurance, we also advise on Group Life, Group Income Protection, Group Critical Illness and many other aspects of workplace health and protection.

    Contact our expert team at enquiries@engagehealthgroup.co.uk or call 01273 974419 for FREE no-obligation advice and support.

  • Engage wins Best International Group Advice Firm at the UK Health & Protection Awards 2023!

    Engage wins Best International Group Advice Firm at the UK Health & Protection Awards 2023!

    Engage Health Group were amongst the 750 brokers and providers at this year’s UK Health & Protection Awards which celebrated the very best the industry has to offer.

    Comedian Russell Kane led us through an evening of sharp quips and sharp suits as we kept our fingers-crossed for a second consecutive year of awards success.

    And we weren’t disappointed…

     

    A fantastic win for the Engage International team!

    Just being nominated for a UK Health & Protection Award is a big deal, but to actually win is a testament to the hard work the team has put in to providing a high quality service to our business clients.

    Winners: Best International Group Advice Firm

    The Engage International team, led by Ian Abbott, has dedicated itself to unravelling the complexity of global health and protection policies and making it simpler and more accessible to companies with employees in multiple countries.

    Our team of international brokers have gone the extra mile to win this award with their full commitment to keeping abreast of the latest trends and legislative changes, and sourcing the best health and protection policies in whichever country a company needs them.

    Providing innovative and client-specific solutions was a key reason for our success in this winning this award.

     

    A near-miss for Esme and Stuart

    Two of our team just missed out on individual awards. Stuart Box was nominated for the Best Health Insurance Adviser, and Esme Pearson for Outstanding Newcomer Award.

    While they didn’t win, we couldn’t be prouder for the acknowledgement they both so deserved.

     

    What Engage does differently…

    For the last seven years now we have been building a fantastic, dynamic team of brokers that can adapt to any specific client need, no matter how big or small. This could look like anything, from setting up global health insurance schemes, to helping new businesses launch their employee benefits strategies.

    Our International Director, Ian Abbott, shares why this award has meant so much to his team and Engage Health Group as a whole:

    “We set ourselves apart through the in-depth consultancy we offer on top of the typical broker remit of sourcing quotes and explaining how different policies work.

    “International benefits can be very complicated, but when a business comes through us, we can handle the whole process on their behalf regardless of the countries their employees are situated in or the policies they are seeking.

    “It’s nice to get the recognition for the hard work the whole team has put in, especially by industry peers.

    “We’re keen to grow the team and expand what we can do, by providing new innovative solutions for our clients.”

     

    Well done to Hooray Health & Protection!

    Our sister company, Hooray Health & Protection, came away with a couple of wins too. They won the Best Sales and Retention Advice Team and Best Small Health Insurance Advice Firm.

    Hooray specialises in assisting SMEs and start-ups. They continue to do brilliant work in making employee benefits more accessible to smaller businesses who have traditionally struggled to source the kind of high quality advice which is available to larger businesses. By pooling our expertise we’re able to assist businesses of all sizes with a consistent level of service.

    Charlie Cousins award collection
    Charlie Cousins award collection

     

    What next for Engage?

    Engage continues to seek innovative ways to better help UK-headquartered companies with their domestic and international employee benefits policies. Sourcing and implementing policies needn’t overburden HR teams. We make it our job to reduce their workload and maximise the ROI of any scheme they require.

    If you’d like FREE expert help and advice from an award-winning broker, get in touch on 01273 974419 or email enquiries@engagehealthgroup.co.uk.

  • How to spot disengaged employees (and what you can do to help)

    How to spot disengaged employees (and what you can do to help)

    “When employees are unhappy with their job, they underperform and they’re less productive. Smart employers invest in employee happiness.”

    Hendrith Vanlon Smith Jr, CEO of Mayflower-Plymouth

    A study by Perkbox found that disengaged employees cost the UK economy £340 billion every year due to the associated costs of training and recruitment, staff sickness, lost productivity and stifled innovation.

    The costs can quickly spiral unless you spot the warning signs and tackle the root causes at the earliest opportunity.

    In this article, we explore the tell-tale signs of disengagement and look at the four major causes businesses can tackle.

    Employee benefits play a vital role in improving workplace engagement. Get FREE one-to-one advice from our award-winning brokers on 01273 974419 or email enquiries@engagehealthgroup.co.uk.

    How to spot a disengaged employee

    When staff become disengaged, the signs can be right under your nose but easily missed, especially as these things tend to happen gradually. You might dismiss it as ‘this is just the way that he/she always seems’. However, some of the early warning signs to look out for include:

    • Lack of enthusiasm
    • Poor productivity
    • Lack of initiative
    • Sluggish responsiveness
    • Irritability
    • Careless errors
    • Low mood
    • Poor quality work
    • Reluctance to be involved in team events

    If disengagement is not addressed early, then it may lead to the following:

    • Increased staff sickness
    • Neglected work duties
    • Deteriorating work quality
    • Negative influence on colleagues
    • Keep quiet and stay unhappy
    • Quitting the company

    HR data and tools may also help diagnose such problems, especially if it includes staff satisfaction surveys and general statistics around staff sickness and staff retention – you might see general trends which point to an underlying problem with workplace culture.

    4 major causes of disengagement

    1. Burnout

    Sixty-eight per cent of UK adults mistakenly identify burnout symptoms with anxiety. This suggests it’s a bigger problem than a lot of people realise.

    Causes of burnout include:

    • Heavy workloads and persistent deadline pressures
    • Role conflict/confusion
    • Lack of constructive support e.g., feedback, participation, recognition
    • Lack of knowledge/expertise for the role
    • Long hours

    When staff are stretched too thinly, they may end up doing the bare minimum on several fronts. Work becomes a box-ticking exercise rather than an opportunity for employees do their best.

    Suggested solutions:

    The simple solution is to ensure that employees can report back any concerns about their workload, and figuring out ways to spread the work more fairly.

    2. Lack of opportunity for progression & personal development

    A big contributor to disillusionment is a lack of opportunity for progression or personal development. It’s important for staff to feel they are working towards something, whether that’s new career opportunities or learning new skills. Without this, you run the risk of your employees feeling stagnant at work and in life in general.

    Investing in staff development will help boost their confidence and motivation.

    Suggested solutions:

    Try investing in:

    • Short courses and classes which develop a range of soft or work-related skills
    • Professional development opportunities
    • Career pathways which employees can explore
    • Personal development days in addition to statutory holiday

    3. Ineffective employee benefits

    There are so many employee benefits that can help support a positive workplace culture. In turn, this helps staff remain engaged and able to give their best efforts.

    Suggested solutions:

    • Health and protection schemes: Private healthcare is still a hugely popular benefit as it gives quick access to consultations, diagnostic scans, mental health support and a wide range of treatments. Meanwhile, policies like Group Life Insurance and Critical Illness Cover support provide protection should the worst happen.
    • Employee Assistance Programmes: usually included with a Group Health scheme, an EAP promotes self-care and provides easy stress management tools to help staff with low concentration, poor sleeping habits, and provides them with the tools to tackle everyday health needs.
    • Health Cash Plans: a lower cost alternative to health insurance to help support staff with everyday health needs and problems, providing a range of support such as physiotherapy, counselling, acupuncture, financial training etc
    • One-to-one counselling sessions: these can be either be provided through Health Cash Plans, EAPs, as an add-on to health insurance, or as a standalone product
    • Apps and online mental health services: again, these can be offered with EAPs and benefits platforms, or purchased as a separate product for staff to manage however they need
    • Flexible work arrangements: an easy and cheap way to allow your staff the space and autonomy they need to work in a way that works best for their lifestyle.

    Some extra small workplace changes to help your staff feel heard/listened to:

    • Regular one-to-ones
    • Monitor workloads and scheduling
    • Seek further feedback from staff on certain issues
    • Regular team meetings
    • Regular social gatherings outside of the workplace: staff can connect with colleagues and express themselves in a more relaxed/open environment

    Need impartial advice about employee benefits and healthcare schemes? Engage Health Group’s expert brokers will review any schemes currently in place, or help you set one up for the first time. All FREE of charge. Email enquiries@engagehealthgroup.co.uk or call +44 (0)1273 974419.

    4. No recognition or rewards

    All employees need regular recognition for their work; without it they’ll be left feeling their efforts are going unnoticed. Investing in creative ways to reward the hard work of your employees will boost productivity, retention, and company culture, as well as helping staff feel connected to the company!

    Suggested solutions:

    • Team building events
    • Virtual gifts
    • Promotions
    • Peer-to-peer recognition
    • Employee recognition platforms
    • Performance bonuses
    • Company parties
    • Early Friday finishes
    • Vouchers and gifts
    • Staff discount schemes

    Further reading: 8 ways to recognise remote teams in 2023

    Finding the right support with Engage

    Every employee who feels happy, valued, and listened to at their place of work will be more likely to want to stay at that company and deliver their best work. It’s all about creating a supportive company culture in which employees feel valued and listened to.

    One important element of that is your employee benefits offering. An independent broker like Engage Health Group can help you negotiate the marketplace safe in the knowledge you’re getting advice from people who are working on your behalf and in your best interests. We take the time to talk you through all options available and gather the best quotes and terms from across the market.

    Contact our expert team at enquiries@engagehealthgroup.co.uk or call +44 (0)1273 974419 for FREE no-obligation advice and support.

  • Do you need Sick Pay to go global? There’s a policy for that…

    Do you need Sick Pay to go global? There’s a policy for that…

    Rules and regulations related to sick pay vary greatly in different parts of the world. In some countries you’ll be obliged to cover sickness absence (up to a point), while in others you won’t. But that doesn’t mean your approach to looking after employees should be inconsistent.

    Today’s global employers have the option of investing in a single International Group Income Protection scheme which provides financial protection to multiple employees in multiple countries.

    In this blog post, we put this policy under the microscope:

    • What is International Income Protection?
    • What’s the problem with separate local schemes?
    • Why is sick pay insurance important for remote workers?
    • How to get free expert help

    Looking for global employee benefits and insurance policies for your international staff? Call our award-winning team on 01273 974419 or drop us an email enquiries@engagehealthgroup.co.uk.

     

    International Group Income Protection (AKA Sick Pay Insurance) explained

    What is it?

    International Group Income Protection provides employees and their families with a lump sum payment in the event of them falling ill, having an accident, or developing a disability. Essentially a form of sick pay, it provides extra financial support to employees no matter where they are in the world, going further than the usual sick pay requirements.

    As an international insurance policy, it is designed to cover staff based in different locations and territories, supporting your teams wherever they are based or travelling to.

    How does it work?

    Global Income Protection is paid out if an employee is deemed no longer capable (both physically or mentally) to carry out their job role and duties. Unlike other health and protection schemes, there isn’t a list of included or excluded conditions – it’s merely down to whether they are fit to work or not. The claims process is therefore straightforward.

    Employers have the final decision on how much salary is covered as well as when the payment will kick in (13-25 weeks for short-term cover is typical for this policy). Staff won’t receive income until that time period kicks in. For most policies, employers set a maximum pay-out limit at 80% of the employee’s wage, placing a safety cap on the payments.

    If said employee returns to the workplace but ends up relapsing, payments will pick up again without any additional deferment period. However, remember, this only applies if the return-to-work period lasts less than 60 days and it is for the same health condition as before.

    Income Protection schemes will also provide some rehabilitation support and early intervention services which aid employees in their recovery and ultimately help speed up their return to work.

    How much does it cost?

    Just as it is with many other health insurance policies and products, landing on an exact price point varies depending on a variety of factors:

    • Age
    • Job role
    • Smoking
    • Medical history
    • Number of staff covered (e.g., the more covered, the greater the discount per employee)
    • Coverage provided (e.g., length of deferral period, agreed pay-out amount)
    • Number of countries covered
    • Indexing (coverage can be set to rise with inflation)
    • Extra value services offered by the insurance provider (such as online GP services, return-to-work support services and Employee Assistance Programmes]

     

    Why not go for separate local schemes?

    Investing in International Group Income Protection will provide your business and staff with one central contract, one set of paperwork, one renewal date, all under one language.

    As you can imagine, this makes for a much smoother and simpler process, compared to having lots of different policies in different locations. Doing this will save time and money for HR handling claims. This is true across most areas of employee benefits, whether it’s the systems used to manage and make them available, or the policies themselves. For example, Group Health Insurance, Life Insurance and Critical Illness schemes can be all be purchased as a single policy covering multiple countries – and all made available on a single platform.

    Would you like to ask an expert about International Group Income Protection? Call 01273 974419 or email enquiries@engagehealthgroup.co.uk. We can also gather quotes tailored to your business need without any charge or obligation.

     

    Why Sick Pay Insurance is important for remote workers

    Income Protection provides essential financial support to your staff, giving them peace of mind that they will be supported by the organisation they work for. This reassurance is particularly needed for expat employees, globally-distributed workers, and their families where they might not have access to the same safety nets as they would at home.

    Why else is it so important for a global remote workforce?

    • Provides employees working overseas with vital cover, especially if they have no access to a local business income protection policy
    • Provides one centralised policy covering everyone no matter where they are located, all handled with in one language and through one point-of-contact
    • Protects your business from the impact of long-term sick pay liabilities
    • Provides financial security and reassurance to staff and their families
    • Remote global staff feel more connected to the business and colleagues by being offered the same level of care
    • Provides support services to help employees in their recovery – reducing their recovery time and potentially speeding up their return-to-work
    • Most providers include wellbeing apps and services which give practical day-to-day help to employees across a wide range of issues

     

    Get further support from an international broker

    The first thing that most companies want to know about International Income Protection insurance is how much it is going to cost. The only way of knowing is by getting in touch with an impartial broker who will gather your details and source quotes from across different providers. So, if that’s you, contact us via the form on the right or via the contact details below.

    The award-winning team at Engage Health Group have a wide reach of global partnerships spanning 61 countries and territories which means we can give you the best advice and the most competitive quotes on the market.

    Contact us at enquiries@engagehealthgroup.co.uk or call 01273 974419 for FREE no-obligation advice and support.

  • 4 ways to help your staff return after a leave of absence

    4 ways to help your staff return after a leave of absence

    Returning to work after an extended period away can be daunting and even stressful for any employee. No matter why your staff are taking a leave of absence, transitioning back to the workplace can naturally leave staff feeling anxious and overwhelmed. 

    Long term leave can occur for a variety of reasons: maternity or paternity leave, ill health, mental health issues, or for compassionate leave. Either way, a return to the workplace can be a shock to the system.

    In this blog, we’ve detailed four ways to support your staff make a smooth transition back to work.

    Need helping finding the right employee benefits to support the wellbeing of your staff? Give our award-winning team of brokers a call on 01273 974419 or email us at enquiries@engagehealthgroup.co.uk. 

     

    Build good communication throughout the process 

    It’s important to keep in touch with your staff during their absence and after their return to work. Ultimately, this is about finding out what kind of help you can offer and letting them know that support is there when they need it. 

    Also, ensure your staff are fully aware of what to expect when returning to work, such as any new working arrangements, or if there is additional training required to get them up to speed. Ongoing support might be required, so arrange one-to-one meetings if necessary. 

    The same goes for keeping in touch during the absence period. Communication lines need to stay as open as possible to make sure your away staff feel in the loop with the rest of the business. Though it’s important not to overstep the mark and bombard them with updates they don’t want! 

    Another key area of communication in your business lies with your line managers. They need to be able to hold difficult and sensitive conversations with other employees and understand the support services available to them. Such services might include online resources, wellness apps, Employee Assistance Programmes, health insurance policies and counselling services.

    Adopt the flexible approach 

    Each one of your employees is different, so what might work for one person, might not work the same way for another. So, be ready to adapt to the needs of the person in front of you. But some conditions, both mental and physical, can fluctuate, which in itself requires a little ‘flex’ from an employer.

    Flexibility can also extend to the way in which work is done. Most digital companies are already exercising some form of remote working (whether partial or full time), but flexibility can also be offered in the hours that employees work, AKA ‘flexi time’.

    Flexible working arrangements can be helpful to anyone returning from a leave of absence, not just working parents. Giving your people the opportunity to move at their own pace will reduce the chances of them becoming overwhelmed and suffering any further setbacks – whether they continue to recover from illness, emotional distress, burnout or any other related malady. 

    Address stigma 

    Educate your team! Addressing any potential stigma or lack of understanding in the workplace, especially around mental health issues, will create a supportive and inclusive environment for returning staff. This could be achieved through:

    Recognising that returning to work can be difficult and stressful for a lot of employees is also a way to break down any stigma surrounding the transition. For example, staff could have concerns about their ability to perform their role or anxiety regarding other colleagues. Businesses must be sensitive to this and provide appropriate support and zero judgement to help the transition. 

    Offer the right employee benefits and insurance 

    Setting up the right employee benefits and health policies can help your staff in multiple ways. Below we have listed a handful of employee benefits that can directly help your staff when they are returning to the office, or if they are still on a leave of absence. 

    Group Income Protection

    One of the most direct ways of helping your staff is via an Income Protection scheme. Not only does it pay extra money beyond the scope of statutory requirements, policies also offer expert assistance designed to help employees recover quickly and make a speedy return to work, and sometimes even support them with that transition.

    Group Health Insurance 

    Group Health Insurance gives staff access to private health coverage for a range of treatments and services. Time is often of the essence when it comes to health concerns, so receiving fast treatment is important to help them return to work, but also get follow-up checks as and when required. Services can include mental health support and physiotherapy, but policies will vary so it’s important to check the fine detail.

    Group Health Cash Plans 

    Group Health Cash Plans are a lower-cost option to help support the routine everyday health needs of your staff, with services such as physiotherapy, online GP services, health screenings, eye tests, counselling services and more. This is a great way to get support to your teams which they can access themselves with ease. 

    Employee Assistance Programmes 

    Employee Assistance Programmes (EAPs) equip staff with a toolkit designed to help them to build emotional resilience when dealing with difficult circumstances. Support and services related to mental, financial and emotional wellbeing are provided in one accessible location, at the touch of a button. 

    EAPs are a great offering to help staff access the support services they need whenever and wherever they need them, providing autonomy over their own health and access to professional counselling services.

    Online benefits and wellness platforms

    There are a wide range of digital benefits platforms which host a range of wellbeing tools. Some may include a full service EAP (see above), while others simply have a wide range of wellness tutorials and support tools covering a range of issues related to physical and mental wellbeing. Such platforms can vary massively in terms of features and functionality, from simple phone apps to platforms which integrate with HR software.

     

    Need extra help in knowing how to best support your staff? 

    Having the right support systems and services in place is vital to get your employees back up and running after taking time off from work. As you can see, it encompasses people management, working practices and your employee benefits offering.

    We can help with the latter. Our expert team of award-winning brokers at Engage Health Group will take you through your options and gather a variety of quotes from across the whole market, whether it’s related to Group Health Insurance, Life Insurance, Income Protection or Corporate Wellness Programmes. 

    Contact us at enquiries@engagehealthgroup.co.uk or call 01273 974419 for no-obligation advice and support.

  • International Accidental Death Insurance explained

    International Accidental Death Insurance explained

    No one likes to think about it. And we hope it never happens. But there’s always an outside chance that staff could end up involved in a serious accident – particularly in higher risk job roles.

    Should a fatal accident occur, it’s important that financial and emotional support is in place for bereaved loved-ones. International Group Accidental Death Insurance exists to help families deal with the financial impact.

    Let’s delve deeper into this often overlooked area of life coverage.

    Looking for the perfect international benefits and insurance policies for your global employees? Give our award-winning expert team a call on 01273 974419 or email us at enquiries@engagehealthgroup.co.uk.

    What is International Group Accidental Death Insurance?

    International Group Accidental Death Insurance can be taken out as an addition to an International Company Life policy. It is designed to provide a lump sum to an employee’s beneficiaries should they die because of an accident.

    This lump sum is either set at a specific amount, or is calculated as a percentage of that employee’s salary. It’s a suitable policy for companies with employees based abroad or with expatriate staff on assignment and travelling to different locations.

    The insurance is designed to cover fatalities caused by incidents such as the following:

    • Exposure to the elements
    • Traffic accidents
    • Falls
    • Accidents involving heavy equipment

    Note: it’s always worth checking an individual policy’s list of included incidents as it may vary from provider to provider.

    This type of insurance covers accidental death, not death from natural causes. So, it’s advised to add this onto a Group Life Insurance policy to ensure coverage is there for all circumstances.

    How does this policy work?

    International Accidental Death Insurance can be added onto a Group Life policy. For the beneficiaries to receive the payment, the death must take place within 365 days of the accident and the employee must be actively at work during the time of the event, and not working against any medical advice.

    The lump sum payment (based on the agreed limits) is there to financially protect an employee’s family members in the event of their sudden death.

    Note: the policy doesn’t apply to employees who have engaged in risky activities which has led to death. e.g., drug or alcohol-related accidents, skydiving, mountain climbing or other high risk activities.

    How do you calculate the costs?

    Insurance providers will make their calculations based on your company’s unique risk profile.

    An annual policy is usually better for those organisations with a global workforce present throughout the entire year. On the other hand, monthly or per-trip rates can be a better option for companies with expatriate staff or staff away on occasional work trips abroad.

    Who’s not eligible for this policy?

    This depends on the individual risk and exposure of your global employees. In general, some industries and organisations not eligible for this policy can include marine and military personnel, sports teams, and companies operating in Canada, Switzerland, Australia, and the U.S.

    Need expert help? Contact out team of award-winning advisors for FREE advice and the latest quotes taken from across the insurer marketplace. Email enquiries@engagehealthgroup.co.uk or call 01273 974419. 

    What are the benefits to both business and staff?

    If lots of your staff are working in an environment with either a heightened risk profile or locations with an increased level of danger, having this insurance in place will guarantee some level of support if the worst was to happen. It will help to cover an employee’s family with any unplanned additional costs, providing peace of mind to your staff that their loved ones will be provided for.

    Some more benefits that come from investing in International Accidental Death insurance:

    • Easy to administer (can be added on to a Group Life plan)
    • Adds value to a benefits plan with minimal extra outlay
    • Can cover all staff across multiple countries
    • Protects staff’s loved ones from financial risk
    • Cost-effective way to further show your commitment to protecting your global teams

    Losing a loved so suddenly will be a huge shock for anyone, and the last thing a bereaved family will want to do is deal with the financial ramifications while processing their grief.

    When an Accidental Death scheme is paired with a Group Life policy, you might have access to have additional benefits, such as Employee Assistance Programmes, which provide services to help families deal with the loss of a loved one.

    Upgrade your international employee benefits scheme

    By investing in International Accidental Death Insurance, you are ensuring that employees and their families are protected in the face of unforeseen circumstances while working or traveling abroad. In doing so, businesses will be providing an extra layer of financial security, while demonstrating a clear commitment to the people that work for them.

    It’s crucial to carefully consider any insurance policy, especially when entering the global market. Terms and conditions can vary from provider to provider, while quotes can also differ markedly.

    By consulting with an experienced international benefits broker (like our award-winning Engage team), you can ensure you’re getting the best cover available at the most competitive price point.

    Our expert international team will talk through all your options at a pace that suits you, laying everything out in the clearest possible terms.

    Engage Health Group has huge global reach spanning 61 countries and territories, ensuring you get the best advice available in the global healthcare and protection market.

    Contact the Engage team at enquiries@engagehealthgroup.co.uk or call 01273 974419 for FREE no-obligation advice and support.