We surveyed hundreds of UK employees spanning a wide range of sectors and industries from retail to professional services. The results tell us about employees’ priorities in the wake of the pandemic and how well companies are meeting demands.
In our FREE 19-page report you will discover answers to the following questions:
What are employees’ priorities in the wake of the pandemic?
Do employees feel their workplace supports their wellbeing?
Is wellbeing considered a business priority?
How strong is the correlation between employee benefits and loyalty?
What employee benefits are being made available?
What are the most desired workplace benefits for employees today?
Unsurprisingly, nine out of ten employees listed health as their number one life priority. But it’s interesting to learn what specific benefits are seen as the most important for supporting wellbeing.
At Engage, we believe businesses should take a holistic approach to wellbeing in order to best support workers’ needs. Our survey explores this issue and much more.
Need help formulating an employee benefits scheme? Arrange a free chat with one of our expert advisors. Call 01273 974419 or use the chatbox and we’ll happy to answer your questions.
Today’s HR teams face the challenge of handling increasingly disparate staff. While much attention is paid to the rise of remote working – and the challenges that poses – less is said of the increased international spread of workforces.
In this blog post we examine the driving factors behind this trend, the impact it has on the delivery of employee benefits and how businesses can keep things simple.
If you’d like FREE professional advice on how best to support your international teams, contact the experts at Engage Health Group +44 (0)1273 974419. We’re happy to answer all your queries and help guide you in the right direction.
The rise of the global workforce
According to CoderPad’s tech hiring survey, 40% of recruiters are hiring internationally for roles in other countries. While this brings many businesses perks, it also increases the logistical challenge of deploying employee benefits and maintaining a happy, healthy and motivated team. It also demands a keen awareness of cultural differences.
There are five interconnected factors behind the increased internationalisation of the workforce, including:
The continued advance of online digital technology enabling more fluid communication and a wider variety of duties remotely performed.
The impact of the pandemic which has accelerated the above by forcing companies to adjust their business model toward remote work.
General trends around globalisation, such as ease-of-movement across borders (at least pre-Covid) and less anchorage to geographical locations.
The widening global talent tool, particularly in the digital sector.
Companies’ desire to source the best talent, regardless of where they are in the world.
The pandemic has become a major driving factor over the last two years. The social restrictions it triggered forced many companies to reconsider how they employ talent. More than 80% of CFOs said it had fundamentally changed the way they think about hiring and workforce management. Those who have realised the benefits are unlikely to return to the way things were.
More than one-third (36%) of businesses are increasing the number of international remote workers not affiliated with a local office.
Over the next three years, 40% of companies are supporting increased flexibility over the office or country from which employees work.
There are three main ways that companies develop an international workforce:
Via expat workers: an employee working abroad for a defined period, either on assignment or independently.
Via multinational company locations: the classic multinational company which has branches or divisions in different parts of the world.
Via international remote employees: the most recent trend which sees employees working remotely from different parts of the world.
As this trend continues, HR will be challenged to manage the health, wellbeing, and motivation levels of people in different countries. Part of this challenge is to account for different cultural perspectives, legal jurisdictions and personal needs. That’s no small undertaking for companies with a considerable international footprint.
How to keep global employee benefits simple
One of the problems usually encountered by businesses with global workforces is the complexity of delivering benefits across different locations. Whether it’s companies with satellite offices and/or globe-trotting expat workers, things can get complicated quickly.
The simple solution is to keep everything in one place. Rather than let benefit schemes become a patchwork of different policies for each location, it’s easier – and more cost-effective – to have a single international scheme which covers everyone.
Let’s consider two examples:
Firstly, health insurance. If you have a separate business health insurance policy for each country, that means they must be purchased and managed separately. But if instead, you have a single International Health Insurance scheme you can cover all countries under one policy – a single purchase and everything managed in one place. The savings are considerable, and it significantly relieves the administrative burden on HR.
Secondly, general wellbeing support. This can be difficult to provide consistently across different territories. One of the most popular solutions today is Employee Assistance Programmes (EAPs). EAPs are digital platforms which provide tools, advice and services designed to support employee wellbeing (such as one-to-one counselling support, healthy eating guidance, and much more).
However, operating a separate EAP for each country would multiply the costs unnecessarily. Thankfully, there are International Employee Assistance Programmes which can be set up and managed from one location, once more reducing the burden of managing such schemes and controlling costs.
Are you looking to build and implement a health and wellbeing plan that covers your whole international workforce? Get FREE expert advice from the specialists at Engage. Put your questions to us using the chat feature in the bottom right or call +44 (0)1273 974419.
4 reasons why you should invest in a single international scheme
A single international employee benefits scheme provides several advantages over domestic, single country schemes:
Consistency
International benefit schemes provide a consistent range of benefits and support for all staff across multiple countries.
Even if an employee moves from one country to another, the scheme can be designed to move with them. This saves the trouble (and cost) of removing an employee from a pre-existing policy and enrolling them on a new one.
Generous terms
When you have multiple employees under one policy, you can gain improved terms and conditions. This is the typical ‘bulk buy’ effect. For example, it’s possible to get Medical History Disregarded underwriting on an International Health Insurance plan – this means an individual’s previous medical conditions are overlooked in the pricing and/or terms of the policy. A single national policy is unlikely to offer such generous terms.
Centralised and simplified
Hundreds of HR hours can be saved by bringing together a range of insurance schemes and perks in one place. Different languages, renewal dates, currencies and points of contact can be brought into a centrally managed system.
“Having one central point of contact to administer a group’s international healthcare cover across time zones and languages is costly, so if this burden can be borne by the insurer, the client will save valuable resources,” said Adam Vogt from health insurance providers APRIL International. “Equally, having clearly defined procedures and benefits centrally on a company intranet can ensure all have access and the rules and policy operation are made easier.”
Superior quality
Many international policies will provide more extensive levels of cover than domestic policies. This is particularly true of global health insurance, where individuals may have access to extra services such as maternity care, private GP visits and medical evacuation.
Ready for the road to simplicity?
You should now have a fair understanding of how international insurance products can benefit HR teams and the employees they serve. Whether you’ve already gone down the tangled road of separate national policies and want some relief – or are now seeking ways to look after a newly expanded global workforce – we’d love to hear from you. For FREE no-strings advice call +44 (0)1273 974419 or use the chatbox.
“CBT is learning to stop the cycle of negative thinking… it is the one tool that gets you out of the truly dark spots.” – Mind
Employee mental wellbeing has taken a massive hit over the last two years. Financial uncertainty from rising costs of living, the continued presence and impact of Covid-19, and people struggling with a return to the office are just a few of the factors which can affect people on a day-to-day basis.
However, there’s a positive side to this – an increased awareness of mental health where more and more people are seeking help and guidance. One method that is becoming increasingly popular is Cognitive Behavioural Therapy (CBT), with employees developing strategies to help themselves. CBT can be accessed through:
NHS
Private sector
Charities
Education
Place of work
Forward-thinking employers are providing staff with easy access to CBT. This enables employees to reach out for help and develop the tools for greater mental resilience.
In this article, we talk with NHS accredited CBT therapist, Shay Rosenthal, to learn more about how CBT works, and how it can have a positive impact on employees in the workplace and beyond.
Need professional help finding the best employee benefits to support your teams? Contact our friendly team of experts at Engage Health Group Ltd on +44 (0)1273 974419 or click on the bottom right chat-box.
Cognitive Behavioural Therapy: What is it and how does it work?
CBT is based on how our thoughts, feelings and behaviour are interconnected. Anyone can become trapped in a negative thought cycle, and CBT is designed to break this cycle. CBT can also help people avoid getting ensnared in the first place. This form of therapy looks for practical ways to improve a person’s daily state of mind, helping them break down overwhelming problems into more manageable positive steps.
“In CBT, people learn to recognise and identify patterns in thinking or behaviour which might be keeping their problems going,” says Shay Rosenthal, a CBT Therapist in the NHS. “After therapy we would hope that a person can become adept in this skill to manage future problems, becoming their own therapist.”
CBT can help people with:
Depression
Anxiety
Bipolar disorder
Borderline personality disorder
Eating disorders
Obsessive-compulsive disorder
Panic disorder
Phobias
Post-traumatic stress disorder
Psychosis
Schizophrenia
Insomnia
Substance abuse
Stress
Long-term health conditions e.g., irritable bowel syndrome, chronic fatigue syndrome – cannot cure physically, but can help to cope with symptoms
CBT is often spread across 12 sessions or more for those in serious need, but a brief course of treatment can be helpful for anyone seeking greater mental clarity and resilience. In these sessions, a person breaks down problems in how they think and behave. The idea is for them to learn these strategies and apply them to their everyday lives.
However, we wanted to break this down even further to get more depth on how CBT is applied in therapy and the theories behind it.
Diving deeper into CBT with Shay Rosenthal
Shay outlined two main concepts that are associated with CBT, revealing how and what the sessions focus on.
Cognitive approach (thoughts)
“How you think influences how you feel and how you behave.”
If you are thinking in a certain way, that can influence how you behave and also impact how you are feeling. Those experiences can subsequently reinforce your way of thinking, creating a cycle that can become difficult to get out of.
Shay imagines what this might be like for an employee:
“If I think in such a way like ‘I’m terrible at my job, everyone will eventually find out that I have no idea what I’m doing’, this could lead me to call in sick (behaviour), procrastinate with assignments (behaviour), and increase anxiety, low mood, or hopelessness. These behaviours and feelings will reinforce my initial thoughts about being terrible at my job, making my conviction of these beliefs even stronger.”
Working with people’s cognitive processes allows someone to break down these patterns of thinking, allowing them to restructure and experiment with new ways of approaching situations. This will help them to move away from being stuck in a negative perception of themselves/the world.
Behavioural approach
“Behaviour can explain the maintenance of a problem.”
Another approach taken in CBT is placing our focus on how our behaviour specifically might be keeping our problems going.
Again, Shay outlines a potential employee perspective:
“If I’m scared of public speaking, I might naturally then avoid presentations. This is obviously a very effective short-term solution to avoid feeling anxious. However, this avoidance does not allow us to grow in confidence, and crucially learn more about our fears. This will typically lead to anxiety increasing over time.”
Similarly to the cognitive approach of CBT, a behavioural approach focuses on setting goals that the person wants to achieve through therapy and developing a step by step approach to facing one’s fears. This will build a sense of tolerance or the ability to handle these triggers. Shay explained this in a simple analogy:
“If you think about the first time you went to a new job, you would likely have been very anxious on day 1. If you had run away or avoided doing things / talking to people, that anxiety about your new job would get worse and worse over time. However, when we face things that make us anxious what happens naturally is that as day 1 progresses the anxiety will gradually reduce over time. Come day 2, the anxiety, whilst maybe high at the start of the day will in most cases be slightly less than on day 1. Again if the person perseveres this will gradually reduce again and after enough time that person will no longer be experiencing that same anxiety the had on day 1. We call this process habituation, which is a CBT way of saying “we get used to it”. The key is we learn enough about our fears to make accurate predictions rather than assuming the worst will happen.”
Can CBT help employees and businesses alike?
CBT can be a useful tool in supporting the mental wellbeing of staff so it’s worth considering as part of an employee benefits package. It can also benefit your business by improving team members’ ability to handle challenging situations. Here’s how:
Identifying the cause of disruptive thoughts helps employees discover alternative perspectives – will help staff in accepting different opinions, leading to better performance and improved work relationships.
Fear and anxiety can cause lower esteem, productivity, and retention levels. Understanding what causes fear and how to tackle it allows staff to overcome situations that cause anxiety.
CBT promotes mindfulness. Practising mindfulness improves concentration, reduces stress and anxiety, and reduces presenteeism. Employee engagement will be boosted in a positive work culture.
Freed from anxiety and unhelpful thoughts, the employee can improve their problem-solving skills
An improved ability to overcome challenges boosts confidence
By better managing emotional responses, an employee can improve social and communication skills
Cultivating a more positive mindset can:
Improve focus/productivity
Reduce absenteeism
Promote a healthier/happier work environment
Improve decision making
Reduce stress, depression, and anxiety
Boost employee performance, innovation, confidence, and creativity
Successful CBT programmes can lead to fewer mental health-related absences
These are just a handful of things that employees can develop from undergoing CBT if they need help, making it a win-win for both staff and business.
We help businesses navigate the world of employee benefits and health insurance. Contact our team of AMII accredited employee benefits brokers for FREE expert advice and support. Click on the bottom right chat box or call Engage Health Group Ltd at +44 (0)1273 974419.
How else can you support employee mental wellbeing?
CBT is one of several employee benefits which are designed to aid mental health. Sometimes they are included in an Employee Assistance Programme or Corporate Wellness Programme – so it’s well worth checking if it’s available as an add-on. Below are a few other examples of employee benefits that target the mental wellbeing of your staff:
Over half of all working days are lost each year to high levels of stress or mental health issues. So, it’s certainly an issue that all companies should address. The most important thing is for businesses to encourage a positive, open, and supportive work environment, whether that’s augmented by CBT or other measures outlined above.
At Engage, we take the time to carefully consider financial, mental, and physical wellbeing when helping businesses and HR teams design an employee benefits scheme.
It’s been a couple of weeks since the beginning of our Fitness February competition in the Engage office and we can confidently say that it’s been well received by our teams.
The YuLife step-count challenge was first introduced by Hooray Health & Protection Director Charlie Cousins. Charlie set the scene for the competition, introducing his ‘winning’ team (maybe a tad prematurely!) and laid down the ground rules of what we were all doing for the next few weeks.
But this month has indeed been a busy one. So, let’s have a recap of what Fitness February is all about and how Engage got involved.
What does Fitness February mean in the Engage office?
We split our office into three teams – Hooray, Engage UK and Engage International – all competing for the greatest number of average step-counts. Teaming up with YuLife, we have been keeping a leader board, recording our steps over the course of February.
YuLife is a life insurance company that focuses on inspiring employees to lead healthy and fulfilled lives by making simple lifestyle changes. This is supported by the YuLife App which rewards staff for their efforts with vouchers, discounts, gifted experiences, and more.
To further incentivise the teams, the directors at both Hooray and Engage have promised an extra reward for the winning group. To up the competition further, they have also offered a special prize for the individual employee with the most steps overall! Who doesn’t love a bit of healthy competition?
At Engage, we have been using the YuLife App, amongst other YuLife benefits, since autumn 2021, meaning our teams were already fully acquainted with the app ahead of the competition. This made us confident in our bid to outstep the team Hooray. We had already begun the process of incorporating small everyday changes into our personal and work lives, ranging from mindfulness practices, such as meditation, to challenging each other to walks.
All in all, we were more than ready to get stuck into the Fitness February challenge!
Who are the Engage teams?
We already know about the Hooray team and their desire to win (you can check the details out here!). But what about the rest of us in the office? Both Engage UK and Engage International have four members on each team, giving the groups equal footing.
Engage UK
This team consists of Nick, Boxy, Molly, and me! How are we levelling up so far? What have we been doing to make a difference towards winning?
We have been shaping up into a strong team! Nick has been playing football more, even strapping his phone to himself whilst playing to build up those steps. I have been walking to and from work on the three days I’m in the office (this being a 50-minute walk there and back), really boosting the team’s overall step count.
Boxy and Molly have also proven to be strong contenders, committing to steadily increasing their steps every day of this month.
Engage International
On the International team, we have Ian, Judit, Jo, and Dave. Also proving to be a formidable force, these guys are really starting to go all out!
Dave has taken the competition by storm, quickly rising up the leader board by making frequent visits to the gym after work and spending his lunches on hour-long walks around the area.
For all their talk, the Hooray lot really do need to be watching their backs! Thinking you can take a day off hunkering down in your living room provides the perfect opportunity for the Engage teams to stride into that top spot.
The Engage values: what we’re bringing to the competition
As a health insurance broker, the issue of wellbeing holds great importance – both within our teams and for our clients. This has been brought to the fore during this step-count challenge. Light-hearted joking and friendly competition have been combined with support and encouragement – even for the smallest contributions!
Fitness February has brought our team even closer together and boosted each other’s morale and productivity. But we have also taken improvement seriously.
Improving our physical and mental health by getting outside and moving about has been a huge motivation for a lot of our team members, who are each enjoying seeing changes in themselves.
Here’s what we have been doing:
1-hour walks at lunch
Walking to and from work
1-2-1’s either walking to the pub for a lunch or taking a stroll around the local area
Playing football
Going to the gym
Doing exercise classes
Moving around the office when taking calls
Walking to the shops, post office etc instead of driving
Getting out and about at the weekends – e.g., exploring new parts of the East Sussex coastline (taking tips from each other about where to go/which walks are great in this area). This not only boosts our step-counts but also improves our relationships with one another, as we learn about interests and personal lives.
Pushing ourselves and one another to take those small steps in our everyday lives can often seem easier said than done. Having a focus on team building has demonstrated how each of us can provide that extra bit of support to help someone make a change.
How is the competition shaping up so far?
As outlined in Charlie’s introduction earlier this month, all teams were establishing strategies to ensure our steps would be increasing over February.
We were all pleasantly surprised at how well these strategies were received by almost everyone in the office. Yes, that is almost everyone. Where most of the office has been making the change, there are a few staff that are still falling behind! Alfie has shockingly let the side down so far – but luckily, his steps go towards the Hooray team, working in our favour.
Getting out at lunch is helping everyone massively, and, with the days getting longer, walking home from work is becoming more appealing for a lot of people in the office.
However, before revealing who is currently leading the way at the top of the competition, we thought it was important to mention some difficulties that we’ve encountered so far.
Events this month have often felt out of our control, meaning a lot of us in the office struggled with maintaining a high step count every day and haven’t been able to stay active as much as we would have liked. These circumstances include:
The continuing presence of Covid, and having to isolate to protect others in the office
General illnesses e.g., colds, doctor appointments, sometimes even the odd hangover (although we can fairly say that the last one is self-inflicted)
Storm Eunice hitting last weekend
Just two months into 2022 and it is already testing everyone’s physical and mental wellbeing. Being a part of Fitness February has meant we have been able to focus on something different, teaching us that it’s okay to ease up from time to time.
We are not machines! It is important to understand when to take a step back, when to look after yourself in different ways, and be able to recognise exactly what it is you need at that certain moment.
The current state of the leader board:
But let’s get into what you want to know – who is currently winning?
Hooray were originally soaring ahead with Esme and Charlie sitting comfortably for most of the competition. However, there has been a surprising turn of events.
YuLife Leader Board
Nick has quietly taken the lead, closely followed by Esme, and then with Dave – meaning the Engage UK team are strong contenders to lead this competition across the finish line! However, everything is still to play for – we have a feeling this week is going to be filled with lots of surprises.
Although Charlie began with a confident effort, things appear to have taken a turn for the worse for the Hooray Director. Could Engage UK be taking home the winnings?
What else to expect from February
Alfie aside, we have all been impressed at how much everyone has really gotten into this Fitness February challenge and how much of a positive impact it has had on our team building here in the office. The fact each team member has improved over the course of the month just goes to show how these healthy fitness trends can lead to positive and optimistic attitudes.
For the final week of February, I’m sure there will still be many more challenges that we as an office will have to face – this is 2022 after all, and the world does seem to continue to throw challenge after challenge at all of us.
That is why taking part in these team building activities and events can be so important to the overall wellbeing of employees. The workplace is a great place for people to come together, feel connected, and have a sense of community. We believe the step challenge will provide benefits way beyond February!
Let us know what you and your teams are doing for Fitness February, and any ideas for more competitions that we could take part in for the rest of the year.
To make employees engaged and productive, it’s essential to recognise their contributions and successes at work. Providing financial and non-financial rewards to staff and ingraining this into the work culture is a great place to start.
Reward and recognition are now a must-have for retaining or attracting top talent. However, there is a huge range of employee rewards out there – choosing which ones are going to best work for your company can be tricky.
In this article, we will:
Explain the differences between financial and non-financial rewards
Give examples of these rewards and show how to implement them into your organisation
Explain why it is important to include a mixture of both rewards to motivate and retain your employees
Personalised employee benefits are key to a top employee experience, so understanding your work culture and what it stands for is the first step to knowing what your employees need.
Need professional help and support setting up the ideal employee rewards schemes for your organisation? Contact the experts at Engage Health Group Ltd on +44 (0)1273 97449. We’re here to answer your questions and give FREE expert advice.
Starting off with financial rewards
Financial rewards aim to motivate and inspire staff to perform at the best of their ability, whilst supporting their wellbeing. They have a particular focus on reducing money-related stress and help employees feel confident in their finances.
Below is a range of financial rewards that employers can offer their staff, from the big investments to smaller everyday perks.
Performance bonuses:
Set times during the year
Helps to reach performance targets
Encourages employees to work towards a common goal
Offers a chance for employees to buy something/an experience that is personal and meaningful to them
Gifts:
Personal value, instead of simple cash reward
What are non-financial rewards?
Non-financial rewards focus on prioritising staff’s personal and lifestyle needs. For example, flexible working arrangements can improve work-life balance for members of your team, particularly those juggling family duties.
But there’s also a broader goal of non-financial rewards: to create happy, healthy, and productive workers. Appreciation and recognition are the main elements, each reward aiming to motivate the employee. The options are almost limitless as the below examples prove:
Peer-to-peer recognition scheme:
Celebrates employee success/contributions
Promotes gratitude amongst colleagues, regardless of seniority
Builds strong relationships amongst staff
1-2-1 managerial feedback & praise:
Gives employees the chance to progress – improving the sense of fulfillment
Employee of the Year:
Public recognition
Promotes healthy competition
Encouraging employees to create good habits in their work
Company parties
Birthday celebrations
Flexible working:
Cost-effective appreciation
Improves work-life balance
Prevents burnout & dissatisfaction
Employee pension scheme:
Although partly financial, it also provides peace of mind and reduces associated anxieties
Creche facilities & childcare support
Counselling services
Career progression schemes:
Promotion
Skills development
Early Friday finishes
Team lunches
Get FREE expert and no-obligation advice from our friendly team of AMII accredited employee benefits brokers. We help businesses understand and navigate the world of employee benefits and health insurance. Click on the bottom right chatbox or call Engage Health Group Ltd on +44 (0)11273 974419.
Reap the benefits of implementing financial and non-financial rewards
Ultimately, providing rewards for your staff needs to be about your staff. Maintaining a motivated and engaged workforce who are loyal to your company is what implementing employee rewards should be about.
There are almost infinite ways of combining different employee benefits, but the best approach depends on what is likely to produce the best results both for the company and your employees.
Here we break down the benefits of non-financial and financial rewards:
Pros of non-financial rewards:
Boosts morale, giving teams a real sense of value and appreciation for their efforts
Improves staff retention
Helps to engage staff through recognition
Expresses the business values at the core of your company
Cost-effective
Fosters a culture of generosity and gratitude
Boosts confidence within employees
Builds a sense of belonging
Provides an opportunity for employees to progress and improve based on constructive feedback
Increases appreciation of each team member’s qualities
Pros of financial rewards:
Performance-related pay and bonuses boost job satisfaction, commitment to the company, and trust in management
Supports employee financial wellbeing:
Employees can become solvent
Employees can feel more financially secure
Employees produce higher levels of work with the promise of financial rewards for themselves and their families
The best way to express gratitude and create a work environment that appreciates each member of the team is to use both reward systems together, getting creative with how you incentivise staff.
Everyone is driven by different needs and motivations, so a one-size-fits-all approach just isn’t going to cut it when it comes to rewarding your employees. Ensure your staff are praised through a combination of both financial and non-financial rewards, boosting morale and helping with monetary needs.
At Engage, we carefully consider each pillar of employee wellbeing when working with businesses and HR teams. Our friendly team of experts are here to help with any of your specific employee benefits needs.
Are financial and non-financial rewards something you want to incorporate into your employee benefits scheme? Contact us at Engage Health Group Ltd for FREE no-obligation advice and support.
With Generation Z and Millennials now representing over half the UK workforce, their fresh perspectives and views are also starting to dominate and change employment priorities. Employers have no other option but to consider the new set of values, ethics, and priorities they bring with them.
One of these is a greater push for business sustainability, and a real desire for employers to authentically adopt a green approach to their businesses. The pandemic has highlighted not just the growing need to look after ourselves (in the workplace and beyond), but also to look after the planet.
In this post we examine why younger generations are making a greater push for business sustainability, and what employers can do to align with their values.
“A high salary for work that feels meaningless can only satisfy one for so long, whereas feeling like we’re contributing to the greater good and making a difference has a positive effect on our self-esteem. It can even reduce feelings of burnout”
Need professional help in setting up an employee benefits plan with a cross-generational appeal? Contact the experts at Engage Health Group Ltd on +44 (0)1273 97449. We’re here to answer all your questions and give expert advice for FREE.
How the current climate is impacting a greater push for business sustainability
The pandemic has acted as a catalyst for workplace and social changes that were already beginning. From mental health being more open to a charged socio-political atmosphere taking hold, a push for greater focus on climate change is no surprise!
Around a quarter of respondents from a Cardiff University Survey thought that climate change was now the biggest issue facing Britain in the next 20 years – a clear shift in public opinion.
Covid has meant a massive push towards different ways of working. Strategies and policies that otherwise would have taken years to be properly implemented have been pushed forward. Remote and hybrid working as the most obvious example.
Two-thirds of Millennials and Gen Zs agree with the statement, “environmental changes seen during the pandemic make me more optimistic that climate change can be reversed”, with around 40% believing there will be a greater commitment to taking personal action for the environment and climate post-pandemic.
So, why are these digital natives so certain in their belief that things are finally going to change? Why are these generations, in particular, pushing for greater business sustainability?
Millennials & Gen Z leading the way for green practices
A genuine appetite to put the planet before personal profit and career progression has swept across these generations – on average workers are willing to accept a salary reduction of £8,100 a year.
Now that’s committing to the green cause!
68% of Gen Z feel more concerned about environmental issues than other age groups. Exploring a company’s green credentials is a practice that is becoming commonplace in job-hunting, making it an issue that employers must take seriously. There are practical reasons why younger generations are becoming more selective in this way:
The belief that a sustainable employer is more likely to care for the wellbeing of their staff
A desire for more meaningful work post-Covid
An overall realisation that meaningful work will lead to greater satisfaction and engagement
For this reason, a commitment to business sustainability is not only good for the planet; it will also benefit any employer who wants to attract talent from the widest talent pool. The “green mindset” seems to be spreading across the generations: 51% of all ages say they would be more engaged with the overall organisation and 53% more satisfied with their jobs when working for a company with strong environmental ethics.
Get FREE impartial advice from our team of AMII accredited employee benefits brokers. We help businesses of all sizes negotiate the world of health insurance and workplace perks. Click on the chat feature in the bottom right or call Engage Health Group on +44 (0)1273 974419.
2 simple ways that employers can become more eco-friendly
More and more employees want to feel that their work makes a difference, meaning companies need to improve their eco-friendly credentials in meaningful ways.
Below are two easy and low-cost ways that employers can incorporate business sustainability into their company.
Providing employees with the choice of working from home indefinitely or adopting hybrid flexible working cuts costs and reduces the number of people commuting to work. Providing this sort of flexibility also supports mental wellbeing by recognising employees’ working preferences and personal needs.
Transport is responsible for 27% of the UK’s greenhouse gas emissions, so a change in how we get to and from work will make a huge difference. As outlined above, suggesting remote and flexible working is one way to achieve this. Here are a few other low-cost suggestions:
Cycle2Work Scheme
Electric vehicle salary sacrifice *
Employee discounts for eco-friendly purchases
Travel loan schemes for buses and trains – e.g., bus pass reductions
“Aside from the obvious environmental benefits, electric vehicle lease schemes can create significant cost savings for employees through fuel and national insurance contributions, meaning they have become increasingly popular among firms wanting to help workers manage the rising cost of living.”
– Rob Marshall, Head of Product & Proposition at WorkLife by OpenMoney.
Business sustainability initiatives provide many benefits to your organisation from drawing in the best talent to boosting motivation and productivity. Showing employees that you care contributes to the overall success of any business.
If your employees want to see a shift in the way your company values the planet, it’s important to respond. As we’ve demonstrated, it’s possible to make simple changes at a low cost. Taking action meaningful action will help employees develop a deeper sense of belonging, drive, dedication and purpose, and allow them to take greater pride in the work they perform.
February 3rd 2022 has been marked as Time to Talk Day! It is a national day set up by mental health charities Mind and Rethink Mental Illness, in partnership Co-op with raising £8 million to help bring communities together in improving mental wellbeing.
The day is all about establishing supportive communities to be able to have conversations with family, friends, and colleagues about mental health. It is a day where everyone can come together to talk, listen, and change lives through communication and understanding!
The Time to Talk Day initiative is designed to offer a variety of easy ways to get the conversation around mental health started. From hosting a tea and talk event with your community to setting up a group lunch and activities in the office, however, you decide to get involved, anything will make a difference!
Although we are talking about one specific day, talking about and prioritising mental health is not just limited to one day a year. It needs to be a continual process of acting consciously to acknowledge your own mental health and those around you.
So, how have Co-op gotten involved with these charity partners? And what are they bringing to the mental health conversation?
Raising money by engaging with colleagues, members of staff, and customers on a national and local level
This money will mean charities can deliver innovative new services in communities across the UK to provide people with the support they need
Established Be Kind to Your Mind: includes activities from Co-op & partners; general mental health tips; how to seek support from charity partners
Time to Talk is also offering a free downloadable starter pack to help everyone get involved in the day. The pack includes:
posters
postcards
social media images
conversation starters
bunting
Raising mental health awareness increases the number of people addressing mental health, both within organisations and in wider social circles, which can only be a good thing! And provides many with the opportunity to feel comfortable and talk openly about their mental health when they may not have been able to before.
We all have mental health and all experience lows and highs throughout our lives. Through normalising and talking about it, we can support each other and ourselves.
Why is addressing mental health so important for employers?
1 in 4 people will experience a mental health problem in any given year. Each person’s experience of mental health is different – some will show signs of poor health openly, whilst others mask their signs making them not visible to those around them.
This is something that becomes very apparent in the workplace, where we spend a huge chunk of our lives. The stigma around mental health still very much exists at work, making the process of opening up to employers and colleagues a daunting task.
Employers also have a Duty of Care to their employees. Typically, this involves:
Protecting staff against discrimination
Making sure the work environment is safe
Providing employee perks, where able, which protect physical and mental wellbeing
We can all become overwhelmed by life’s pressures, whether that’s work-related, or due to personal relationships or other circumstances. When the going gets tough, it’s important to have a support system in place capable of intervening. Ultimately, this benefits both employees and businesses.
What benefits and initiatives can you offer as an employer to prioritise mental wellbeing?
There are many ways to work mental health into the conversation in your company, from investing in training to simple changes to behaviour. Whether you can invest financially or not, prioritising the mental health of your employees will benefit your business and help create a sense of community within your team.
Below we have comprised a list of ways you can get the topic of mental health circulating at work:
If you’re a business owner looking to introduce an employee benefits scheme that best targets the health and wellbeing of your staff, we can help! Contact our team at Engage Health Group Ltd on +44 (0)1273 97449 or use the chatbox in the bottom right.
Benefits of addressing mental health in the workplace:
Addressing mental health in the workplace is beneficial not only to the wellbeing of your staff but to the overall productivity and efficiency of your company. Below are a few examples of how promoting mental wellbeing can benefit:
Reduces the stigma around mental health
Promotes open discussion – enabling more people to ask for help
Staff feel more comfortable reporting mental health as their main reason for sickness absence (rather than pretending it’s due to the flu, for example)
Helps to detect early warning signs
Promotes your company as proactive rather than reactive towards your employees
Prevents further serious mental health issues/crisis e.g., suicide or self-harm
Reduces absenteeism and presenteeism
Reduces workplace discrimination
Boosts morale and productivity as employees feel cared for and protected at work
We should be aware and conscious of mental health on an everyday basis, but often this is easier said than done. Time to Talk Day this February is a perfect opportunity for employers and staff to come to terms with just how important prioritising and protecting our mental wellbeing really is.
As we continue to adapt and change in the fall-out of the pandemic, employers need to recognise the need to respond to the changing expectations and needs of employees. And be willing to adapt when they do change!
At Engage, we help you achieve your business goals by ensuring the employee benefits you implement are best suited to your staff needs and business structure. Contact our friendly team of experts on +44 (0)1273 97449 for free no-obligation advice and support.
All good businesses – from start-ups to long-established companies – feel a duty to support the health and wellbeing of their teams. Arguably, this support is never more needed than when a staff member becomes seriously ill.
Group Critical Illness Insurance is designed for just this eventuality. The idea behind it is simple: to help staff recover and return to work in the event of a serious illness.
Being diagnosed with a critical illness, such as cancer or kidney failure, massively impacts lives – emotionally, physically, and financially.
In this article, we clearly define Group Critical Illness and the conditions covered, plus give 4 reasons why your HR team should consider providing this perk as part of your employee benefits service.
If you need professional help piecing together an employee benefits plan for your business, contact us at Engage Health Group +44 (0)1273 974419. We’re here to answer any queries you may have and help you find the right solution for your business.
What is Group Critical Illness Insurance?
Group Critical Illness Insurance is a policy that pays out a tax-free lump sum to an employee diagnosed with a serious illness or medical condition. It provides employees with money that can be spent however they wish – from paying medical bills to grocery shopping to mortgage payments. This policy can be paid for by the business or paid by the employee if it’s offered as a voluntary benefit.
The overall cost will depend on 3 main factors:
Age of employees
Number of employees
Level of cover (multiples of salary, additional coverage for other illnesses)
Payout is usually offered as a multiple of the employee’s salary (2x or 4x the employee’s salary, for example) but can also be offered as a specified amount.
Which conditions are covered?
Investing in core cover will provide insurance for the following health conditions/illnesses:
Arthritis
Blindness
Third-degree burns
Cancer
Coma
HIV
Liver failure
Loss of hand/foot
Kidney failure
Major organ transplants
Cystic fibrosis
Deafness
Dementia
Encephalitis
Heart attack
Heart valve replacement
Motor neurone disease
Parkinson’s disease
Stroke
More health conditions can be added, along with the extended coverage to an employees’ partner and children. Most group policies also come with extra support services, such as Employee Assistance Programmes (EAP), mental wellbeing services/support – making Group Critical Illness Insurance an important benefit in targeting the wellbeing of your staff.
Are you looking to find an employee benefits scheme that targets all your employees’ wellbeing needs? With Engage, you’ll be guided through all the policies, products, and platforms in clear, easy-to-follow language. Use the chat feature in the bottom right for any questions or call +44 (0)1273 974419.
4 reasons for Group Critical Illness Insurance
Here are 4 leading reasons for HR management to offer Group Critical Illness Insurance.
1. Financial
Offering this benefit will cost less than if an employee purchased cover privately, ensuring good value for money and making it very desirable amongst staff. As a lump-sum payment, it is tax-free and can be treated as a business expense. The premium employers pay is regarded as a *Benefit in Kind, making it an affordable way for employers to help their staff with medical costs.
Some examples of how this benefit can financially help your employees:
Medical and non-medical expenses
Prescription costs
Transportation for treatments
Mortgage/rent
Groceries
Utility bills
Car payments
*Note: Benefits in Kind are benefits offered to staff that have a monetary value not included in their salary. For example, a free or discounted gym membership might be worth £50/month – this amount can then be claimed as a business expense.
2. Retention and hiring
Including Group Critical Illness in your employee benefits plan helps employees feel valued. It shows that you care about their wellbeing beyond the workplace.
While every company will claim to care about their employees, those working for the company will know if it’s true or not. And those who are considering working for a company will be looking for meaningful support. Showing a real commitment to the wellbeing of staff will attract future desirable employees to your company, whilst increasing the retention rates of your current staff.
3. Flexibility
Group Critical Illness is easily paired with other employee benefits that will help you build a comprehensive and detailed benefits package for your workforce. For example, Group Critical Illness compliments Group Income Protection or Group Life Insurance. Each of these benefits aims to provide comfort and support for employees undergoing circumstances outside of work.
The fact that many insurance providers offer an EAP as part of the package increases its value. An EAP offers staff tools and guidance to bolster mental and physical wellbeing in a user-friendly way. In other words, you could be purchasing more than critical illness cover when you purchase a business-wide scheme.
4. Wellbeing & return-to-work
The number one priority of any employee benefits package is to improve and protect the wellbeing of your staff. Group Critical Illness provides that support at the time when they need it most.
A critical illness will likely put an employee in financial difficulty which will only add to the stress of the illness itself. The financial assistance provided by a successful claim will give employees a safety net not only financially, but with their mental and physical recovery. It allows your staff the time to focus on their recovery, directing their energy in the right direction.
Who knows, maybe they’ll be well enough to return to the workplace one day?
Every HR team must address the challenge of providing the best possible benefits package within budget. Providing a combination of reactive and proactive support is important.
Group Critical Illness cover is a good example of reactive support as it reassures your people that they’ll be supported when they need it most. But your employee benefits package should also help employees improve – or maintain – their health and wellbeing in the present to reduce the chances of suffering illness in the future.
The key question HR teams need to ask is: how do we provide our teams with the best of both worlds?
Do you need professional advice on how to develop and implement an employee benefits plan that fits with the specific needs of your company? Contact us at Engage for our free, no-obligation advice and support.
From teeth whitening to crowns, and dental emergencies to extractions, a wide range of support can be included in a Group Dental Insurance plan. But like any area of healthcare, dentistry continues to evolve as new technologies and techniques improve the way in which services are offered.
In this article, we summarise the importance of Group Dental Insurance plus look at how BUPA Dental Care has adapted to the pandemic, including some of the fascinating technological advances they have been working on.
If you need professional advice and support navigating the world of employee benefits, contact us at Engage Health Group +44 (0)1273 974419. We’re here to help you find and implement the right scheme for your business.
What is Group Dental Insurance?
Group Dental Insurance offers cover for a wide range of dental treatments, such as check-ups, fillings, crowns, bridges, and X-rays. It can be provided as part of a wider Private Medical Insurance scheme or through a Health Cash Plan.
Costs vary depending on the level of cover offered, but it is mostly paid for either by the employer, as part of a flexible benefits scheme, or by the employee (at a discounted rate) through a voluntary benefit scheme. The scope for flexibility makes it an accessible benefit for most businesses.
What are the benefits of Group Dental Insurance for your business?
53% of employees believe an organisation offering dental insurance cares more about the wellbeing of staff, according to Unum Dental.
Here are some examples of why Group Dental is good for your business:
Shows support of employee health & wellbeing
Reduces absenteeism
Lower in cost compared to most forms of health insurance
Oral care is directly linked to overall health (such as heart disease), so can help protect overall health of employees – improving productivity/lowering presenteeism.
Improves staff retention & recruitment
Partners/dependent children can be included
Are you looking to find the best employee benefits that addresses all your employees’ health and wellbeing needs? Get free one-to-one advice by using the chat feature in the bottom right or call +44 (0)1273 974419.
What’s new with dental care according to BUPA?
Covid has been responsible for increased waiting lists and restricted availability for face-to-face appointments. Like many businesses, BUPA Dental Care has been forced to adapt and innovate.
BUPA has been developing a new type of hybrid dentistry which focusses on bringing oral care to the homes of patients. Meanwhile, routine appointments are now being delivered more conveniently via video consultations, helping to free up backlogs in the process.
BUPA’s new advances target four different areas of the patient experience.
#1 Remote assessment
Remote ways of working became the new norm in the face of Covid. But could dental care really operate that way? Being such a closely physical task, it would seem impossible to digitalise or perform from a distance.
Yet, BUPA worked to find the answer.
After an initial consultation BUPA is giving its patients access to a ‘scan-box’ for their smartphones. These take photos of their mouths which are sent to a dentist to monitor remotely.
The company has developed ‘Intraoral Scanners’ which record 3D impressions of a patient’s mouth and teeth. The digital 3D images are then used to create prostheses (i.e., implants, crowns, dentures etc) and guide procedures.
These developments save time (by reducing travel time to the clinic) and lessens the risk that may be posed by physical interaction.
#2 Dental maintenance and care
BUPA has introduced smart toothbrushes which measure how effectively patients brush their teeth, collecting data as they go. Data is then passed onto a dentist, enabling them to create a tailored care plan. This information can also be shared with insurers to develop ways of rewarding good oral care – if the individual gives their permission.
Dental maintenance is one of the key factors in oral health. This leads to reduced claims and protects employees against more serious conditions like heart disease and dementia.
Poor maintenance can also lead to agonizing tooth pain. It can be disruptive and stressful, putting strain on mental wellbeing and the ability to focus. Poor oral health might seem like an isolated problem, but its impact goes much further for sufferers.
#3 Convenient access
BUPA is one of the largest UK dental networks with 488 dental practices and more than 2,500 dentists! Such a wide reach means that most employees will have access to at least one local dental practice, reducing workplace absences and travel time.
Improving access further, BUPA are moving all their forms to online platforms. Patients can then fill out paperwork ahead of their appointments, reducing the chance of a backlog.
#4 Real-time appointment schedules
BUPA has developed a new cloud-based patient management system, promoting convenient and effective care. The digital database offers current information, remote virtual appointments, and streamlines appointments to reduce face-to-face time.
An intelligent booking system will send out reminders of appointments as normal, but also react to delays by giving patients an updated appointment time. Access to this information at the touch of a button reduces time away from the workplace.
Can your team benefit from innovations in healthcare?
New advances in healthcare provides businesses with exciting opportunities to better protect the health and wellbeing of their teams. Improved services which are easier to access are ideal for employee and employer alike – in essence achieving maximum support with minimum hassle.
As employee benefits consultants, we’re fascinated by how insurance products and offerings continue to evolve to better serve their customers. We keep abreast of these trends to better serve businesses and the employees who stand to benefit.
At Engage Health Group, we work across the health and wellbeing marketplace to ensure you find the right policies at the right price, and ensure your whole benefits package provides prices from across the market.
Contact our expert team at enquiries@engagehealthgroup.co.uk or call 01273 974419 for FREE no-obligation advice and support.
The legal profession has long had the reputation for being a work hard, play little profession. Too often leisure time is taken up by long hours, difficult cases and extra-curricular learning.
As the whole country still recovers from the fallout of COVID-19, there is a greater emphasis on personal development and wellbeing. The mental health of lawyers is something that firms need to address if they want to retain the best employees.
Large prestigious legal corporations (Legal 100 and Silver Circle firms) are leading the way in this respect. Almost all of them offer:
Private Medical Insurance
Life Insurance
Income Protection
Pension contributions
Employee assistance programmes
Critical Illness cover
Dental Insurance
Plus other luxurious perks and benefits.
Having these extra benefits shows that you are a firm that goes that extra mile for your employees. In this competitive industry, it’s a must.
If you’d like FREE quotes & advice on how to develop your employee benefits strategy, call one of our experienced brokers today on +44 (0)1273 974419 or fill in the form on the right.
5 UK law firms leading the way with employee benefits
We have handpicked five UK based law firms who we believe are providing excellent support for their employees, setting the standard for other firms in how to develop their wellbeing strategies.
Stephens Scown, based in Devon, Cornwall, and London, is a law firm with hundreds of employees specialising in rural, food & drink, tourism, mining and renewable energy. For 7 consecutive years, Stephens Scown has been on ‘The 100 Best Companies to Work For’ list. They aim to establish a work environment where their employees feel respected, trusted, and valued.
This ranking can only be achieved through a comprehensive employee benefits scheme:
Private Medical Insurance
Group Life Assurance
Auto-enrolment Pension Scheme
Shared-ownership Bonus Scheme
Performance-related Bonus Scheme
Employee Assistance Programme
Cycle to Work Scheme
Enhanced Maternity & Paternity pay
Mentoring programme
25 days holiday – rising to 30 days for partners & directors
1-day extra birthday holiday
Flexible Working
Free annual flu vaccinations
Reduced fees for legal services
Funding for qualifications
Study Leave
3 days volunteering leave each year
Social – end-of-month drinks / art club / choir etc
Employees have an equal share in profits under the scheme ‘Scownership’
Girlings Solicitors is a Kent-based law firm (since 1881) specialising in commercial, family, and individual clients with over 70 employees. With employee personal development high on their agenda, Girlings offers a range of employee benefits:
Private Medical Scheme
Pension Scheme
Discretionary Bonus Scheme
Employee Assistance Programme
Perkbox Benefits and Reward Scheme
Staff forum
20-30 days holiday plus paid bank holidays
Additional holiday at Christmas
Social Activities
Childcare vouchers
Long Service Awards
Eye Care vouchers
Parking permits
Corporate Social Responsibility Activities e.g., Macmillan Coffee Morning, Wear it Pink)
Do these ideas appeal to you, but struggling to see how they could fit together to suit your firm? Get in touch with the team at Engage, where we take the stress out of employee benefits. Call +44 (0)1273 974419.
DMH Stallard LLP is a South-east based law firm established in only 1970. The secret to their success starts at the core, with their employee benefits:
Private Healthcare
Life Assurance
Contributory Pension Scheme
Employee Assistance Programme
Cycle to Work Scheme
25 days paid holiday
Extra day off for birthday
Interest-Free Season ticket loans
Childcare vouchers
Discounts on Legal Work
Dress Down Fridays
DMH also places a huge emphasis on career development in their firm. Created in 2015, the Annual Review of Objective Meeting encourages the review of performance, learning and development needs.
The Southern and Thames Valley-based Coffin Mew promotes a transparent and inclusive culture for their hundreds of employees, ensuring that all staff are kept up to date with the law firm’s vision, values, and strategic plans.
Their employee benefits include:
Private Medical Insurance
Life Assurance
Pension contribution – increases with length of service
Company Sick Pay above the statutory
Maternity & Paternity Pay
Holiday for birthdays & a holiday buy and sell scheme
Flexible working – including a phased return to work
Brachers is an award-winning law firm based in Kent, with 167 employees and an ethos of family amongst their employees. Brachers encourage their staff to think creatively and innovatively, ensuring an emphasis on employee respect and value. Employees choose a charity every two years offering an opportunity to get involved in organising fundraisers and events – bringing employees and the community together.
Brachers also offer employee benefits to their lawyers:
Private Medical Insurance
Pension contribution
Life Assurance
Group Income Protection
Competitive Salary
Up to 26 days paid holiday
Staff Discounts
Discretionary annual bonus scheme
Choosing the right employee benefits for your firm can be confusing and difficult. But these 5 individual law firms show that it is possible!
Are you looking to find the best employee benefits solutions that targets all your employees’ wellbeing needs? The team at Engage will help navigate you through all the policies, products and platforms. Use the chat feature in the bottom right for any questions or call +44 (0)1273 974419.
Why it is important for law firms to provide top employee benefits for their staff?
Having a developed and well-thought-out employee benefits scheme at your law firm is rewarding for both employer and employee. Employee benefits create a positive work culture, where staff feel valued by the firm they work for and, in turn, will work harder for a company that makes them feel like an important part of the team. This also means a higher level of retention, recruitment, productivity, engagement, and risk management. A win-win for everyone, with health and wellbeing as a top priority.
