Engage Health Group

Category: Knowledge Hub

  • Top 5 EAP providers for UK businesses

    Top 5 EAP providers for UK businesses

    Employee Assistance Programmes (EAP) are a fantastic way to help staff handle anything that life and work might throw at them, providing proactive support with a range of emotional and psychological issues. But there are many EAPs out there on the market, each with their own set of price points and features.

    We’ll explain exactly how they work and look at the services offered by five leading EAP providers in the UK.

    Need helping finding the right EAP for your business? Get FREE one-to-one advice from our award-winning friendly team on 01273 974419 or drop us an email at enquiries@engagehealthgroup.co.uk.

    What is an Employee Assistance Programme?

    Employee Assistance Programmes are designed to support the general mental health and wellbeing of staff. EAP providers offer a range of services which usually include access to professional counselling sessions, self-help tools and activities, and discount schemes.

    EAPs are accessible under one platform, helping employees to manage problems in work and in life in general. An EAP can help with the stresses and strains associated with:

    • Financial worries
    • Work-related issues
    • Family problems
    • Legal difficulties
    • Housing insecurity
    • Substance abuse
    • Gambling addiction
    • Stress, anxiety, depression
    • Bullying and harassment
    • Feelings of isolation
    • Domestic violence
    • General health and lifestyle issues

    An EAP is not just designed to help those in serious need and you don’t need to be going through a traumatic event to benefit from it’s services! The resources provided are there to improve general emotional resilience, teaching staff how to reach their own inner calm, and feel equipped to handle anything life throws at them.

    Employee Assistance Programmes are accessible for many types of company – big or small – due to its adaptable nature and the wide range of services on offer!

    5 EAP providers to check out

    #1 TELUS Health (Formerly LifeWorks)

    TELUS Health is an EAP provider that covers over 20,000 different businesses, offering support for over 26 million individuals internationally, having joined forces with LifeWorks in 2022. TELUS Health has developed a modern EAP service, with 24/7 counselling and online wellbeing resources to help staff reach their fitness goals and bolster their inner resilience. They also offer savings and discounts on daily essentials and key life events.

    On top of the core coverage, TELUS Health also offers some innovative extras to their programme:

    • Access to a digital news feed providing resources on general wellbeing and the latest updates
    • Discounts on retailers, restaurants, fun activities, daily grocery shop
    • Tools for business owners to track analytics, engagement, talent retention, and productivity
    • Work-life balance support

    #2 Care First

    Care First is an international EAP provider experienced in working with small businesses, as well as larger organisations from across different industries varying in size from 25 to 220,000 employees. Care First has a particular focus on its counselling services and people management tools, including all the traditional EAP features.

    An incredibly helpful option Care First offers is its service integration, ensuring that there are no overlaps or interference with any pre-existing services, potentially helping businesses save money in the process. Every client is unique and so should their EAP service be! Care First works to fit the services seamlessly with any existing business services such as Occupational Health and Absence Management.

    Care First also includes specialist SME solutions to provide the most efficient and affordable cover for small businesses. They have designed a bespoke service for businesses with between 35 to 1,000 employees.

    Would you like to speed up your fact-finding mission by talking to an impartial broker? We’ll be happy to field all your questions about EAPs and give our expert verdict. Get in touch at enquiries@engagehealthgroup.co.uk or call 01273 974419 for no-obligation advice and support.

    #3 Spectrum Life

    Spectrum Life provides mental health and wellbeing support to members and staff of over 2,000 organisations across both Ireland and the UK. Its EAP supports over 4 million active users. Spectrum Life provides Total Mental Health (a professionally accredited mental health resource), digital clinics covering everything from parenting to ergonomics and a range of wellbeing support services. Spectrum Life use its digital platform to provide a single connected solution, combining onsite wellness, digital wellbeing, Employee Assistance Programmes, and health screening.

    Spectrum Life also provides access to a catalogue of mental health seminars and workshops, as well as a variety of digital wellbeing events. They have more than 6,000 wellbeing events booked each year! These can provide extra support and insight to staff and employers, improving their mental health and wellbeing even more – and learning along the way!

    #4 Health Assured

    Health Assured is an award-winning EAP service provider, offering support to over 15 million people in over 160 countries, making them the largest independent UK and Ireland provider. Health Assured offer a variety of services, providing support to many organisations across a range of industries from public, private, and non-profit sectors all the way through to student assistance programmes.

    Health Assured also includes:

    • 24/7 helpline to counsellors, legal, and financial specialists – always answered locally in the UK.
    • My Healthy Advantage: smartphone app and personalised wellbeing tools and content; including videos, webinars, health checks, coaching.
    • Access to a global network of over 1,500 counsellors, trainers and critical incident responders across different communication platforms.
    • Report analytics, management information, organisational benchmarking.

    #5 ComPsych

    ComPsych is a leading international EAP provider based in the US, with one of the largest customer bases in the world, providing support to over 68,000 businesses and 139 million individuals globally. ComPsych’s ‘GuidanceResources’ platform includes its EAP, alongside behavioural health, wellness, and absence management services.

    The company’s global reach and network enables multinational employers and businesses to have a centrally managed EAP to offer to all their staff wherever they may be based. ComPsych, like any good EAP, looks at things from a holistic perspective with a extensive team of in-house specialists on hand to help address a wide variety of needs.

    Employees can access their EAP services in different formats and languages, boosting the overall accessibility for businesses for those with a global reach or expansion goals. Training resources are also provided on wellbeing subjects, including mindfulness and management skills to help members address any life challenges they may face.

    Which EAP provider is right for your staff?

    Finding the right EAP provider can quickly become overwhelming with hundreds of international and UK-based providers all offering different features and price points. However, as an independent benefits and health insurance broker, we can advise on the one which works best for your business and how it interacts with any other benefits you already have in place.

    Remember: most health insurance providers also offer a free EAP with their policies. For example, Bupa’s EAP and AXA’s EAP both come included with their Group Health Insurance plan. So if you’re considering buying a health policy, it might be wise to delay making a decision right away.

    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. We advise on all things employee benefits and health insurance, ensuring your staff’s wellbeing is protected and their needs fully addressed.

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

  • What health coverage MUST businesses provide to US employees?

    What health coverage MUST businesses provide to US employees?

    Health insurance is one of the biggest hurdles for businesses seeking to hire employees in the US.

    There’s no denying that it can be both outrageously expensive and infuriatingly complicated.

    Four out of five (79%) of SME business owners in the US said that health insurance costs risked eating up their profitability, according to a report by Enterprise Bank & Trust.

    Some companies are legally required to provide health insurance to US employees. But even if your business is exempt, employees are likely to expect it anyway – most working age people receive health insurance from their employer.

    In this blog post, we examine the legal requirements placed upon businesses and reveal what US employees commonly expect from their employer.

    Need one-to-one advice related to healthcare requirements in the US? Speak to our award-winning team of international experts for FREE advice without obligation. Call us on +44 (0)1273 974419 or email enquiries@engagehealthgroup.co.uk

    What are the mandatory requirements and who do they apply to?

    Companies with an average of at least 50 qualifying full-time employees (defined as a minimum of 30-hours a week) in the prior calendar year must offer a health insurance plan.

    Under ‘employer shared responsibility’ regulations, at least 95% of full-time employees must be offered “adequate and affordable” health coverage, including to qualifying ‘dependents’ under the age of 26 (i.e. an employee’s son or daughter).

    Failure to meet obligations will see employees hit with a fine which may be greater than what the group healthcare plan would otherwise cost.

    How much coverage should an employer offer? 

    To provide what’s deemed ‘minimum value’, the health plan must cover at least 60% of overall medical costs for a standard (or average) population. Medical costs are calculated based on an estimate of the cost of services likely to be claimed on the plan. The employee then pays the rest of the cost (a maximum of 40%) – BUT, you can only ask an employee to pay up to 9.12% of their household income towards the cheapest health plan you’re offering.

    Under the Affordable Care Act (ACA), a health plan must cover, as a minimum:

    • Outpatient care (hospital services that don’t require an overnight stay, including consultations, tests and outpatient surgeries)
    • Emergency care
    • Prescription drugs
    • Hospitalisations
    • Maternity and newborn care
    • Mental health counselling services
    • Laboratory services (diagnostic tests including X-rays, blood tests and more)
    • Substance abuse services, including counselling
    • Rehabilitation and habilitation services (services which assist with recovery from injury or illness, and disability assistance)
    • Paediatric services (including routine check-ups, vaccinations, oral and optical care).
    • Preventive and wellness services (such as health screenings, vaccinations, and support for chronic conditions)

    Employers can of course choose to add more services such as dental and optical care or birth control.

    What’s the penalty for failing to meet ACA requirements?

    There are two different ways that a business can fail to meet requirements:

    1. They fail to offer coverage to their employees
    2. They offer coverage to all employees but fail to cover enough of the cost

    In the first case, they need to cover at least 95% of full-time employees (those working 30+ hours a week). Failure to do so attracts a fine of $2,880 per full-time employee, as of 2023.

    In the second case, the penalty for an employer that offers coverage that isn’t affordable and/or doesn’t provide minimum value is $4,320 per full-time employee who obtains a premium tax credit in the marketplace.

    Figures are updated each year at the IRS website.

    To receive business-specific advice related to US healthcare and global employee benefits, contact our team of international specialists. Our advice is given free of charge and there is no obligation to take things further. Call us on +44 (0)1273 974419 or email enquiries@engagehealthgroup.co.uk

    What do employers typically offer?

    Almost all multinational companies provide supplementary medical benefits through a Group Health Insurance plan, and approximately 50% of SMEs also offer coverage in this way.

    (Note: the largest companies self-insure, which means they pay for health treatments through their own finances rather than out of an insurance policy.)

    Companies typically buy a US Group Health Insurance plan in one of the following ways:

    Preferred provider organisation (PPO) plan:

    A PPO plan is provided by around two-thirds (66%) of large employers, making it the most common means of purchasing healthcare, according to data gathered by Axco. The employer or the insurer can negotiate fees with the PPO to gain access to a network of hospitals and medical professionals. They can also get access to medical services outside of the network, which makes this a higher cost means of Group Health Insurance in the US.

    High deductible health plans (HDHP)

    HDHP’s are rising in popularity with approximately 58% of large businesses now providing health insurance through it. The employer pays a lower premium, but then has higher payout costs in the result of a claim. This often makes it a better choice for businesses with a younger, healthier workforce who are less likely to make a claim. Emergency and urgent care may be provided outside of the network if it’s with an approved provider, but non-urgent care isn’t covered.

    Health maintenance organisations (HMO)

    An HMO is a lower cost alternative to a PPO, which requires the selection of a primary care physician upon enrolment and in-network coverage only (no coverage out of network).  These can work for regional provider access areas. This means that healthcare is usually restricted to a particular locality, though emergency services can be accessed. Around 18% of large organisations provide a HMO according to Axco.

    Miscellaneous health provisions:

    Other health benefits typically offered by businesses include:

    • Dental insurance (offered by 40% of employers)
    • Optical insurance (25% of employers)
    • Wellness programmes (65% of multinationals and leading local employers, 25% amongst SMEs) – may include EAPs, health screenings, exercise programmes, counselling and more
    • Telemedicine (offered by around 95% of medium-to-large organisations)

    Source: Axco

    What are US employers expected to provide?

    We now understand what businesses are obliged to do, but what are they expected to do? Even smaller companies free of any legal requirement to provide health coverage, may have a commercial pressure to do so explains US healthcare broker, Ed Ligonde:

    “It’s a war on talent right now and if you don’t have a fairly comprehensive benefit package, then you’re going to lose out on the talent you’re looking for.  Employees are looking for a benefits package that helps them both at work and in their personal lives.  Therefore, investing in a benefits package, but also something that’s pretty strong, is becoming table stakes now and expected from applicants.”

    In other words, offering a basic healthcare package to US employees is a minimum requirement if you want to employ capable people.

    “Company health provision ranges in strength from offering only medical, to offering retirement plans, lifestyle benefits, wellness initiatives and dental, vision, life insurance, disability insurance… benefits that promote overall wellbeing,” adds Ed.

    “But medical coverage is the number one driver, since the healthcare system here is at times difficult to understand and pay for that having medical coverage is expected for any employer even with less than fifty employees.”

    Need help navigating the US health market?

    US healthcare is fiendishly complicated for any business expanding into the US. It’s also rather expensive. This means that getting impartial advice from experts is so important. At Engage Health Group we have a team of international specialists ready to field your questions related to US healthcare and they won’t charge you a penny.

    Call us on +44 (0)1273 974419 or email enquiries@engagehealthgroup.co.uk

  • Is it worth investing in a global Employee Assistance Programme?

    Is it worth investing in a global Employee Assistance Programme?

    How do you look after the mental and emotional wellbeing of employees working from different countries? It can be a tough ask when your employees are scattered here, there and everywhere!

    International Employee Assistance Programmes (iEAPs) have been designed to meet this very challenge. 

    And they are increasingly popular: the number of UK employees seeking support from their Employee Assistance Programmes leapt by nearly 350,000 between 2020 and 2021.

    In this article, we provide a jargon-free guide to iEAPs which explains:

    • How an iEAP works
    • The process of buying an iEAP
    • How much it will cost
    • The benefits it can bring to your business and employees

    Need help finding the perfect international benefits for your global staff? Give our award-winning team a call on 01273 974419 or email us at enquiries@engagehealthgroup.co.uk. 

    What is an International Employee Assistance Programme? 

    An International Employee Assistance Programme (iEAP) is designed to provide global staff with the tools they need to tackle work-related problems, personal issues, and general everyday health and wellbeing needs. 

    iEAPs can be accessed from just about anywhere in the world, using a mobile or desktop app. This toolbox of health and wellbeing services enables staff to take control of their own health and prepares them for anything they might encounter which impacts their physical and mental wellbeing. 

    What’s typically included? 

    The services usually offered with iEAPs vary from provider to provider, but most will offer the following tools and services: 

    • 24/7 confidential support services 
    • Legal support
    • Financial advice 
    • Childcare support 
    • Work-life balance management tools 
    • Stress support
    • Relationship support 
    • Alcohol/drug abuse support
    • Anxiety and depression services 
    • Life transition tools
    • Grief, bereavement, trauma, loss services 
    • Multi-lingual capabilities
    • Counselling services e.g., CBT, face-to-face sessions, virtual sessions 
    • Data confidentiality 
    • Employer support to help with critical incidents/traumatic workplace incidents 
    • Access to staff engagement stats to measure what’s being most useful 

     

    How do you buy a Global EAP? 

    Global Employee Assistance Programmes can either be bought as a standalone product from iEAP providers, or as an additional service included in an International Business Health Insurance plan. 

    If opting for the standalone option, your selected iEAP provider will set everything up for you and  your staff as quickly as possible. This also includes all the necessary documentation, guidance and contact information for staff. 

    If you’ve purchased an iEAP as part of an International Health Insurance policy, it’s important to promote it to your staff – so they know that it exists and how to use it. We are surprised by how often this is forgotten (but as a broker, we always help our clients with this step!). 

    For an iEAP to be a good investment, it’s important that staff know it’s there and how to use it!

    Would you like one-to-one advice about Global Employee Assistance Programmes and the practicalities of investing on one? Engage Health Group is an expert brokerage and consultancy which offers its advice for FREE. Contact our award-winning team on 01273 974419 or email us at enquiries@engagehealthgroup.co.uk.

    How much does an iEAP cost? 

    There is no set menu of price ranges for iEAPs. However, according to the UK Employee Assistance Professionals Association, the rough estimation for an EAP lies between £5 and £15 per person. Price points are influenced by a range of factors, each based on the specific and unique needs of your business:

    • Number of employees: products are designed for different workforce sizes, the more employees the bigger the per person discount
    • Location of employees: it’s more expensive to provide in different areas of the world due to the varying costs for professional services attached to the product, such as counselling support 
    • Features included: there is often some choice on which features to include, for example an employer can set an upper limit on access to consultations
    • Purchase method: it can be bought as a standalone service or bolted on to a global health insurance policy

    What benefits will an iEAP deliver?

    Investing in an iEAP can deliver a range of benefits, including:

    • Provides a broad range of wellbeing services that anyone can benefit from, all accessible under one platform 
    • Multi-lingual capability and services, making it truly accessible to the whole global team 
    • Supports staff to better handle whatever life and work throws at them
    • Reduces staff absence rates
    • Boosts productivity and wellbeing 
    • Reduces pressure on HR  
    • Low-cost support compared to other global insurance benefits 
    • Highly beneficial to expat staff where the stresses and strains of being away from home can be particularly challenging
    • Support from therapists and psychologists who can assist both on-location employees and HR teams should any major incidents occur such as terrorism, social unrest or natural disaster.
    • Impressive ROI: according to the Employee Assistance Professionals Association (EAPA), every £1 spent on an EAP will return £8

     

    Get FREE one-to-one advice on iEAPs

    Finding the right International EAP service provider that fits with your business needs can be challenging. There are hundreds of providers each vying for attention with a range of price points and services included. Speaking to an independent broker, like the team at Engage Health Group, can help.

    Our friendly and expert international team will talk through your options at your pace and explain in practical terms how it might address the needs of your specific business and at what price point. 

    At Engage Health Group, we have a huge global reach spanning 61 countries and territories. We guarantee the best advice and deliver the most competitive quotes in the global healthcare and protection market to help support your remote international workers. 

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

  • To renew, or not to renew? That is the annual question…

    To renew, or not to renew? That is the annual question…

    As your Company Health Insurance policy nears its renewal, you’ll want to review all available options and ensure you are still getting the best possible deal. 

    You might be tempted to take the easy route and hit the renewal button. However, taking the time to review your policy and look at what other insurers are offering, could result in the discovery of a far superior and more cost-effective policy. 

    Today, we look at the health insurance renewal process, detail the forces which affect the premium and highlight the role played by brokers like ourselves.

    Will you renew your Group Health Insurance policy? Before making any hasty decisions, get FREE one  -to-one advice from our award-winning team on 01273 974419 or email enquiries@engagehealthgroup.co.uk. 

     

    How does the renewal process work? 

    Each year, health insurance policies are up for renewal, allowing you to reassess what your policy is bringing to your business and staff. 

    Your insurer will typically release the renewal premium approximately 6-8 weeks before the annual renewal date, letting their clients know of any changes to the policy benefits. 

    As a policyholder, you have the legal right to change policy or provider when your contract is finished. 

    The health insurance renewal process begins around 4-6 weeks before your policy expires. At this point you can make a final decision about your health insurance policy. If you decide to renew, you’ll be filling in a renewal application, providing any updated employee data, providing claims data (if necessary) and negotiating any amendments to the policy.  

    The process is best overseen by a health insurance broker who can review the health insurance market to see if superior deals are available and negotiate a better deal from the provider. They can also highlight any important changes in a policy’s terms which may affect its value to your business.  

     

    health insurance renewal
    health insurance renewal

     

    7 things to consider at health insurance renewal 

    When health insurance comes up for renewal, it’s time to reconsider what your policy is bringing to your business and your people. Below we have listed some key questions to consider: 

    • Can you find a better deal elsewhere? Have your reviewed other providers?
    • Have there been any changes in staff demand for specific areas of health and wellbeing support? For example, is there more demand for mental health support, eyecare or physiotherapy? (Workplace surveys can help with this).
    • Are there features which could be cut from your current health insurance plan that your staff aren’t using? If so, this could help lower the premium.
    • Has there been an increase of claims from your staff? 
    • Is your team demographic due to change? Are you ramping up recruitment? 
    • Are you beginning to hire globally? (In which case, a single global health policy may be worth considering as opposed to buying separate country schemes)
    • Have you spoken to an expert health insurance broker? A broker like Engage Health Group will review your health policy for free and review alternative options.

    Is your health insurance annual renewal approaching? Our expert brokers have strong relationships with all the leading insurance providers, allowing us to negotiate superior terms and service. Contact Engage Health Group’s award-winning team via enquiries@engagehealthgroup.co.uk or call 01273 974419. 

     

    How are Group Health Insurance renewal premiums calculated?

    The renewal terms provided by the insurer are typically calculated based on the following: 

    • Age: any changes in average age of employees will be taken into consideration
    • Employee number: a change in the number of employees will alter the premium
    • Base rate: the insurer may have increased their base rates for all schemes (e.g., due to medical inflation)
    • Claims: how many claims have been made and how your company scheme performed 

    Most business health insurance premiums will rise between 8-12% per annum, but a good independent intermediary/benefit consultancy will negotiate on the employer’s behalf as part of their standard market review service. 

     

    The role of a broker in health insurance renewal 

    Enlisting the expert help from an independent broker ensures your health insurance renewal will go as smoothly as possible, saving you time, money, and energy! Below we have outlined the process form a broker’s perspective. 

    Step #1a If you’re a new client to us, we’ll first get to know your business and the make-up of your workforce and examine the details and usage of your current Company Health Insurance scheme. We’ll also consider any other health-related benefits being offered by your company.

    Step #1b We receive any renewal details including premium changes and new policy documents. We read through all this material and consider what it means for you. We then translate it into plain English and advise accordingly. 

    Step #2 We discuss any changes experienced by your business which could affect the premium or decision-making, including group leavers/joiners/retirees, any promotions, any over-age dependents, births, divorces, deaths, serious incidents and any historic/ongoing claims. 

    Step #3 Once we’ve got all the information we need from your business and the insurers, we will complete a full market review. We’ll gather quotes from other providers and negotiate the best policy terms.

    Step #4 With a variety of price points options at our disposal, we deliver a comprehensive, easy-to-understand report with key recommendations. 

    Step #5 Once you’ve full digested our findings, we can talk them through allowing you to ask all your most pressing questions.

    Step #6 You, the client, then gets to make the final decision. Renew, or not to renew, that is your decision!

     

    Finding the right support 

    We would always recommend taking the time to think and assess all options available and use an experienced broker who is up-to-date with all the policies across all the providers. 

    Our expert team at Engage Health Group will take you through your options and gather a variety of quotes from across the whole market, ensuring you are getting the best deals on your health insurance scheme. We can also advise on other employee benefits offered by your company to see if they are also providing maximum value.

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

  • 5 global brands with mightily impressive benefit schemes

    5 global brands with mightily impressive benefit schemes

    From enhanced health and wellbeing services, to discounted global travel and in-house career development opportunities; global brands are using their financial resources to show what’s possible in the employee benefits arena.

    In this article, we look at the benefits being offered by five global companies which feature in Fortune World’s Best Workplaces 2022. Each company employs more than 5,000 people and has achieved a spot on a national best workplaces list in five or more countries.

    Get ready to scribble down some notes! 

    Looking for advice on how to give the best support to your global workforce? Get FREE one-to-one insights from our expert brokers on 01273 974419 or drop us an email at enquiries@engagehealthgroup.co.uk. 

     

    5 global companies and their benefits! 

    Before we kickstart the list, it’s important to note that many of these organisations offer some form of health and protection insurance, including: 

    Each policy can be purchased on a nation-by-nation basis or offered via a single international policy covering all locations in one go. Read more about global employee benefits here.

    Other standard benefits offered by most of these companies, include: Employee Assistance Programmes (usually packaged with Group Health Insurance), Corporate Wellness Programmes and Pension Plans.

    It’s also worth keeping in mind that benefits offered will vary depending on seniority of employees and location.

     

    1. DHL Express 

    DHL Express was established in 1969 and is now one of the largest air carriers worldwide with a huge global express network. They transport urgent documents and goods door-to-door in more than 220 countries, including Austria, Denmark, Ecuador, Greater China, the UK, India, and the United Arab Emirates. 

    The company employs 395,000 people.

    Some of DHL’s most exciting benefits include: 

    • Bonus and commission scheme 
    • Peer-to-peer recognition programme – “Extra Mile”
    • Online Health & Wellbeing communities 
    • Online classes for yoga and meditation
    • Certified training opportunities 
    • Employee of the Year Awards 
    • Appreciation Week – events, parties, games, competitions and sports 
    • Team Day Out 

    “The company always shares internal job postings and offers training in MyTalentWorld. Our supervisors are always open to the idea that we might leave and join another department within DPDHL for our career growth. the company offers bonuses based on KPIs and travel opportunities.”

    Office Worker, Gen Z, Global Forwarding, Phillipines

     

    2. Hilton 

    Hilton is a leading global hospitality company established in 1919. Today it comprises 7,000 properties in 122 countries serving more than 3 billion guests across those 100 years of operation. As a hugely well-known and popular hotel and resort service, Hilton operates across the world from Argentina to Sweden and is ranked as one of the best places to work by their staff. 

    Hilton’s popularity is down to its many fantastic benefits and perks, including: 

    • Employee Stock Purchase Plan 
    • Discounts at Hilton hotels and resorts
    • Free counselling, manager resources, mental wellness hub 
    • Holistic Leadership Development framework – resources to help employees reach their full potential and progress within the company
    • Thrive Sabbatical & Thrive Reset Programmes – an opportunity to apply for extra paid time off to live a dream, help others or develop skills.
    • Care for All Platform – providing resources related to self-care but also help in caring for others
    • Gym memberships in 10,000 gyms nationwide
    • Flexible working schedules 
    • DailyPay – providing access to pay when employees need it 

    Are you a company seeking to achieve the most cost-effective benefit scheme? Get FREE expert advice from our team of brokers and we’ll work in your best interests to find the best package of policies and perks for your business. Email enquiries@engagehealthgroup.co.uk or call +44 (0)1273 974419 for FREE no-obligation advice and support.

     

    3. Cisco

    Cisco was established in 1984 as an American-based multinational digital communication tech corporation. It helps businesses, governments and communities around the world. Cisco now operate in more than 25 territories, including: Australia, Brazil, Poland, Saudi Arabia, Spain, and the US. 

    Cisco offer a huge array of competitive benefits, workplace perks, and career-based initiatives, including: 

    • Employee Stock Purchase programme 
    • Tuition reimbursement 
    • Flexible working 
    • Generous paid time off, holidays, and birthday off
    • Connected Recognition – enabling staff can nominate co-workers for monetary awards 
    • Independent second opinions – medical diagnosis / treatment options 
    • Paid time to volunteer
    • Support with maternity, paternity and adoption 
    • Time swap – 20% swap with someone else’s job 
    • Job swap – on a temporary or permanent basis 
    • Annual bonuses 
    • Health & Fitness Centres – high-quality healthcare 

     

    4. Deloitte 

    Established in 1845, Deloitte is a leading provider of audit and assurance, consulting, financial advice, risk advice, and tax – covering a lot of ground! Their global workforce is spread across more than 15 territories from Canada to Greater China, to Greece and Vietnam. 

    Deloitte offers a wide range of benefits and initiatives to help bolster the wellbeing of their teams, including: 

    • Flexible working options 
    • Regular performance rewards 
    • Comprehensive parental leave
    • Financial wellbeing programme
    • 18-week parental leave (in some positions/countries)
    • Volunteering opportunities
    • Dedicated learning programme
    • Discount programme at leading retailers
    • Bikes4Work scheme
    • Travel Insurance
    • WorldImpact – a portfolio of initiatives designed to address some of society’s most pressing issues

     

    5. Salesforce

    Last on the list, we have a global leader in CRM – Salesforce. Salesforce was established in 1999 and now has 3,432 employees working to enable companies of every size and industry to take advantage of the ever-evolving nature of digital technology. Headquartered in San Francisco, Salesforce is connecting customers globally and helping more than 150,000 companies with their innovative software and services.

    Salesforce offers many innovative employee benefits and workplace initiatives, including: 

    • Second opinion medical programme 
    • Camp B-Well wellbeing resources – including mental and physical health advice and tools.
    • Travel coverage programmes 
    • ESPP financial support programme – providing expert coaching and financial security advice 
    • Reimbursement of fees for job-related tuition and books – up to €5,000 per calendar year.
    • Flexible parental/caregiver leave 
    • Adoption, fertility and surrogacy benefits 
    • €100 euros monthly wellness reimbursement 
    • 1% time: employees are given six paid volunteer days each year as part of Salesforce’s 1/1/1 Model.
    • Employee-exclusive webinars/events 

    “One of the best things about working at Salesforce is the opportunity it provides you to continuously learn and explore different roles. The support and encouragement from my managers has been amazing and my career has gone from strength to strength.”

    • Charlotte, corporate marketing senior manager

     

    Feeling inspired? We can help put your ideas into practice

    Drawing inspiration from some of the biggest organisations can be a helpful springboard for embarking on, or upgrading, your own employee benefits scheme. However, sourcing cost-effective policies can be a confusing and time-consuming process. 

    An expert broker like Engage Health Group can help. We take the time to talk you through all your options and gather policy quotes from across the market, tailoring everything to your specific employee and business need. Our services come at no extra cost to your business, meaning you get FREE specialist support.

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

     

  • 8 ways to recognise remote teams in 2023

    8 ways to recognise remote teams in 2023

    More than seven in 10 employees felt more isolated after a year of remote working, while 63% felt less engaged with their team, according to a study by One Poll. 

    While we’re happy to promote the benefits of remote working, we can’t deny that it provides challenges too. For those businesses with work-from-home employees, it’s important to counter the possible downsides and cultivate a strong sense of team which can otherwise be lost in the absence of physical contact.

    Recognising and supporting remote employees in smart and meaningful ways can boost staff engagement, drive productivity and keep everyone feeling as connected as possible. 

    In this blog post, we explore eight ideas for recognising remote workers and improving a sense of team.

     

    Looking for advice on how to support your remote teams? Get FREE one-to-one advice from our expert brokers on 01273 974419 or email enquiries@engagehealthgroup.co.uk. 

     

     

    Why is reward and recognition so important? 

    Recognising and rewarding staff for their efforts will help boost productivity and reduce presenteeism, while helping staff feel connected to the company. It can be easy to focus on the staff you see around the office every day, and neglect to recognise those working from afar! 

    Sixty-nine per cent of employees say recognition and rewards motivate them to stay with a company. While some company bosses may see remote working as a benefit in and of itself – which it is – it can also provide challenges which need to be addressed. The sense of exclusion from company culture is one of the key ones, but ensuring they are equally recognised will go a long way to solving the problem. 

    Recognising your employees can help:

    • Boost peer-to-peer relationships 
    • Build better communication 
    • Develop a deeper understanding of company values  
    • Create a supportive environment 
    • Reduce staff turnover
    • Attract talent to your company 
    • Improve productivity 

    We all know how good it feels to receive acknowledgement for hard work and commitment, so let’s look at some of the practical things you can do. 

     

    1. Team building events

    Team building events can help staff feel more part of a team, and its impact can last long after the event. 

    Consider the following:

    • Online quizzes/games: these can make a fun Friday event to bring a busy week or month to a close
    • Video calls: it’s good to see one another face-to-face from time to time.
    • Friendly competitions: For example, our Fitness Feb step count challenge pitted staff against one another in a friendly competition to walk as many steps as possible in the month.
    • In-person events: If your remote staff are close enough geographically, you can have occasional in-person events or socials which bring them all together.

     

    2. Virtual gifts 

    Every team member will appreciate a thoughtful gift from their employer. You can consider sending a:

    • Gift to the door of your remote worker
    • Virtual gift card: for example, food, fashion, experiences – cards can be personalised according to staff interests.
    • Virtual or physical “Thank You” cards 
    • Special discount for a product or service: such as a gym membership, retail discount and more.

     

    3. Offer flexibility 

    Giving your staff the autonomy to perform their duties the way that works best for them may also be appreciated. It can be offered as a reward for achieving pre-set goals. Ideas to consider include: 

    • Flexible hours (start earlier or later depending on personal preference)
    • Occasional half day Fridays (based on achievement)
    • Adjusted summer hours (earlier start for an earlier finish, or shortened hours)

     

    4. Maintaining good comms

    Maintaining regular communication shows your remote teams they are being thought of and still considered in plans. It’s important to ensure there’s a regular chance for staff to provide their perspective – as well as employers being able to give one-to-one feedback.

    Ways to stay connected include: 

    • Regular group meetings 
    • Regular check-ins over chat/messaging, or video calls 
    • End of month meeting with the whole company 
    • Team-wide group emails – for news, mentioning of achievements, keeping everyone up-to-date

     

    5. Peer-to-peer recognition 

    Employee recognition doesn’t just come from the top. It’s also incredibly important to build recognition amongst team members and colleagues. This will motivate employees and build a stronger team spirit, boosting overall employee engagement in the process.

    You can improve peer-to-peer recognition through: 

    • Highlighting each other’s achievements on group chats or other virtual spaces
    • Encouraging informal praise 
    • Social media posts, if suitable

     

    6. Tangible and physical ways to connect 

    Whilst this one might seem tricky, there are actually lots of creative tangible ways to show recognition to staff even when remote, and can turn into a fun experience to plan and implement! 

    Jeff Rosenthal from ProjectNext Leadership provides a good example: 

    “One advertising campaign team recently worked with a national pizza delivery client. For a key strategy meeting, the team lead sent out pizzas to each team member, delivered to each at the same time, using the client’s pizza delivery service.”

     

    7. Offering employee benefits – all accessible virtually

    It’s important to offer staff a thoughtful range of employee benefits that support physical, mental and financial wellbeing. 

    Employee benefits and schemes to consider offering staff:

     

    8. Employee development and training opportunities

    Our final tip for recognising remote staff is showing your teams you’re invested in their development by offering training opportunities and career pathways. This is a way to boost your staff’s confidence in what they do, and show you are an employer who is willing to go that extra mile. 

    Ways to offer further training opportunities: 

    • Short courses and classes developing a range of soft skills
    • Professional development courses
    • Internal training and skills development

     

    Getting to know your teams and finding the right support

    The first step of developing a recognition and rewards scheme involves finding out what you’re staff need most. Seek out their opinions whether via surveys or more informal conversations and develop a strategy which addresses their needs. 

    An independent broker like Engage Health Group, can help with the employee benefits side of things.   We will take the time to talk you through your options and gather the best quotes and terms from across the market, specifically tailored to the needs of your staff and business. 

    Our services come at no extra cost to your business, meaning you get FREE specialist support!

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

  • ChatGPT gives its verdict on employee benefits brokers

    ChatGPT gives its verdict on employee benefits brokers

    Most of us have been reading about (or using) the AI writing machine, ChatGPT, for the last few months. Ask it almost any question and it will come up with an impressively detailed answer in just a few seconds.

    The reaction is usually “WOW!” Or “WOAH!” depending on whether you see the rise of AI as a forerunner to a digital utopia or sci-fi nightmare made real.

    But can its oversized digital brain be trusted on the issue of employee benefits? In a move of shameless self interest we decided to ask it about the relative merits of employee benefits brokers.

    We asked ChatGPT:

    “Should I use an employee benefits broker?”

    Here’s what it had to say…

    Using an employee benefits broker can be advantageous when purchasing health insurance for your business. Here are some reasons why you might consider working with an employee benefits broker:

    Correction: But it’s not just health insurance – a good broker, like Engage, will also advise on Life Insurance, Income Protection, Cash Plans, Employee Assistance Programmes and much more.

    1. Expertise and Guidance: Employee benefits brokers specialize in navigating the complexities of insurance and employee benefits. They have in-depth knowledge of the market, industry trends, and various insurance products. Their expertise can help you make informed decisions and find the most suitable health insurance plan for your business.

    Yes, but not only health insurance!

    2. Access to a Wide Range of Options: Brokers often have access to a broad selection of insurance providers and plans. They can provide you with multiple quotes and options, allowing you to compare coverage, costs, and benefits more effectively. This access can save you time and effort in researching and contacting insurers individually.

3. Tailored Recommendations: Employee benefits brokers take the time to understand your business's specific needs, budget, and employee demographics. With this information, they can provide tailored recommendations that align with your requirements and goals. They can help you find a plan that meets the unique needs of your employees.

4. Cost Efficiency: Brokers can assist in negotiating premiums and terms with insurance providers on your behalf. Their knowledge of the market and relationships with insurers can help you secure competitive pricing and potentially reduce costs. This can be especially beneficial for small and medium-sized businesses with limited bargaining power.

5. Ongoing Support and Service: Employee benefits brokers can provide ongoing support, such as managing enrollment, addressing employee inquiries, and assisting with claims resolution. They act as a point of contact between you, your employees, and the insurance provider, saving you time and administrative effort.

6. Compliance and Legal Assistance: Brokers stay updated on the ever-changing landscape of insurance regulations and can provide guidance to ensure your health insurance plan complies with legal requirements. They can help you navigate complex compliance issues, minimizing the risk of penalties or non-compliance.

7. Cost Transparency: Brokers can help you understand the costs associated with different health insurance plans, including premiums, deductibles, co-pays, and other fees. They can provide insights into the true cost of insurance, allowing you to make well-informed decisions based on your budget and financial considerations.

While using an employee benefits broker offers numerous benefits, it's important to choose a reputable and experienced broker with a track record of providing quality services. Do your due diligence by researching and selecting a broker who understands your industry, has a strong reputation, and can meet your specific needs.

Ultimately, the decision to use an employee benefits broker depends on the complexity of your business's health insurance needs, your level of comfort in navigating the insurance market, and the resources available to you.

    Well, we couldn’t have put it ourselves. Which is reassuring, or scary, depending on how you look at it.

    So, does the rise of ChatGPT provide a threat to brokers? You could of course ask infinite questions about different aspects of employee benefits. However, even if it provides the right answer (which isn’t guaranteed), it won’t be able to provide the one-to-one consultation which takes into account the specific needs of your business.

    And ChatGPT recognises this itself. When we asked it: “What’s the best businesses health insurance for my UK company?” It concluded it’s lengthy answer with the following:

    "To find the best business health insurance for your UK company, consider consulting with insurance brokers or providers who can guide you through the available options and help you customize a plan that suits your organization's needs."

    Reassured? We are. For now!

    Engage Health Group is a award-winning employee benefits broker providing expert advice and guidance to UK businesses. Call our team on +44 (0)1273 974419 or email enquiries@engagehealthgroup.co.uk

    Image by Tumisu from Pixabay

  • Your Guide to Mental Health First Aid in the Workplace

    Your Guide to Mental Health First Aid in the Workplace

    One in six people experience mental health problems at work, according to the Royal College of Psychiatrists. While conversations around mental health are increasing, it’s important to tackle the problem with practical solutions. 

    Enter Mental Health First Aid…

    Mental Health First Aid courses have become a popular option for many businesses seeking to tackle the scourge of poor mental wellbeing. But what is Mental Health First Aid? And does it really have practical benefits? We answer these questions and more…

    Looking for advice on how to boost employee wellbeing through employee benefits? Get FREE one-to-one advice from our expert brokers on 01273 974419 or email enquiries@engagehealthgroup.co.uk. 

     

    What is Mental Health First Aid? 

    Mental Health First Aid (MHFA) is a training programme designed to teach employees how to understand, identify, and support someone suffering with their mental health. It provides staff with the opportunity to gain a deeper understanding of what mental health is and what impacts mental wellbeing.

    MHFA was developed and launched in England in 2006 by the organisation Mental Health First Aid England. Its development revolved around raising awareness of mental health and to reduce the stigma around mental health issues.

    The aim is to get mental health first aiders to act as you would for physical first aid, acting in moments of crisis or distress until professional help is provided. This doesn’t make you a qualified counsellor or psychotherapist though!

    Undergoing mental health first aid training will provide employees with:

    • Practical skills, knowledge, and confidence to recognise symptoms of mental health issues
    • The ability to effectively support anyone in mental distress – respond, listen, reassure
    • Provide information of further professional support and advice
    • A comprehension of mental health issues – understanding depression, anxiety, suicide prevention, psychosis
    • Understanding their own mental wellbeing

     

    How does it work? 

    The two-day course is divided into 4 sections to provide a wide understanding of different issues:

    • Mental Health First Aid – mental health and depression
    • Depression and suicidal crisis
    • Anxiety, personality disorders, eating disorders, self-harm
    • Psychosis, schizophrenia, bipolar disorders

    MHFA has established a 5-step easy to follow action plan:

    1. “Approach the person, assess and assist with any crisis”
    2. “Listen and communicate non-judgmentally”
    3. “Give support and information”
    4. “Encourage the person to get appropriate professional help”
    5. “Encourage other supports”

    Underlining each step is the aim of changing the overall perspective on mental health in the workplace, making mental health just as important as physical wellbeing

     

    How is Mental Health First Aid important? 

    In comparison to physical health, we often view mental health as less important – it’s not something we can physically see and fix simply. When our physical health is poor, so is our ability to enjoy life. The same applies to mental health. Both can shift from day to day, never staying the same, and require just as much attention.

    Mental health is still a huge issue in the UK, at home and in the workplace. Mind outlines just how bad the climate still is. Around 1 in 4 people will experience a mental health problem every year, with only 1 in 6 reporting these problems.

    MHFA training can be a proactive way that businesses can improve their mental wellbeing strategies, to promote healthy work environments and protect those employed.

     

    What type of businesses use it? 

    MHFA is a programme that can be adopted by any organisation. However, due to cost, it has previously been more accessible to larger firms. There has now been an increased interest from smaller organisations and different sectors, such as construction or finance sectors, or governmental departments (Department of Work and Pensions have trained over 1000).

    Below are examples of businesses that have added MHFA to their wellbeing strategies:

    Royal Mail: 

    • Trained around 1000 employees to contribute towards their Because Healthy Minds Matter wellbeing strategy. Their strategy was developed to increase awareness, decrease stigma, signpost to tools and support, know where to get help in a crisis.

    Channel 4: 

    • 88% of employees agreed they had learnt how to spot warning signs of mental health issues, 93% agreed they would now practice more mindfulness at work and personal routines, 78% said they had learnt more about the influence of social media over young people’s mental health.
    • The programme had helped employees to gain a deeper understanding of each other and their own mental health.

     

    What are the benefits of Mental Health First Aid?

    Research from Deloitte reveals that mental health is costing UK businesses up to £56 billion each year. As well being the right thing to do, tackling mental health is likely to be in a company’s economic self-interest too.

    Investing in Mental Health First Aid can help:

    • Reduce stigma
    • Promote open discussion around asking for help
    • Help staff feel more comfortable reporting mental health as their reason for sickness absence
    • Tackle a mental health issue in its early stages
    • Prevent a crisis from happening – suicide / self-harm
    • Reduce absenteeism & presenteeism
    • Reduce discrimination

     

    What are the disadvantages of Mental Health First Aid? 

    “My main problem with it is that organisations see it as a tick in the box” (Alan Bradshaw, business psychologist). 

    MHFA can improve an organisation’s employee wellbeing strategy but too much reliance on just one programme can negatively impact a company’s approach to mental health. Listed below are a few disadvantages from MHFA:

    • The strain on the mental health of the people trained – requires the skill of knowing when to be empathetic vs apathetic
    • People trained can take on too much responsibility – drawn into a counsellor role without the qualifications
    • Costly – often considered a luxury for most businesses making it an unlikely benefit for most employees 

     

    Wellbeing and Engage

    Although offering training in Mental Health First Aid can help promote awareness in the workplace, to be useful, it must be part of a wider wellbeing strategy. MHFA alone will not transform the psychological wellbeing of an organisation.

    The conversation around mental wellbeing must stay alive, and this can be achieved by companies providing multiple levels of support and different policies. Find out how EAPs can help companies address these issues in a cost-effective way.

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

  • 5 ways to buy Group Health Insurance in the US

    5 ways to buy Group Health Insurance in the US

    US Group Health Insurance is notorious for being complicated, costly, and difficult to navigate. It’s especially challenging for UK-based teams accustomed to a rather simpler – and much smaller – healthcare market. 

    In this article, we explain the five different plans through which you can buy Group Healthcare in the US:

    1. Preferred Provider Organizations (PPO)
    2. Health Maintenance Organizations (HMO)
    3. Point of Service Plan (POS)
    4. High-Deductible Health Plan (HDHP)
    5. Self-Funded Health Plan 

    We explain each of these in more detail to help you understand what may work best for your business.

     

    Need advice on how to best protect your employees in the US? Get FREE one-to-one advice from our expert international brokers on 01273 974419 or email enquiries@engagehealthgroup.co.uk. 

     

    #1 Preferred Provider Organizations PPO 

    Higher cost but a wider network of coverage

    Preferred Provider Organizations (PPO) plans give individuals and families access to a broad network of healthcare facilities, practitioners, and specialists at reduced rates. PPOs usually cost more than other health plans, mainly due to the access they provide to health providers outside of the network too.

    In other words, you’re paying for access to more facilities in more locations.

    Example of a PPO from UnitedHealthcare: 

    UnitedHealthcare’s PPO plan provides access to any doctor, clinic, hospital, or healthcare facility in their national network, and staying within this network will cut down costs. However, if you go outside of the network, costs will become higher and it’s down to you to submit claims. 

    Services include: 

    • Preventive care
    • Physicians 
    • Emergency services 
    • Outpatient care 
    • Lab, X-Ray, and Diagnostic services 
    • Pregnancy and new-born care
    • Prescription drugs 
    • Wellness services 

     

    #2 Health Maintenance Organizations (HMO)

    Lower cost but a more restricted network

    Health Maintenance Organization plans are a lower cost alternative to the PPO, in return for more restrictive services. With a HMO, you are restricted to the network of providers outlined in the plan, meaning you can’t access out-of-network healthcare services (aside from emergencies). Under a HMO plan, you must first go through a Personal Care Physician (PCP) before being referred to a specialist. This inevitably slows down the process of receiving care. 

    Example of a HMO from Aetna: 

    Aetna’s HMO offers a wide choice of providers to offer guided care and the best health services for members. It’s ideal for employers in urban areas wanting to offer a simple and convenient benefit whilst sticking to a guaranteed price range with no surprises. All members can choose their Personal Care Physician (the US version of a GP) to guide their treatment and wellbeing journey towards specialist care. 

    Aetna’s HMO plan includes:

    • In-network coverage only 
    • Preventive care 
    • PCP selection process
    • Available for fully insured customers of all sizes
    • Wellness programmes and apps

     

    #3 Point of Service Plan (POS)

    The best of both worlds option?

    A Point of Service Plan (POS) sits somewhere between a PPO and HMO. You start off by choosing a Personal Care Physician who will then be in charge of referrals to specialists and other services for care, similar to a HMO plan. However, like with a PPO plan, customers can have access to out-of-network services as well. This would at a higher cost though, compared to access under a PPO. 

    Unsurprisingly, the cost of a POS service is somewhere between a PPO and HMO arrangement.

    Example of a POS from Humana: 

    Humana’s POS service combines fee-for-service provider contracts with improved discounts, giving customers access to a broad scope of providers in their network. Its care and services include:

    • Preventive care 
    • Physician services 
    • Facility services 
    • Home healthcare 
    • Urgent care facility 
    • Maternity 
    • Basic mental health, chemical, and alcohol dependency care 

    Struggling to understand the US Group Health Insurance system? We’ll be happy to answer all your questions. Contact our team of international experts FREE of charge on 01273 974419. 

     

    #4 High-Deductible Health Plan (HDHP)

    Lower premiums but higher treatment costs

    High-Deductible Health Plans (HDHP) provide lower health insurance premiums in exchange for higher contributions towards healthcare costs. They are a great alternative plan for a company with younger employees as claims are less likely. However, if claims are being made more frequently, it could end up providing worse value through higher out-of-pocket costs per treatment. 

    Example of a HDHP from Cigna: 

    Cigna’s HDHP is combined with a health savings account which essentially blends traditional medical coverage and care with a tax-free savings account. This savings account is established through the employer to pay for any potential healthcare expenses through tax-free contributions deposited into the account. Then, the deductible is the amount you must pay for eligible health expenses before the HDHP plan provides coverage. 

    Cigna’s services include: 

    • Preventive care in-network
    • Control over spending the benefit dollars
    • Pre-tax dollar contributions 
    • Option to roll over entire health savings account each year without losing it, earning interest tax-free 
    • No referrals needed
    • Online tools and resources
    • Annual out-of-pocket maximum 

     

    #5 Self-Funded Health Plan 

    The flexible option for larger companies

    In a Self-Funded Health plan, an organisation directly insures its employees through its own funds, rather than through a third-party insurance provider. This allows companies full flexibility to choose their administrators, hospital networks, pharmacy plans, and from a selection of all the service providers. This is a great option for companies with more than 75 employees who are young and healthy and unlikely to make a lot of claims. 

    It’s important to note that many businesses going for this plan usually invest in Stop Loss Insurance too. This guarantees that the company has emergency financial back-up in case of higher levels of claims. 

    Example of a Self-Funded Health plan from Blue Cross Blue Shield: 

    Blue Cross Blue Shield (BCBS) offers different levels of Self-Funded Health plans. Organisations finance their own healthcare costs whilst taking full advantage of BCBS’s contracts and administrative services. BCBS offers, on a basic level, two options for two groups: 

    • For groups of 26 or more employees: a choice of several standard design self-funding plans 
    • For groups with more than 50 employees: even more flexibility for custom-designed benefit and self-funding plans

     

    Get in touch with the Engage team 

    Navigating the international health insurance market can be extremely confusing, no matter where your staff are located around the world and it’s incredibly important to be supporting your global teams the best you can. 

    Engage Health Group’s global reach spans 61 countries and territories. Our dynamic team can guarantee the best advice and source you the most competitive quotes in the global health and protection market. Whether you’re looking for a standalone health policy or considering a multi-country global scheme, we are here to help you find the best solutions. 

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

  • Engage Health Group’s Ian Abbott announced as awards judge!

    Engage Health Group’s Ian Abbott announced as awards judge!

    The judging panel for the 2023 UK Health & Protection Awards has been announced and our very own International Director, Ian Abbott, has been selected. He will be among the industry experts making up the judging panel for the Insurer Provider Awards. 

    The UK Health & Protection Awards celebrates the very best insurance providers and intermediaries in the industry. This year’s event takes place on 11th October with around 700 advisers, insurers and industry representatives expected to attend. 

    Nick Hale, Charlie Cousins, Ian Abbott
    Nick Hale, Charlie Cousins and Ian Abbott

    “The UK Health & Protection Awards is one of the biggest nights of the year for those working in the industry, so to be invited to be part of the judging panel is a great privilege,” said Ian. “I’m looking forward to hearing about the great work that’s been done by providers to improve the experiences of individuals and businesses, as the marketplace continues to evolve to meet new demands and challenges.”

    Ian is certainly well qualified to provide expert adjudication! He has more than 16 years’ experience in the healthcare and protection industry where he has worked for some of the world’s leading insurers. This includes seven years at Bupa Global where he held senior sales roles within its corporate, SME and individual insurance divisions. 

    International employee benefits and healthcare are now Ian’s main area of focus. He leads our international team which advises clients about the best way to look after staff wherever they may be in the world. His know-how is in high demand as more and more businesses employ overseas talent, often remotely.

    Ian was a key player in launching The International Tech Pool with Allianz Care this year. The innovative health insurance scheme is designed to help give tech companies and start-ups a fairer deal on buying International Health Insurance for employees working in different parts of the world. Read more about The International Tech Pool here. 

    Seeking one-to-one professional advice regarding health insurance and employee benefits in the UK and beyond? Contact our team of impartial brokers at enquiries@engagehealthgroup.co.uk or call 01273 974419.