Engage Health Group

Category: Knowledge Hub

  • Global benefits, fixed! 6 common HR problems and how to solve them

    Global benefits, fixed! 6 common HR problems and how to solve them

    UK companies are increasingly drawing on international talent – whether that’s because they have offices around the globe, are utilising remote talent overseas or have expat employees.

    HR are entrusted with making sure each global employee is supported from a health and wellbeing perspective. And it’s no easy task. As an insurance broker with specialist expertise in the international employee benefits market, we see a lot of companies making the same mistakes.

    In this blog post we identify the six most common mistakes and how to fix them.

    1. Lopsided benefits > Balanced benefits

    Employee benefits can be divided into three broad categories:

    i. Insurance: health-related insurance policies such as Private Health Insurance, Life Insurance and Critical Illness Cover.

    ii. Everyday wellness: proactive approaches to wellbeing, such as gym discounts, Employee Assistance Programmes, BMI tracking, mental health toolkits and much more.

    iii. Rewards: perks to be enjoyed such as retail discounts, extra holiday days and bonus schemes.

    Achieving the right balance between these three is an important part of fulfilling the needs of your team. Yet, businesses often make the mistake of leaning too heavily on one category. For example, an insurance-heavy approach will neglect benefits which bolster staff wellbeing and those which provide positive motivation. On the other hand, too much emphasis on rewards could leave your staff’s health needs underserved.

    The solution is to take a blended approach which supports the health, wellbeing and happiness of your team. This increases a company’s allure to the global talent pool, while improving the health and productivity of their teams.

    Employee benefits – like wellbeing – should be considered a holistic pursuit.

    If you’d like FREE professional advice on how to best support your international teams, contact the industry 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.

    2. Location-blind schemes > Location-savvy schemes

    Employers with a global workforce need to be aware of the different standards and requirements each country has. For example, in the US a company is legally required to provide health insurance to their staff if they have over 50 employees, although it’s a very common benefit for teams of all sizes. The UAE, Saudi Arabia, The Netherlands, Switzerland, Singapore, Vietnam and Hong Kong all have specific requirements for company health insurance and navigating the rules can be tricky! It is also prudent to mention this list of countries is expanding due to the tightening of legislation within the healthcare market.

    Cultures also vary greatly which adds a layer of complexity to the goal of fulfilling the needs and expectations of staff wherever they are in the world. Consequently, it’s important to speak to your international team members and gain a clear understanding of which benefits are desired most.

    As an international insurance broker, we have a thorough understanding of the global market for employee benefits. We are on-hand to provide one-to-one advice to companies with a global footprint – or those who are looking to expand their company or talent search to different locations around the world.

    3. Unprepared expats > Primed and ready expats

    It’s worth considering the specific issue of expat employees – those employees or key personnel who are sent to work abroad on assignment. Expat failure rates are relatively high, anywhere between 10% and 50% according to research by INSEAD. The two most common reasons for failure, according to a study by Cornwell University, are:

    i.  Culture shock: an inability to adapt to the new location

    ii. Family issues: children or spouse may struggle to settle in to the new environment, thereby putting the family unit under strain.

    An investment in appropriate support (including employee benefits) will help increase the chances of the employee completing the expat assignment. Remember, the cost of investing in support needs to be weighed against cost of a failed assignment. Once more, different locations pose different challenges and present varying levels of failure risk.

    It might be worth undertaking ‘Pre-Assignment Screening’ to help gauge the risk associated with a sending a particular employee on a placement abroad.

    > Learn more about Pre-Assignment Screening

    4. Oblivious team members > Enlightened employees

    Once you’ve invested into a benefits scheme which supports business and employees alike, it’s easy to think: “job done”. But that’s not quite true.

    A key part of implementing a benefits scheme is the process of communicating it to your team. Your employees need to know it’s there, and how to use them.

    An insurance broker or consultant can assist with this. Engage Health Group is a specialist within this field and often holds presentations – in person and online – to educate company employees about the different benefits they have available. Engage also provides supporting documents to fully prepare both HR teams and employees.

    Without guidance and education, even the most carefully considered package of perks can go underused and unloved. Make sure the investment pays off!

    5. Separate national policies > One international policy

    The most common error made by businesses with an international footprint is that they provide employee benefits in separate polices for each country.

    There are usually two reasons:

    1. They are unaware that international benefits can be provided under one policy.
    2. Different insurance schemes are managed by different departments

     

    Let’s expand on the latter. Insurance mechanisms may be managed by different departments. For example, perhaps the finance department manages International Medical Insurance and Group Income Protection while the HR team manages Employee Assistance Programmes and other wellness perks.

    As you might imagine, a siloed approach to International Employee Benefits is more complex and admin-heavy, compared to an integrated one. By bringing together separate managed policies into one, Engage helps businesses harmonise and centralise their employee perks, as well as securing enhanced  underwriting terms, and an improvement on benefits.

    An international benefits broker can provide a single point of contact for multiple policies – centralising its management and simplifying the process. In essence, this means a business can still have policies with different providers (in order to negotiate the best deals across the whole market), but a broker like Engage presents them to the business under the same scheme. This provides the perfect balance between ease-of-use, cost efficiency and value for money.

    International benefits are best managed from one department (HR or finance – not both) and via a single service provider (in this case a specialist international benefits consultant).

    6. Assume success > Track success

    Once the benefit scheme has been put in place, it’s important to review it thereafter.

    • Is it providing value for money?
    • Are people using it?
    • Have regulations changed?
    • Are we paying too much?
    • Is it achieving our objective?
    • Are employee/business needs the same or have they changed?

    We recommend a yearly review which addresses the above questions. This ensures the benefits remain relevant to the team and continue to provide value for money to the business. All companies want to ensure optimal return on investment, an annual review achieves just that.

    Don’t forget to consider mental health support

    We recently gathered the views of Adam Vogt, Sales Director at APRIL International, providers of global health insurance policies. He was keen to stress the importance of protecting and strengthening the mental wellbeing of workers wherever they are in the world.

    “The number one trend for employee benefits programmes is the demand for mental health benefits. The aftermath of COVID-19 will impact upon international health insurance planning, in particular with the provision of mental health support facilities.

    “According to a study into working from home during the pandemic, carried out by FEnews in 2021, 52% stated that their mental health had been impacted by a combination of isolation at home and a sub-optimal working environment. If working from home becomes a growing trend, increased demand for mental health support could easily follow.

    “Our group health insurance offerings have the option to include Inpatient and Outpatient mental health benefits for their employees.”

    Are you ready to establish or review your global benefits?

    We’re certain these tips will help you better navigate the world of international employee benefits. But if you need one-to-one expert assistance free of charge, then contact our team at Engage. We can advise on all the issues surrounding global benefits schemes and bring the most competitive quotes right to you, and even help implement and manage the scheme.

    Here’s what one happy customer had to say:

    “Engage Health Group have been very helpful with our members, many of whom are based in third world countries. They have solved the problems raised regarding the COVID pandemic especially relating to evacuation if needed.”

    Eva Maguire, General Manager, Timber Trading

    Call us on +44 (0)1273 974419 or use the chatbox to the right.

     

  • A beginner’s guide to financial and non-financial rewards

    A beginner’s guide to financial and non-financial rewards

    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
    • Profit sharing
    • Commuting benefits
    • Health & Life insurance
    • Stock options
    • Employee pension scheme: opportunity to add more
    • Points-based reward scheme:
      • 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
    • Helps to take ‘thank you’ further

    Blend both rewards to fully support staff

    The two leading factors influencing employee motivation, productivity, and success are financial rewards/bonuses (31%) and recognition (20.7%)!

    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.

    Related reading: The 3 Pillars of Corporate Wellbeing: What do employers need to offer?

     

    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.

  • Gen-Z are pushing for a greener approach to work and business sustainability: employers take note!

    Gen-Z are pushing for a greener approach to work and business sustainability: employers take note!

    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”  

    – Dr Pablo Vandenabeele, Clinical Director for Mental Health Bupa

     

    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

    Gen Z place a huge emphasis on a company’s commitments to environmental, social, and governance standards (ESG). 1 in 3 agreed they would turn down job opportunities and 54% reported being willing to take a pay cut for the sake of ESG concerns.

    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.

    (Click here to find out more on what employee benefits you can offer.) 

    Instigate remote working policies:

    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.

    If team members worked from home at least twice a week, it would lead to a reduction in greenhouse gas emissions by an annual 14.3 megatons of Co2 equivalent. That’s by any standard an impressive reduction.

    Encourage greener commutes:

    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

     

    *WorkLife by OpenMoney has partnered with Octopus Electric Vehicles to offer a new benefit: leasing electric vehicles via salary sacrifice arrangement.

     

    “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.

     

    Further reading: The Employee Benefits that Generation Z needs – and why.

    Ready to start the green revolution?

    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.

     

    Is business sustainability something you want to incorporate into your company employee benefits? Contact us at Engage for our free no-obligation advice.

  • 4 Reasons Why HR Managers Should Offer Group Critical Illness Insurance

    4 Reasons Why HR Managers Should Offer Group Critical Illness Insurance

    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?

    Related reading: The 3 Pillars of Corporate Wellbeing: What Do Employees Need to Offer?

    Building your Employee Benefits Package

    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.

     

  • 5 UK Law Firms Leading the Way in Employee Benefits

    5 UK Law Firms Leading the Way in Employee Benefits

    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.

    Let’s see who they are and what they’re offering.

    1. Stephens Scown 

    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’

     

    2. Girlings Solicitors

    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.

     

    3. DMH Stallard LLP 

    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.

     

    4. Coffin Mew 

    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

     

    5. Brachers

    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.

    Related reading and key findings: Morneau Shepell; Mental Health Index

    The tricky part is knowing what is the best fit for you, even before approaching the complexities of how employee benefits is implemented in your workforce! Contact us through Engage Health Group for our free no-obligation advice and support and discover what can be offered to employees to support their wellbeing.

  • The 3 Pillars of Corporate Wellbeing: What Do Employers Need to Offer?

    The 3 Pillars of Corporate Wellbeing: What Do Employers Need to Offer?

    Businesses are becoming wiser to the fact that employee health and wellbeing is more than just a one-off project. It’s not a job that can be ticked off on a list of to-dos. In reality, it needs to be treated as an important part of company culture.

    This is where the term ‘Corporate Wellbeing’ comes in. It describes the strategic approach through which companies look after their hard-working employees – not just through a single activity, but in a variety of ways and on an ongoing basis.

    A Corporate Wellbeing strategy should consist of the following three pillars:

    • Physical wellbeing
    • Mental wellbeing
    • Financial wellbeing

    In this article, we reveal how these pillars interlink and examine current trends from both the business and employee perspectives.

    If you need professional assistance in setting up the best Corporate Wellbeing strategy for your company, contact our expert team at Engage Health Group +44 (0)1273 974419. We’re happy to answer any queries you may have.

     

    What is Corporate Wellbeing?

    Corporate Wellbeing is an employee support strategy that is designed to assist the health and wellbeing of team members. It can encompass a wide range of tools and activities which, together, are designed to ensure wellbeing needs are successfully met.

    The growth of Corporate Wellbeing reflects the realisation that employers have an important role to play in improving the wellbeing of their staff. Full-time employees spend much of their day – and week – at work. Therefore, their workplace experiences (positive and negative) can have a major bearing on their general wellbeing.

    As mentioned, there are three main pillars of wellbeing that employers need to target to ensure their staff are being looked after:

    • Physical
    • Mental
    • Financial

    Once each of these pillars is accounted for, businesses can build a work culture of wellness. The result? Improved health and happiness, better productivity, and increased staff retention.
     

    How are the three pillars are linked?

    Physical, mental, and financial wellbeing are all inextricably linked. The state of an employee’s mental health will affect their mental wellbeing – and vice versa. Meanwhile, an individual’s financial state is likely to affect their mental, or indeed, physical health. If one element is out of kilter, then all-round wellbeing can suffer.

    These interconnections have been most obvious during the time of Covid. Many of us have experienced a heightened sense of vulnerability. Both mental health and physical wellness have become a well-talked about subject.

    Mental wellbeing remains the most common focus of corporate wellbeing initiatives. According to a report by Deloitte:

    • 76% of employers have a defined strategy for emotional/mental wellbeing
    • 61% have a defined strategy for physical initiatives
    • 41% have a strategy for financial wellbeing

    Mental health and financial issues are particularly linked – over 1.5 million in England alone are experiencing both debt and mental health problems according to The Money and Mental Health Institute. Stress and anxiety have a strong relationship to financial issues, made even more apparent since the onset of the pandemic and the economic uncertainty it’s unleashed.

    For these reasons, the most forward-thinking organisations will have in place wellbeing strategies that encompass all three pillars, thereby providing a well-rounded programme to their staff.
     

    Why should companies address physical, mental, and financial wellbeing?

    Offering corporate wellbeing to employees is no longer deemed as an added perk based on top-line statistics. The majority of employers now agree that they are responsible for influencing employee health and changing behaviours! It’s essential for employers to build healthy and supportive workplaces to truly fulfil their duty of care to staff. Success requires a proactive approach.

    The impact of a corporate wellbeing programme that successfully targets all three pillars results in:

    • Improved employee morale & engagement
    • A healthier & more inclusive culture
    • Lower staff sickness & absence
    • Reduced work-related stress
    • Improved staff retention
    • Improved productivity
    • Enhanced brand reputation

    Offering a range of benefits and choices is the only way to guarantee that each employee receives benefits that they want and need.

    It’s a win-win situation; employers will benefit from reduced presenteeism (less people working while sick), absenteeism, increased productivity, and better business results! For every £1 spent on supporting employee mental health, employers get £5 back on their investment, according to Deloitte. The employee will themselves benefit from improved health, greater work-life balance, feeling of protection whilst they are at work – just a few positive outcomes.
     

    What do employees want from Corporate Wellbeing?

    As we continue to adapt to a pandemic world, so must employers and their corporate wellbeing strategies. In fact, 91% think that employee expectations are changing.

    A 2021 survey by Hooray Health & Protection asked workers to choose their top three most desired benefits. These were the most popular choices:

    • 57% health insurance
    • 45% life insurance
    • 41% extra holiday entitlement
    • 35% generous pension scheme
    • 28% retail leisure discounts

    These statistics reveal an emphasis still on physical health, most likely due to the presence of Covid-19 and a heightened awareness of mortality and illness. However, mental health is still a priority to employees and has become even more so since the pandemic.

    When asked which benefits would best assist their mental wellbeing, these were the top five:

    • 57% access to mental health services
    • 49% flexible working
    • 38% extra holiday entitlement
    • 20% a good pension scheme
    • 20% free/discounted gym membership

    The desire for access to formal mental health support shows that professional assistance is highly valued.

    Are you looking to build a Corporate Wellbeing plan that covers all aspects of your employees’ needs? Get expert advice from the specialists at Engage. We help employers understand the employee benefits and health market by guiding you through the process step-by-step. Put your questions to us using the chat feature in the bottom right or call +44 (0)1273 974419.
     

    What can employers do to help build Corporate Wellbeing?

    When developing a Corporate Wellbeing strategy, the aim should be to actively listen to staff members in order to offer personalised benefits that will best fit their needs. This is becoming more common in the workplace with 78% of staff saying their employer has actively sought out their feedback, according to Hooray Health & Protection.

    Employers need to recognise the need to respond to the changing expectations of employees. And be willing to adapt when they do change!

    Ways that employers can help:

    • Measure wellbeing e.g., tracking absences, retention rates, work performance, surveys
    • Focus on building a positive work culture by making employees feel they are individually contributing
    • Promote a healthy work-life balance by offering flexible or hybrid working arrangements if convenient
    • Reduce direct healthcare costs through Group Health Insurance schemes
    • Establish support networks for staff e.g., mental health counselling, virtual GP, Mental Health First Aid Training

    The 2020 CIPD Health and Wellbeing report reveal which areas of wellbeing employers are prioritising:

    • 80% Mental Health
    • 71% Good Work
    • 71% Collective/Social Relationships
    • 68% Physical Health
    • 66% Values/Principles
    • 62% Personal Growth
    • 53% Good Lifestyle Choices
    • 43% Financial Wellbeing

    These figures highlight how more and more employers are recognising the importance of having a well-rounded Corporate Wellbeing plan.

     

    Has the current climate of Covid-19 changed the face of Corporate Wellbeing?

    Mental health issues have increased, physical activity has declined due to isolation and lockdowns, and delays to medical treatments have become more common. Employers now must think beyond only offering salary and career growth opportunities.

    Nurturing a resilient and adaptable workforce should remain a priority while employees continue to be tested in the aftermath of the pandemic. A heightened demand for support is unlikely to dissipate as various challenges – economic and social – are likely to continue for the foreseeable future.

    But it’s not all downbeat news. An increasingly positive and mutually beneficial relationship between company and employee is a strong foundation on which everyone can prosper. If you haven’t developed a corporate wellness plan, now’s a good time to start.

    If you need help with developing a Corporate Wellbeing strategy that best fits you and your employees, the team at Engage Health Group are here to help. Learn more about how we help deliver employee benefits schemes here.

     

    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.

  • How Much Does Group Life Insurance Cost?

    How Much Does Group Life Insurance Cost?

    Group Life Insurance is one of the most cost-effective employee benefits available. But its value derives from more than just its comparatively low cost. Taking out a Group Life plan demonstrates you care about your employees and their loved ones, which helps foster a greater sense of goodwill from your team.
    So, what is Group Life Insurance? And how much does Group Life Insurance cost?
    To help answer these questions, this article features real-life examples courtesy of some of the insurance companies we work with, including:

     
    If you’d like professional assistance in getting the best deals on Group Life, contact the experts at Engage Health Group on +44 (0)1273 974419. We specialise in providing clarity in an otherwise confusing marketplace. Alternatively, send us a query using the chat function in the bottom right corner.
     

    What is Group Life Insurance?

    Group Life Insurance is a policy that provides a tax-free lump sum to an employee’s dependants (usually family members) if that employee passes away while covered by the policy. Group Life provides financial security to an employee’s family, ensuring peace of mind and financial wellbeing.
    Employers have flexibility on how to structure their cover – either providing for every employee or for defined categories of the workforce. It is often common for businesses to tier Group Life to different levels of staff, establishing different benefit levels.
    Note: Group Life Insurance covers pre-existing conditions with no medical underwriting (health/lifestyle assessment) needed in most cases.
     

    How much does Group Life Insurance cost?

    Most employers will provide coverage for either 2x or 4x an employee’s salary, although some do go higher. For instance, if an employee was earning £20,000 and you provided cover for 2x the salary, the insurance pay out would be £40,000 (should the worst occur). Once a claim is made, this is then paid out as a tax-free lump-sum to that employee’s dependants.
    Another way to provide coverage is by offering a flat pay-out amount, rather than a multiple of the salary.
    To help calculate these costs, the following information is usually required by the insurance provider for each team member:

    • Age
    • Gender
    • Work Location
    • Occupation (dangerous jobs)
    • Salary
    • Any employees absent from work due to sickness
    • Any previous or current long-term absentees
    • Any employees who have suffered serious medical conditions (past 12 months)

    To manage any claims and payments, a Master Trust needs to be appointed to a legal firm. This can be set up by your insurer free of charge, ensuring ease with payments to dependants and to negate inheritance tax.
     
    Are you looking for bespoke deals on Group Life and other employee benefits? Get expert advice from the specialists at Engage. We help businesses understand the health insurance and employee benefits market by using clear and concise language. Simply put your questions to us using the chat feature in the bottom right or call +44 (0)1273 974419.
     

    Examples from Engage Life Insurance providers

    Trying to pinpoint the best deal can be difficult. Every provider offers different terms and conditions which muddy the waters when it comes to trying to make a direct price comparison. Nonetheless, it’s useful to see some real-life examples.
    Below are a few examples from providers that we work with, and how they have set up their Group Life Insurance offers.

    YuLife –

    “Protect your employees today and in the future with Group Life Insurance that inspires your people to live well – and rewards them for it.”

    • Choose a tax-free lump-sum based on multiple of an employees’ salary e.g., 4x salary
    • Choose a fixed lump-sum e.g., £50,000
    • Get the YuLife app which rewards employees for healthy behaviour
      • Earn YuCoin by completing wellness challenges e.g., 10-minute walks/5-minute meditation
      • Convert YuCoin through partners such as Amazon, ASOS, Avios, M&S
      • 24/7 EAP – life coaching, help with bereavement, mental health support with work, relationships, finance

     

    Canada Life –

    “Group Life Insurance can cost as little as 1% of your company’s salary costs. It’s an affordable employee benefit and is deductible as a business expense.”

    • Any organisation/employee can be insured if legally with a discretionary trust – registered in the UK, Channel Islands or Isle of Man
    • Available for most employees – permanent, part-time, directors, zero-hour contracts, fixed-term contract, temporary
    • Option to choose who you want to cover in your policy e.g., might choose to include all permanent employees ages 16-75
    • Option to select the level of cover available e.g.:
      • Multiple of Salary: up to 10-x salary e.g., an employee earning £25,000 is covered by a multiple of 4 will receive £100,000
      • Fixed Benefits: fixed amount regardless of salary e.g., all employees receive £100,000
    • Free bereavement counselling for employees/immediate family
    • Free Probate helpline – expert advice on estate handling (property, money, possessions)

     

    Metlife –

    “helps show you care and often forms a core element of a modern benefits salary”

    • Benefit paid is based on multiples of salary
    • Free bereavement and probate support
    • Six face-to-face bereavement sessions
    • 24-hour helpline – practical guidance and emotional support e.g., how to register a death

     

    Legal & General –

    “providing personalised support around the clock for all your employees”

    • Available to employers wanting to cover 10 or more employees
    • Support from an expert team making administration and set up straightforward
    • Simple claim payments to scheme trustees – within 5 working days of a claim
    • Master trust: lump-sum benefits, no extra cost – offered instead of having to set up your own scheme
    • Specialist cover for equity partners/limited liability partnerships
    • Health and wellbeing app ‘My Healthy Advantage’ to help employees manage overall health 24/7

     

    The impact of covid on Group Life Insurance

    Group Life Insurance has always been a highly regarded benefit for employees but, since the beginning of the pandemic, it has become even more sought after. Group Risk Development revealed for 2020 the total cost of payments for Covid-registered deaths came to £93 million, representing an average lump-sum payment of £100,320.
    These figures show just how important Group Life Insurance and why it should be an important consideration within any employee benefits strategy.
     
    Contact us through Engage Health Group for our free no-obligation advice & support to learn more about how Group Life Insurance can benefit your business.

  • How to measure employee wellness in the workplace

    How to measure employee wellness in the workplace

    The success of any organisation lies in the happiness of staff and employee wellness, where companies promoting a culture of health and wellbeing will inevitably attract great employees and lead to productivity levels soaring.

    Employee wellness in the workplace getting more attention

    The importance of employee wellness in the workplace is gradually growing – with 44% of organisations now having a wellbeing strategy, an increase of 4% from 2019 (Health and Wellbeing at Work CIPD Report)! These statistics positively point towards a future where the business world is shifting the traditionally reactive response to employee health and wellbeing, to one which is preventive and addresses the source.

    Many different factors fall under employee wellness – stress management, mental health, fitness, nutrition, work/life balance, and even financial wellbeing – making setting up a successful employee wellness programme difficult! Not only this, each employees’ wellbeing, and ways of dealing with wellness, are individual and personal to that employee. Employee wellness in the workplace must be tailored and made relevant to each employee.

    So, what is employee wellness in the workplace? And how can organisations measure and tailor their employee wellness programmes to be the most effective for their needs?

    What is employee wellness in the workplace? 

    Employee wellness in the workplace should always be rooted in and built around the needs of the employee. The definition of employee wellness is broad and inconclusive, making it incredibly adaptable as health means something different in different contexts and for different people. It can range from focusing on the quality and safety of the physical work environment, to how employees feel about the work they are doing, to the general work climate and emotional connection between employees and their employers.

    A healthy, productive, and happy employee should feel like:

    • Their work is valuable and meaningful
    • They are healthy, happy, satisfied, and having fun
    • They identify with the company they work for
    • They have a strong work/life balance
    • They trust in their employer to support them

     

    Many employers are still approaching employee wellness from a reactive standpoint, only focusing on the health of their staff after medical and mental health concerns have been raised. To successfully integrate employee wellness into a workforce, employers instead must focus on the happiness of their staff – establishing a culture where staff are content and feel protected at work.

    Why does employee wellness need to be a priority? 

    Over recent years, employee wellness has become more and more needed, especially dealing with the fallout from the pandemic and facing possibilities of uncertain futures of lockdowns and isolation. In this climate, it is apparent that organisations need to demonstrate support for their employees, to establish programmes that target everyone in their workforce.

    YouGov research commissioned by Push and Solent Mind (2021) surveyed 1000 UK working adults addressing how much work-life impacted overall wellness. The key contributing factors among those who felt their work-life contributed to their worsened wellbeing:

    • 31% said too much change in the workplace
    • 30% said unclear communication
    • 27% said employees do not feel comfortable talking about mental wellbeing in the workplace/to their employers

     

    The YouGov research highlights just how influential employers can be over supporting the wellness of their staff, and how impactful making the workplace a positive space to be present in can be.

    Benefits of promoting employee wellness in the workplace

    The link between a healthy workforce and the success of an organisation are inherently tied together, producing many positive outcomes for both employer and employee. Listed below are some benefits of supporting employee wellness:

    • Improves morale and productivity
    • Increases employee recruitment and retention
    • Improves engagement
    • Reduces absenteeism and presenteeism
    • Reduces stress
    • Reduces costs

     

    (Top 5 Benefits of Corporate Wellness Programmes).

    For these benefits to come to light, organisations need to internalise employee wellness practices into the workforce, and constantly look for ways to improve and adapt strategies so to help as many employees as possible.

    How can employee wellness be measured in the workplace? 

    The most important part of implementing a successful employee wellness strategy is knowing how to understand what your employees want, how to measure its success, and being able to identify areas that need improvement.

    Establishing a fluid, moving approach to your employee wellness programme will ensure that your organisation is constantly working and adapting to specific employing needs – being preventive rather than reactive.

    Listed below are easy and simple ways employers can measure employee wellness in the workplace:-

    Employee Surveys: 

    • employee feedback/ratings e.g., productivity levels against happiness levels, sick days, overtime, fluctuation rates
    • gives regular updates of how employees are feeling/reacting
    • insights into specific issues e.g., stress, anxiety, bullying behaviour

    HR Data: 

    • number and frequency of absences (however, mental health absence is often reported as a physical illness by employees, so cannot rely solely on data)
    • quantity rates of work
    • staff retention

    Culture of Openness:

    • managers to set up regular one-to-one meetings – personal check-ins
    • Mental Health First Aid training
    • Promote an environment where it is normal to talk about wellness – managers can set the example here by opening to colleagues about themselves

    Management Information: 

    • Demographics on age, gender, cultures – tracking trends
    • Provides an understanding of the challenges different employees may face

    Spotting Risk Areas: 

    • Track changes in feedback
    • Recognise themes in data and employee responses

     Ask “Why Wellness?”:

    • Help establish what it is employers want to achieve
    • Provides a point which employers can measure success against
    • E.g., “Is there an increase in absenteeism?” “Is there a problem with employee stress?”

     

    Each of these measures will ensure that employers can tailor to whatever employees want and need, using wellness and incentive programmes to set up a workplace culture that prioritises community and the support of its staff.

    Different approaches to employee wellness

    Determining how to measure employee wellness in the workplace goes together with deciding which approach you will take in your strategy. Every company is different – some will only need a simple approach of setting up one-to-ones, whilst other organisations will go fully in with a vast and comprehensive wellness plan.

    Either way can work! But no matter how many programmes and workshops you include, if they are not centred around prioritising the health of employees, your plan will not be successful.

    Below are a few ideas and products, from the Engage website, and the aspects of wellness they tackle:

    Stress Management: 

    • Meditation
    • Pension Services

    Mental Health: 

    • Educational Workshops including stress, mental resilience, and nutrition
    • Mental Health days off
    • Mental Health First Aid training
    • Cognitive Behavioural Therapy, 24/7 counselling services under Health Cash Plan/ Employee Assistance Programmes

    Fitness: 

    • Basic Health Screening
    • Full Health Screening
    • Gym flex
    • Fitness classes
    • Step Count benefits

    Work/Life Balance: 

    • Employee Benefits Platform
    • Benefit Promotion – remote and on-site
    • Flexible working options
    • Wellbeing Days
    • One-to-One meetings for regular updates on both work and personal events

    Hosting an Employee Wellness Week: 

    • Instant boost in engagement
    • Use the momentum of the event to distribute key health and wellbeing information
    • Combination of different talks, workshops, activities, skills, and experience sharing

     

    These are just a few ideas that keep employee wellness in the workplace at the forefront of conversation and products that help employees feel comfortable and looked after.

    At Engage Health Group, we recognise that every customer has different needs, and we will work closely to make sure every product, tool, and insurance strategy complement each other and ensure far-reaching and positive results throughout your workforce!

    (6 Reasons Why Businesses Offer Top Employee Health Screening to Top Staff).

    The impact of covid over employee wellness in the workplace

    Employee wellness in the workplace should always be a priority, but the presence of the pandemic still hanging over us has pushed it even more into the foreground. Covid has meant increased importance on providing health and wellbeing support for employees. 54% of people working from home would like their employer to introduce mental wellness days, with another 54% of homeworkers saying their employer should address needing to be present and online (Canada Life Research, January 2021).

    Covid has taught us many things, one being that we are now much clearer on what’s important to us, prioritising wellbeing over other goals such as career advancement that used to dominate work culture. Organisations are becoming much more person-led – valuing their employees and providing support – and these are the companies that will be successful in the aftermath of the pandemic.

    3 pillars of employee wellbeing

    No matter the size or depth of your employee wellness plan in the workplace, if the strategies are centred around employee needs, they can only help your business to succeed. Implementing a full and detailed employee wellness plan will target the 3 Pillars of Wellbeing – physical, mental, and financial – ensuring that employees are getting focused support in any aspect of life they need.

    At Engage, we follow the same procedure of focussing on these 3 Pillars of Wellbeing through a people-centred benefit design, creating a benefits strategy that is adaptable to any type of work culture and employees. Find out what else can be involved in employee wellness here.

    Contact us at Engage, where we give free no-obligation advice and support. Whether you need advice on the health of your employees or simply want to improve general employee wellness to boost the morale of your company, we at Engage will help simplify any employee benefits need.

  • The cancer backlog: how can employee health checks help?

    The cancer backlog: how can employee health checks help?

    Across the duration of the pandemic, every aspect of our lives has been impacted, from taking the bus to not seeing our loved ones. But one devastating effect of COVID-19 has been on cancer care, with huge numbers of missed health checks leading to missed diagnoses and delayed treatments.

    We spoke to Nikola Jack, Corporate Account Executive at Check4Cancer, providing insights into employee cancer screening tests and the huge impact of incorporating cancer screenings into your employee benefits plan.

    Engage and Check4Cancer formed a new partnership earlier this year in March – something we were very excited about, especially to help combat the effect of Covid over health screenings.

    A way that organisations can help ease the pressure off the backlog is through establishing cancer screening tests for their employees to enable them to take control of their health. A proactive approach to managing cancer helps with early detection and can lead to better treatment options and improved survival rates.
     

    What are employee health checks for cancer? 

    Employee cancer screening tests are a preventive measure that can be incorporated into an organisation’s wellbeing strategy.

    When providing these employee health checks for cancer, the two main motivations to remember are prevention (education to flag up risk factors for each type of cancer) and early detection (leading to earlier action). The earlier an employee can receive treatment, the greater the chance of successful recovery, leading to less time off work (from a business perspective!).

    Employee health checks can be offered at a range of different levels, and often most health assessments will directly support cancer health checks. Some examples of which employee health checks support cancer screening are listed below:

    • Medical History Questionnaire
    • Blood Pressure
    • Cervical Smear
    • Chest x-ray
    • Prostate Cancer Blood Test
    • Full Biochemistry Profile
    • Lung Function Test
    • Testicular Examination
    • Bowel Cancer Test
    • Breast Examination
    • Mammography

    Company Medical Insurance is also another way employers can support their staff with cancer care. This benefit plan enables employees to have access to direct treatment and specialist consultations, avoiding the NHS waiting list and speeding up the whole process. Typical covers can include:

    • Consultations with specialists
    • Diagnostic tests
    • Operations and surgical procedures
    • Cancer treatment e.g., radio/chemotherapy
    • Cancer drugs
    • Physiotherapy, osteopathy, chiropractic treatment
    • Mental health and psychiatric treatment

     

    These employee benefits are an easy way for organisations to show they care for their staff, and target both the physical and mental fallout experienced from cancer.
     

    Current climate affecting cancer care and employee health checks

    During the first year of the pandemic, 369,000 fewer people than estimated were referred to a specialist for cancer diagnosis, leading to an estimated 19,500 people with missed cancer diagnoses (Institute for Public Policy Research). At this time, it was also predicted that the problem of missed diagnoses and cancer support would resolve itself in a few months – but no one could have predicted the dragged-out duration of the pandemic.

    The NHS waiting list is currently at a record high of around 4.6 million, with 300,000 of those being on hold for more than 12 months. This is in comparison to 1,600 before the pandemic, showing the influence of COVID-19 over cancer treatment and care.
     

    Cancer Screening Backlog 

    The emergence of a cancer screening backlog, often referred to as ‘missing patients’, will worryingly take the nation a lot to recover from. The proportion of highly curable cancers diagnosed fell from 44% (pre-pandemic) down to 41% last year, with estimations of the NHS England cancer services taking more than 10 years to be on top of the backlog (IPPR).

    For example, almost 1 million British women missed a breast cancer screening during the height of the first lockdown  (Breast Cancer Now) which means that potentially there are many missed cancers that will present at a later stage, when the treatment outcomes may not be as effective if the cancer was caught earlier.

    This backlog not only means that potential cancer patients are missing out on life-saving treatments, but those missing patients will also eventually emerge causing an even larger increase in the cancer backlog. The IPPR report Building Back Cancer Services in England estimates that 75% of the missing cancer patients will eventually need some form of NHS service, and 90% of those already diagnosed will also emerge for cancer treatments e.g., chemotherapy, radiotherapy, palliative care. This will cause even more strain on an already thinly stretched NHS.
     

    Why are employee health checks for cancer so important? 

    Employee health checks for cancer are becoming more and more important to help with cancer screening backlogs, where early diagnosis means an increased range of treatment options, improving long-term survival, and quality of life. NHS cancer care is still adjusting to staff being spread across critical support roles to deal with pressures from the pandemic, as well as the stopping of cancer screenings early in 2020 (although having started up again).

    Cancer Research UK revealed that, from March to August 2020, 45% of those with potential cancer symptoms did not contact their doctor.
    The reasons for this are:

    • worrying about wasting healthcare professionals’ time
    • worrying about burdening and putting more strain on the NHS
    • fear of contracting COVID-19
    • not wanting to be seen as making a fuss during the pandemic

    By ensuring more staff are going through employee health checks at work, it places staff in a worry-free environment whilst also diverting strain away from the already huge cancer screening backlog.
    Nikola Jack, from Check4Cancer, provided us with an insight into the different types of cancer health screenings – which is the most popular and how our clients can access their services (and even gain a discount!). Nikola outlines, “we have provided over 50,000 cancer checks, and our skin cancer screening service called SkinCheck is very popular.” Reasons for this popularity are, “it’s available for both genders and 18+ whereas all the other screenings you have to be older to have them. Plus, the SkinCheck itself is very thorough and face to face.”

    Our clients can access discounted cancer health screenings at Check4Cancer – just click through this link here.

    What are the benefits of employee health checks for employers and staff? 

    Promoting employee health checks as part of an organisation’s overall wellbeing strategy can reap many benefits both for the employer and their staff, especially with the focus on cancer screenings in response to the current climate.

    Examples of these benefits:

    • shows an Employer Duty of Care
    • Faster screening process – avoiding adding to the waiting list backlog
    • Provides emotional and clinical support for staff experiencing cancer both first and second hand
    • Promotes a healthy work environment and lifestyles e.g., weight management, physical exercise, quit-smoking programmes (reducing risk factors)
    • Raises awareness of cancer
    • Makes the workplace a supportive space for staff to ensure wellbeing

    Employers should be proactive in encouraging staff to take responsibility for their own wellbeing. This can be achieved through employee health checks for cancer for early detection, prevention, and diagnoses.

    (6 Reasons Why Businesses Offer Top Employee Health Screening to Top Staff)

    Nikola also explained just how important cancer health screenings included in employee benefits are. Using an example of a real-life case study of an employee Dan Wood who underwent a prostate cancer screening through his employee benefits platform at work, discovering he had prostate cancer even without symptoms.

    Nikola outlined how “without taking this screening the outcome could have been very different for him”, highlighting the necessity of cancer health screenings at work. Check out Dan’s story here.

    Are health checks the way forward?

    Dealing with cancer care is always a daunting prospect, whether that’s experienced first or second hand, but the pressures added from the fallout of the pandemic have only made it even harder. Especially in this current climate of stress, anxiety, and uncertainty, employers need to be promoting policies that support the cancer care ecosystem as well as the individual needs of their staff.

    By ensuring staff have access to employee health checks for cancer, organisations can target the different pillars of wellbeing, particularly the mental and physical wellbeing of employees. Look here to find out what else can be included in employee health checks and health screenings.

    Contact us at Engage for our free no-obligation advice and support, where our People-Centred Design can help you feel reassured in employee wellbeing benefits and needs, fitting with your work culture. 

  • Expat Health Insurance France: Public or Private Cover?

    Expat Health Insurance France: Public or Private Cover?

    One of the leading influences on the demand for moving to France is the impressive healthcare system, ranking 8th out of 89 countries, only behind Austria, Denmark, and Spain, in Europe (Health Care Index 2019). France’s public healthcare system offers universal coverage for all citizens regardless of age or economic situation, funded by government agencies.

    Even with this impressive public healthcare, choosing the right health insurance policy is still a top priority for expats moving to France. Although 96% of France’s population uses the country’s public healthcare, an estimated 40 million French citizens own a private health insurance policy (2018).

    Need help understanding the international health insurance market? Our friendly team of experts can help. Contact us at +44 (0)1273 20974419 for one-to-one advice.

     

    Top questions on ex-pat health insurance France

    When moving for work or long-term travel anywhere in the world, it is important to learn about a country’s healthcare system  – what additional policies are offered or what is already covered by the state – and which are the best policies companies can offer their employees moving or working in France?

    So, what are the best French health insurance options for expats living or moving to France? What needs to be considered when looking at France’s healthcare as a whole?

    What is the French Public Healthcare System? 

    France’s public healthcare system is one of the best in the world. In 2016, French healthcare was overhauled to create the Protection Maladie Universelle (PUMA), unlimited healthcare as a right for all French residents. This is regardless of age or previous medical history.

    The government implementation of PUMA was impactful for expats living in France, where previously several conditions had to be met. The 2016 changes guaranteed that any resident living or working in France for longer than 3 months consecutively would have access to public healthcare and reimbursements.

    PUMA reimbursements refer to state-fixed tariffs, such as a standard charge for doctor consultations. You can expect to receive a minimum reimbursement of 70% of a medical bill, with long-term illnesses having 100% of the costs covered.

    PUMA guarantees that legal residents keep their health insurance despite any changes in circumstances.

    What does French public health insurance cover? 

    PUMA provides state-funded cover for a wide range of treatments and procedures, with French residents having to pay upfront fees that are reimbursed by government-funded agencies. What is covered under France’s public healthcare?

    • Doctors: usually pay a flat fee of €25 – insurance providers partially reimburse these costs
    • Emergency Care: A&E services under state healthcare
    • Specialist Care:  may charge higher fees than general doctors – for reimbursement need to have been referred by GP
    • Medication: most are covered by state
    • Dental Care: covered the same way as Specialist Care, covers general visits
    • Maternity Care: majority covered – 70% of first 2 scans are covered, cost of next 6 months fully covered

     

    How expats can register for healthcare: 

    The first step to registering for health insurance in France is to either join the social security system to register for PUMA or visit a local CPAM, the local department of national health (Caisse Primaire d’Assurance Maladie). Expats drawing from a UK State Pension can apply for a UK S1 form to signify a change in address.

    Most employers will register their employees with social security, arranging the healthcare formalities.

    Once becoming an expat working or living in France for more than 3 months, your staff can then apply to be covered by PUMA, registering for public healthcare.

    Employees will need:

    • Passport / valid ID
    • Proof of French residence
    • Proof of address
    • Marriage/birth certificates (to include family under cover)
    • Evidence of income

     

    Who has access to French public health insurance? 

    Anyone who pays into the French social security system, or have lived consecutively for 3 months in France, is entitled to state health insurance. These social contributions average out to around 8% of net income above a minimum threshold set by the state.

    So, can all expats and citizens have access to state healthcare?

    • Residents: regular residency in France for 3 consecutive months per year – must intend to live there for at least 6 months a year
    • Employees: social security contributions
    • Self-employed / business owners: have access to medical insurance through Regime Social des Independants system (2006)
    • Children: automatically eligible regardless of nationality
    • Students: not typically recognised as residents (most get Student’s Social Security covering health expenses) – exceptions available for EU/EEA students with EHIC cards, scholarship students, students studying for less than 3 months
    • EU, EEA, Swiss citizens: use EHIC cards if staying temporarily
    • Unemployed / Low income:eligible for health insurance, can also get subsidies

     

    What are the different options for private expat health insurance France? 

    Although the quality of French public health care is incredibly high, residents also often opt for private French health insurance to ensure full coverage of payments and procedures. Below are the different options available for expats when deciding on French health insurance.

    Health Card – Carte Vitale:  don’t have to make upfront payments, contains administrative information needed by medical professionals

    Mutuelle: a policy that reimburses medical costs not covered by Social Security – are offered by insurers as different packages which are catered specifically to your needs, can be offered as part of a benefits package – basic Mutuelle’s focus on hospital care and medicine, and may include limited dental coverage

    European Health Insurance Card: healthcare at the same cost as locals

    For local health insurance cover, there are many providers that offer cover for expats moving to France. A few of the largest include, April, AXA, and Allianz – all of which we at Engage work with and support.

    (Look here to discover what can be included in International Private Medical Insurance)
     

    Why is expat health insurance France needed?

    Even with France’s top public healthcare in place, being an expat in France still has many difficulties. French expats must face a range of issues when navigating and understanding what is on offer to them regarding healthcare.

    Listed below are some reasons why French expats top up their cover with private international health insurance:

    • Dentistry and private hospital care are usually only available to those with private health insurance
    • Expats may be liable to pay a percentage of most treatments – PMI can bridge this gap
    • International private health insurance is global and will cover expats anywhere in the world
    • Provides a more comprehensive plan that can be suited to specific circumstances and needs
    • Provides access to a wider range of French healthcare facilities and doctors
    • Language barriers and French social rules can prove challenging to overcome
    • A good option for those with chronic illnesses – state/public will not cover chiropractors, osteopaths, psychologist consultations
    • Covers any possible scenarios – a medical security blanket!
    • Access to private hospitals and eye care
    • Covers the first 3 months of living and working in France, before having access to the public scheme

     

    (The topmost Spanish health insurance options for expats in Spain: An inside look at Spain’s health care system)

    International Private Health insurance for expats in France ensures ease and comfort during an already tumultuous move to a different country. Where the public health care system already provides protection and care, understanding a new country’s policies and methods can be confusing and hard to navigate. Having an international private health insurance plan means that staff are completely covered for any circumstance and get any extra support they might need.

    Learn more about how expats can access international health insurance and some of the key questions to ask.

    Contact us through Engage Health Group where we give free no-obligation advice and support and discover more on International Private Health Insurance.