Engage Health Group

Category: Knowledge Hub

  • The Importance of Understanding the Impacts of Menopause in the Workplace

    The Importance of Understanding the Impacts of Menopause in the Workplace

    According to the Faculty of Occupational Medicine, around 75-80% of women of menopausal age are in the workforce, with women over 50 becoming the fastest-growing demographic within the UK’s workforce (CIPD). With this being the case, why isn’t menopause at the top of work health and wellbeing concerns for every employer?

    Many often assume menopause is just hot flashes and mood changes, but these misconceptions and their lack of understanding are damaging to women and others experiencing these changes. Menopause is much broader and experienced differently by each person.

    We took a look at how employees are affected by menopause and what employers need to do to build a work culture that recognises and supports those experiencing these changes. We also talked to Emily Perry, HR Director and founder of The People Consultancy who created Work With the Menopause in collaboration with Dr Louise Taylor, a GP and menopause coach, providing solutions for businesses on how to support women going through the menopause.

    What is menopause? 

    Menopause occurs at the average age of 51 as oestrogen levels begin to lower, but people can experience symptoms either earlier or later. Perimenopause is the lead-up of symptoms before a woman has no menstrual periods for 12 months in a row. This can take up to 10 years.

    Some of the symptoms can include:

    • Hot flashes
    • Insomnia
    • Tiredness
    • Heart palpitations
    • Low sex drive
    • Vaginal dryness
    • Brain fog
    • Poor memory
    • Night sweats
    • Joint pain
    • Skin itching
    • Mood changes
    • Anxiety
    • Difficulty concentrating

     

    Menopause can leave women battling a mixture of physical and emotional symptoms, affecting overall wellbeing. These physical, psychological, and behavioural symptoms differ from person-to-person, but should all be understood to help provide the proper support for a person experiencing menopause.

    Who is affected by menopause? 

    With 3.5 million women over 50 in the UK workforce, it is no surprise that it is predominantly women that are affected by menopause in the workplace. However, menopause is not just a gendered issue, it is a wellbeing one.

    Menopause can affect many different employees:

    • Women
    • Transgendered people
    • Intersex people
    • Non-binary
    • Relatives, colleagues, and carers supporting someone going through menopause

     

    No two person’s experience is the same, so it is important to be aware of different circumstances. Establishing an open environment for discussion is incredibly helpful for those going through menopause, as well as those that are experiencing it second-hand. Feelings of isolation become lowered and talking to others will raise awareness and further understanding.

    Menopause and the law

    Employers have a legal Duty of Care to their employees. Employers must abide by health and safety employment laws, but also ensure the general wellbeing of employees on an individual level. This is one-way menopause comes into the legal obligation of the employer, where it can affect someone’s general sense of wellbeing in often drastic ways.

    If an employer is seen to discriminate against staff because of issues relating to menopause, there can be grounds for an employee to claim gender reassignment, sex, disability, or age discrimination. However, menopauses’ direct relation to the law is still unclear in employment, resulting in a further lack of reassurance for someone experiencing it.

    The stigma of menopause in the workplace 

    Wellbeing of Women states that although women occupy nearly half the UK workforce, around 900,000 of them have quit their jobs due to menopause. This is an astounding figure! Women are unwilling to discuss menopause-related issues at work due to the negative stereotypes and stigma surrounding menopause, leaving these employees feeling embarrassed and isolated in their positions.

    Where does the stigma come from? 

    The stigma around menopause in the workplace is rooted in embarrassment, an overriding thought that it will jeopardise professional standings, and most importantly a lack of understanding and knowledge on the topic.

    Statistics from the Circle In report ‘Driving the Change: Menopause and the Workplace’ reveals just how deep these stigmas run. For example:

    • 70% of respondents who have experienced menopause don’t feel comfortable talking to their manager about their needs
    • 52% of respondents say their manager’s awareness would have made them feel more supported
    • 73% of respondents say their stress and anxiety levels were higher at work during the menopause
    • 57% of respondents say their confidence at work went down during the menopause
    • 76% of respondents say they would have liked more information, advice, access to support at work
    • Only 3% of respondents rated the help they received at work as ‘excellent’

     

    Emily Perry (from The People Consultancy) explained: “Employers cannot ignore the fact that 50% of the population will experience menopause.  In our experience, the biggest hurdle working women face when going through menopause is they don’t feel comfortable speaking to their employer about the symptoms they may be experiencing, and they don’t feel they can ask for help.  This can lead to unexplained absences, unacceptable levels of absence and performance that is not to their normal standard. “

    The breaking down of the stigma around menopause: 

    The first step in destigmatising menopause in the workplace is to establish a space for open discussion, normalising it, and encouraging those affected to outline their needs. Managers hold a key role to play in this, where it is their responsibility to encourage a work culture of open discussion around health concerns.

    Efforts made towards destigmatising can prevent someone from:

    • Losing confidence in their work abilities and skills
    • Feeling at risk from ridicule and gendered ageism
    • Taking more time off work and hide the reasons for doing so
    • Having an increase in mental health conditions e.g., depression, anxiety, stress
    • Leaving their job

     

    Anything employers can do to bring menopause into a company’s culture and normalise it will help support staff and generally produce positive side effects for the whole organisation by promoting support and understanding.

    Emily added, “If women don’t feel they are able to talk openly and honestly about their menopause symptoms, this could lead to formal action being taken by the employer and a huge risk that an employer could be taken to a tribunal for unfair dismissal and potentially discrimination. But beyond the fear of an employment tribunal, our aim at Work with The Menopause is to support the change of workplace cultures so that everyone is aware of the menopause and feels comfortable talking about it.  We want women to feel empowered that they can talk to their (often male) boss about their symptoms and ask for support, and that they can be open and honest and feel no shame.  We want HR professionals and line managers to feel confident in talking about menopause and understand what support a business may need to offer. We work with businesses of all sizes and have developed a range of educational services such as training for HR and line managers, colleague webinars, guides and policy documents.”
     

    What can employers do to support staff experiencing menopause?

    There are lots of different approaches employers can take in tackling the stigma around menopause at work and providing support for those who are or have experienced it. Even just taking a simple approach can create a ripple effect of positive attitudes towards menopause.

    Some examples could be:

    • Online support communities and channels
    • Workshops to raise awareness amongst all staff
    • Posters/newsletters – showing awareness and support
    • Regular informal conversations between managers and employees
    • Flexible working/shift changes
    • Ensure easy access to washroom facilities

     

    The most important way employers can offer support is by educating themselves! The more you know, the more equipped you will be to help your staff and signpost to relevant resources.
    Employers can also take an organisational approach in providing support for those struggling with menopause. This can be done by putting a workplace menopause policy in place. NHS Wales is a good example of an organisation achieving this successfully. Introducing a policy in 2018, NHS Wales constructed this menopause policy to outline why menopause is a workplace issue, show how to support employees, clearly establish the link between menopause and the law, and outline where employees can seek help.

    Having a strong Employee Assistance Programme also offers employees another platform for confidential support, providing them access to a wide range of services whilst reducing the overall sickness absence of your organisation. EAP’s also provide emotional support with access to therapeutic services.

    A vital element of any approach to menopause is to train managers and leading staff members, so to eventually educate the whole workforce. Training should include:

    • Learning to talk/listen sensitively
    • Learning to signposting
    • How to talk with and encourage staff to raise any menopause-related concerns
    • How different stages of menopause can affect staff
    • Which support and workplace changes should be available
    • Gender identity and reassignment discrimination & recognising how important it is to raise awareness, promote inclusivity

     

    What extra resources can be offered? 

    Where it is valuable to acknowledge the normality of menopause in life and open conversations and discussions around the topic, employers also need to be aware that not all women, and people, feel completely confident in talking about their own experiences at work. This is where signposting, online chat rooms, and introducing an occupational health professional to the team can help, offering support from outside sources.

    British Menopause Society (BMS), established in 1989, is an external organisation that educates, informs, and guides healthcare professionals on menopause and all aspects of post-reproductive health.

    Bupa’s approach to menopause in the workplace 

    One of Engage’s insurer partners, Bupa, is one of the many organisations that are working hard to develop their approach to menopause, both for their employees and customers. Having been spotlighted recently in articles, Bupa seem to currently be leading the way in its implementation of menopause policies!

    Bupa’s Menopause Plan for customers is broken down into 6 easy steps:

    1. Pre-appointment questionnaire and symptom-checker – aimed to produce personalised care
    2. 45 minutes with specialised in menopause GP – phone/video
    3. Help to arrange referrals, tests, prescriptions
    4. Receive a care plan to follow – based on personal needs
    5. 15 minutes follow up meeting, 12 weeks following first GP appointment
    6. 24/7 support from specially trained Bupa nurses up to a year after the first appointment

     

    Bupa also outlines the purpose and desired outcomes for their Menopause Plan: to provide advice and an action plan, access to prescriptions, access to blood tests and physical examinations, and access to professional referrals e.g., counsellors or physiotherapists.

    Bupa has recently started supporting the campaign Menopause in the Workplace, by the charity Wellbeing of Women. The campaign recognises that menopause is an issue at work and women need support through positive and respectful communication. In supporting this campaign, Bupa is also committing to actively support and inform employees affected by or experiencing menopause! Bupa will donate 5% of each Menopause Plan sold to Wellbeing of Women, helping to fund research into women’s health.

    Wellbeing and Engage 

    Menopause is a natural and temporary stage of someone’s life – affecting nearly half of the population! Being regarded as a taboo subject for so long has created damaging effects that have been difficult to emerge out of. But, as more and more employers are acknowledging the impact menopause has on every aspect of business and personal wellbeing, the approach to this natural phase in life is changing to one of positivity and support.

    Menopause is not just a woman’s issue. It is something that affects everybody, whether directly and not, therefore it is imperative that each person is aware of its importance.
    Here at Engage Health Group, we use a People-Centred Design focussed on three pillars of wellbeing – physical, and mental and financial – and the positive changes around menopause in the workplace affects mainly the physical and mental wellbeing of employees. of these pillars. Placing a focus on menopause adds to the creation of a work culture that employees will love to be a part of. Check out what else can be offered to employees to support wellbeing.

    Contact us at Engage Health Group for our free no-obligation advice and support, where we simplify any enquiries

  • Lack of Cultural Competency Training Can Impact International Businesses: here’s why

    Lack of Cultural Competency Training Can Impact International Businesses: here’s why

    Every culture comes with its values, beliefs, priorities, behaviours, and social norms, specific to ethnicity, nationality, or religion. Culture surrounds all of us, meaning we are all products of whichever cultural socialisation we grew up in, influenced by people and communities. If this is the case for our everyday interactions and national identities, it is even more apparent for businesses with their increasingly diverse teams and connections.

    When there is a lack of understanding, or willingness to learn, about different cultures, especially when working with different people or in other parts of the world, mistakes are made, and offence can be easily taken. One way that businesses can prevent this is by introducing cultural competency training (or cross-cultural training) for their employees, educating them on social practices and expressions, and developing deeper empathy towards others.

    But what happens when cultural competency training isn’t in place? What goes wrong when companies don’t offer it, and how can cultural competency training help? How important is it?

     

    What is cultural competency training? 

    Cultural competency training (or cross-cultural training / cultural humility / cultural dexterity) is an opportunity offered to employees to learn how to recognise the differences and similarities between cultures amongst other colleagues or destination countries (for working expats). Cultural competency training targets 4 main concepts: awareness, attitude, knowledge, and skills.

    Any well-thought-out cultural competency training must always begin with the individual. Internationally mobile workforce must gain an understanding of their style, behaviour, background, self-knowledge, and cultural influences, to understand their own impact on the world and colleagues. Once this is established, being able to understand others will come more easily, enabling expats to learn which elements of culture are priorities for different people.

    It is the responsibility of employers to invest in their people and teams, creating an environment of support and engagement. Cultural competency training is not a static programme. It should be a practice that grows and develops alongside a business, strengthening the workplace environment and building inclusivity amongst employees and other business relationships.

    Cultural competency training is also an important practice for employees working in global marketing or sales teams, when working with and selling to different cultures and countries. By embracing the differences in cultural norms, international companies will successfully be able to get into new markets, attract international customers, or enabling a local product to be transferable to a global audience.

    By integrating cultural competency training into a workforce, employers can create a working culture that recognises, respects, and values the differences between people. Without this drive to promote difference, employees are left lacking the skills to expand out into the world.

     

    Why is cultural competency training so important for global businesses? 

    With the ever-present COVID-19 hanging over us, the importance of cultural competency training has become even more of a priority for international businesses. The pandemic has meant businesses are adopting a more globalised approach, connecting with more people abroad through virtual meetings and training.

    So, why is cultural competency training such a necessity? Listed below are some reasons supporting the significance of cultural competency training:

    • Developing self-knowledge enables employees to understand how their behaviour can impact those around them
    • Teaches how to recognise/adapt
    • Teaches how to value/appreciate different perspectives, communication, and behaviour
    • Improves diversity
    • Develops inclusivity
    • Broadens a business’s marketing range to different communities
    • Leads to higher staff morale
    • Enhances leadership skills
    • Attracts global attention and investment
    • Improves overall communication within the workforce
    • Encourages active listening skills

    Bringing together employees from different cultural backgrounds produces a diversity of perspectives, ideas, and strategies – cultural competency training only brings this out further!

     

    Examples of different cultural backgrounds

    To highlight how much a lack of understanding between different cultures can impact the success of a company, below is a broken-down simplified list of typical cultural differences between the UK, Japan, Spain, and the USA – showing how deep cultural differences can run.

    Expats between UK and USA:

    Although stereotypically linked together due to sharing the same language and pop and music cultures, the UK and USA have lots of dissimilarities that get overlooked, causing issues in the workplace.

      UK USA IMPLICATIONS
    Work-Life Balance More relaxed where employees prioritise a separation between private and work-life American Dream – work culture of anyone can be successful if they work hard enough, leads to a feeling of needing to succeed Clashing in approaches to work/life balance
    Punctuality Meetings rarely begin on time / last for an hour or more Meetings begin on schedule / over quickly Could cause the feel of disrespect
    Communication Communication – understated, cynical, sincere, deflect praise, moderation, self-control, no self-promotion, “kind of”, “sort of” Communication – optimistic, energised, generous with praise/encouragement, sell themselves, “totally”, “literally” Can lead to misunderstandings over email / during meetings

    Interestingly, the move from US to UK has the most expatriate failure ratings, where the expat (and their family) isn’t prepared – with the assumption that these two cultures really aren’t that different. Expatriate failures can be extremely costly for international businesses, with the financial costs of bringing the employee home as well as the mental costs on the employee having had a bad expat experience due to a lack of cultural competency training. Earlier studies have shown that expatriate failures can cost companies two to five of the employee’s salary!

    Expats between UK and Spain:

    The UK and Spain often work together but fully understanding the ins and outs of these two cultures prove harder than it looks

    UK SPAIN IMPLICATIONS
    Timings Small lunch with dinner as main meal 7 pm Lunch as main meal with light dinner 9 pm Can be difficult to sync up timings for meetings, different schedules
    Body Language Non-contact culture, very little physical contact beyond a handshake High-contact culture, kissing of cheeks, standing close when talking Misinterpretation making people uncomfortable and even offended
    Business Negotiations Often more formal – sometimes more task-oriented Expect to build a personal relationship/trust before negotiations Must gain an understanding of the way business relationships need to be approached

    Also, in Spain, there are 17 autonomous regions in the country. This means there are 17 areas with their own particular cultures, some having their official languages, where Spaniards culturally identify based on regions!

    Expats between UK and Japan:

    Two cultures that are often classed as being very different are the UK and Japan, where their opposing cultures are often highlighted even more in the business world.

    UK JAPAN IMPLICATIONS
    Body Language “me” / “I” = pointing to chest “me” / “I” = pointing to nose Miscommunication
    Mistakes Opportunities to learn from, more open to discuss Often prefer to hide mistakes Affects collaboration and teamwork
    Work-Life balance Prioritise private life Work can become the main priority Clashes in approaches to work and wellbeing
    Language meanings “no” means “no” “no” directly is bad, instead “That could be difficult” Can cause offence if the meanings of language choices aren’t understood properly
    Decision Making Make decisions quickly even with insufficient information To make decisions, require a lot of detail – can lead to decision-making being slow Can lead to frustration between the different cultures

    Even with just the typical cultural differences outlined in these comparisons, it reinforces how the ways of thinking and working between different cultural backgrounds can be massively different. From hierarchical vs egalitarian, relationship-oriented vs task-oriented, team/collective psychology vs individualistic – the slight nuances in cultural differences can massively affect business relationships if not understood.

     

    What happens when there is no cultural competency training? 

    From these examples, whichever countries are working together, no matter how similar you think they might be, there will always be cultural differences. This is where cultural competency training comes in, without it issues begin to emerge.

    Here are some examples of what goes wrong when your business doesn’t have cultural competency training:

    • Natural reflex to label people that are different from ourselves – this label tends to be something negative
    • Misunderstandings in communication
    • External work complaints – discrimination, harassment, hostile work environment – could lead to government fines, legal action, loss of good employees
    • Privacy / personal space – in different cultures, there are different ideas of how much or how little privacy everyone has e.g., in some cultures, people cluster tightly and in others, they spread out
    • Physical contact – different cultures have different values on physical touch, therefore the need for anti-harassment training with guidelines for appropriate workplace behaviour and cultural sensitivity is evident is needed
    • Political correctness
    • Generation gap – different belief systems between young and old

    Cultural competency training can help any of these issues. Even if you don’t have full comprehensive background knowledge on every culture, shifting your attitude to being empathetic and understanding towards your colleagues can make all the difference in avoiding discomfort and conflict.

    (Why Cross-Cultural Training is a Must for International Businesses in 2021)

     

    Wellbeing and Engage 

    Introducing cultural competence training to your internationally mobile workforce is a process that develops and evolves – this is no quick-fix solution! For companies to fully reap the benefits from cultural competence, their workforce must be willing and open to learning, which can only come from genuinely being interested in other people.

    Cultural competence training helps create a working environment that employees are proud to be a part of, targeting all aspects of wellbeing. Training is rooted in supporting the happiness of employees, providing opportunity and space for relaxed communication and expression. Look here to see what else is involved in cultural training.

    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.

  • Health Insurance for expats in Spain: An inside look at Spain’s healthcare system

    Health Insurance for expats in Spain: An inside look at Spain’s healthcare system

    Around 5.5 million residents in Spain are expats. Life in Spain is extremely sought after. Its varying geography and climate, the Mediterranean lifestyle, and low cost of living are brought together with the cultural focus of living life just for life. One leading influence for this quality of life is Spain’s impressive health care system, ranking 7th out of 89 countries (2019 Health Care Index)!

    Even with Spain’s impressive healthcare, choosing the right Spanish health insurance plan is a top priority. When moving for work or long-term travel anywhere in the world, it is important to learn about a country’s healthcare system and how your health insurance falls into it.

    So, which are the best Spanish health insurance for expats living or moving to Spain? What options need to be considered when looking at Spain’s healthcare as a whole?

    What are the Spanish healthcare policies? 

    Spain’s health care system is one of the best in the world. The system includes a public health service called the Spanish National Health System (SNS) funded by social security payments. All Spanish citizens have free access to this health service, with regions taking separate responsibility for budgets allocated by the government. What makes the healthcare system so appealing to expats is that they can have access to the SNS, on the condition of also paying into social security!

    To gain access to Spain’s public healthcare, expats must have a social security number. Expats can retrieve this by registering on the municipal register, which can then be shown to a local surgery to receive a medical card (TSI health card).

    The SNS, used by 99% of the Spanish population, covers the basics:

    • Doctors
    • Hospitalisation
    • Medication / Prescriptions – heavily subsidized but not free, dependant on taxable income

     

    Although appearing minimal, the Spanish government spends around 9.2% of its GDP on this healthcare system, meaning that everyone can have access to healthcare that actually benefits the people! For example, the SNS is ranked 6th in the EU for the number of doctors available – in other words, that’s averaging at 4 doctors per 1000 people.

    Nearly 99% of Spain’s population has some form of health insurance, with 90% using the public health care system and 19% with private health insurance. Even the Spanish private health insurance is reasonably priced, providing people with the freedom of choice when it comes to their health.

    Who has access to Spanish public health insurance? 

    Once registered and obtained a TSI card, you can then register with an individual local doctor and receive free treatment at hospitals, as it provides proof of citizenship and employment.
    So, can all types of expatriates have access to Spain’s public health insurance?

    • Employees: all employees must make social security contributions, meaning they automatically get health cover
    • Self-employed / freelancers / digital nomads / business owners: as not working for an employer, self-employed expats can still make social security payments themselves, gaining access to health cover
    • Spouses & children: if they live in Spain as well, they are also entitled to public health cover
    • EU / EEA / Swiss nationals: if received retirement in their home country, they are entitled to public health cover
    • Non-EU nationals: may be asked to provide proof of private health insurance to obtain a Spanish VISA
    • Students: EU nationals studying in Spain are covered by EHIC (European Health Insurance Card), whilst non-EU students may be asked for proof of private medical insurance

     

    Expats need to investigate, before travelling to Spain, into their personal needs and circumstances, and to assess what type of Spanish health insurance suits them best and what they are entitled to.

    What are the different options of Spanish health insurance for expats? 

    Although the quality of Spanish public health care is incredibly high, residents and expats can also opt for private Spanish health insurance to ensure a more secure and comprehensive cover. Below are the different options expats living in Spain can choose for their health cover:

    1. Covered only by the Spanish public health system: a quality cover that is easily accessible for most residents and expats, doesn’t include dental cover
    2. Pay-in Scheme – Convenio Especial: for those with issues accessing benefits of the public health system, low-cost insurance scheme, cover in exchange for a low monthly payment
    3. Covered by the SNS and Local Spanish Private Medical Insurance: for people living in Spain permanently and do not plan to travel around Europe for longer than 3 months, basic policy from any of Spain’s insurers, will generally cover: hospital care, surgery, dental, consultation fees, cancer treatment, can be personalised
    4. International Health Care policy: providing you with a comprehensive broader plan, ensuring secure cover

     

    (Find out what can be included in International Private Health Insurance.)

    The most popular option is often International Health Insurance for expats, rather than following a Local Insurance plan. It ensures a wider range of insurance, enabling expats to be covered in Spain as well as other countries, including their country of nationality, and provides more options for choice regarding specific doctors and hospitals

    On the other hand, some expats also choose the combination of public and private health insurance. This means that they would still have to enrol in the public system and then add on their own personalised private coverage. Combining the two can be appealing for expats, one reason being that they become more immersed in the community and culture, following the norm of Spanish residents.

    Why do expats need a Spanish health insurance plan?  

    Even with a high-end public health system in place, being an expat in Spain, or any country, still has its difficulties! Spanish expats still must face a range of issues when navigating their health insurance plans in Spain.

    Listed below are some reasons why Spanish expats decide to purchase international and private health insurance:

    • Language barriers – more options for multilingual doctors, nurses, surgeons
    • “Spanish Hours” – many pharmacies close for the afternoon, re-opening after siesta into the evening
    • Waiting times for specialists and surgical procedures – less waiting time for non-emergency treatments
    • Understanding a different government system
    • Unable to access the public system e.g., retired early or not paying into social security
    • Better care in hospitals
    • Ensures comfortable private treatment facilities
    • Can include dental coverage
    • If you anticipate seeing multiple specialists, can save time and frustration

    Obtaining International Private Health insurance as an expat in Spain ensures ease and comfort during a potentially tumultuous move to a different country. Of course, every decision around healthcare comes down to the individual in relation to affordability and specific health requirements. You can learn how to personalise your health cover in this blog post.

    Better still, contact the expert team at Engage Health Group for free no-obligation advice and support.

  • CASE STUDY – Managing Expat Risk with a Medical Evacuation Plan

    CASE STUDY – Managing Expat Risk with a Medical Evacuation Plan

    How to support expats posted to developing nations in a critical medical incident

    A case study in partnership with Timber Trading Agency International

    The number of medium to high-risk countries where expatriates work is constantly growing due to rapid globalisation. This is a promising fact, but the actual employees could be exposed to different variety of risks from natural disasters, diseases to kidnapping. When expats live abroad they can suddenly fall ill or catch a virus and may require a medical emergency evacuation by air ambulance. The fact is that multinational businesses need to prepare for the worst.

    About the case study:

    In this study we look at a small international company (Timber Trading Agency International) with staff in India, UK, Lebanon and Ghana and get a detailed insight into how they responded to an increasingly anxious workforce and how they implemented a comprehensive employee support program. This aimed at protecting their international employees in the case of a medical emergency, particularly due to the growing pressure of the COVID-19 outbreak, both in terms of the increased risk of infection and the pressure on local healthcare systems

    Thanks to Engage’s guidance, the client was able to quickly communicate coverage changes, rollout enhanced benefits, and promote and support new technology to overcome emerging issues. Furthermore, they implemented a COVID-19 emergency evacuation plan across an employee base spanning 4,700 miles, four time zones and some of the lowest quality healthcare in the world, to support a particularly vulnerable employee based in rural Ghana.

    Eva Maguire, The General Manager of Timber Trading explained “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.”

    Download the full case study to learn what your business needs to consider in terms of expatriates support in a critical medical incident:

    >>>>  Engage International Case Study – Managing Expat Risk with a Medical Evacuation Plan <<<<

    The case study covers three sections:

    1. Identifying the need for an urgent Employee Assistance Programme
    2. Critical support & risk planning when the covid-19 pandemic hit Africa
    3. Driving tech solutions to help Timber Trading’s expat support all around the world
  • 6 reasons why businesses offer employee health screening

    6 reasons why businesses offer employee health screening

    Employee health screening is a simple and affordable way to to protect the wellbeing of employees. The idea of providing health checks at work has grown in popularity and is driving people to better better lifestyle choices – 72% of people who take health assessments say they will make positive lifestyle changes as a result.

    In this blog post, we examine:

    • The different levels of health screening available to businesses
    • The increasing trend towards health screening for senior execs
    • The bottom-line business benefit of offering health screening

    Would you like a FREE quote for health screening services and other workplace perks? Engage Health Group guides HR teams through the tangled web of employee benefit schemes, helping them save money and reduce their workload. Call 01273 974419.

    What is employee health screening?

    Employee health screening programmes are in-depth health checks and tests which measure an employee’s overall health. They identify health risks amongst staff, helping to prevent serious problems arising by addressing them early.

    Health checks at work can be as simple or as comprehensive as you like, depending on your budget. Specialist companies provide a range of screening services, but it’s important to note that Group Health Insurance policies and Health Cash Plans often include diagnostic tests too.

    There are two main levels of health screening:

    Basic health screening

    Basic employee health screening programmes are generally more light touch and include measures such as blood pressure, heart rate, height & weight, body mass index, cholesterol, diabetes, hydration percentage, body fat percentage and glucose.

    The basic level of health screening can typically cost between £30 – £40 per employee. Beyond this, employers can adopt a more detailed and comprehensive employee health screening programme. The cost of these full health screenings can range from £150 – £790.

    Full health screening

    Below are some examples of what is included in a full employee health screening programme (on top of what is included in the basic):

    • Urine analysis
    • Full biochemistry profile
    • Liver & kidney function
    • Nutritional status
    • Spinal assessment
    • Lung function test
    • Physiological resilience
    • Resting ECG
    • Cardiovascular risk assessment
    • Dynamic cardiovascular test
    • Chest x-ray
    • Breast examination
    • Prostate cancer blood test
    • Mammography
    • Metabolic analysis
    • Cervical smear
    • Thyroid function
    • Testicular examination

    Businesses often only offer full health screenings as a high-level employee benefit for executive and senior staff, with the basic being provided to all other employee levels.

    6 reasons why companies offer health checks to senior employees

    As outlined above, one of the key reasons why businesses can’t offer full employee health screening is simply down to cost. But more so than ever before, those in executive roles expect comprehensive health screening as part of their package.

    But beyond the basic “wants” of the individuals, HR functions are realising the value in providing this level of screening to their senior staff.

    1. Higher risk profile – Executives are particularly valuable to the company and often experience higher levels stress and pressure as they prioritise work over wellbeing. Alongside this added pressure, the average age of staff with an executive position is 54 years old and, therefore, at a higher risk of developing serious health issues.
    2. Reduces absences – Taking care of senior employees has a knock-on effect on the mental wellbeing and the everyday running of the rest of the company – after all, a workplace culture is set by those at the top. Ensuring they can tackle ailments before they get serious will reduce sickness-induced absences.
    3. Increases productivity – Showing that employees are valued leads to an improvement in happiness and productivity, with employees wanting to reward companies with their best work.
    4. Lower turnover rate – Employees are more likely to stay at the company if they feel valued.
    5. Attracting more employees – Produces a higher recruitment rate as wellbeing has become an increasing selling point for many people following the repercussions of COVID and an increasing emphasis on self-care.
    6. Lower starting price – Screenings act as a cheaper benefit than many health-related policies, enabling employers to add to their wellness strategies at little extra cost.

    In need of one-to-one professional advice and pricings? Contact our independent team of brokers for the latest advice on all issue related to employee benefits. No contracts, no fees, just straightforward guidance. Email enquiries@engagehealthgroup.co.uk.

    Should you provide health screening to the whole workforce? 

    Although businesses often provide top-level health screening just to directors or executive roles, the implementation of health screenings has far-reaching impacts and benefits for the rest of the company. Companies can provide basic levels of health screenings to other employees, creating a widespread environment of health and wellbeing.

    Listed are a few examples of the benefits for companies implementing health checks at work:

    • Helps to build trust, reinforcing the company’s commitment to employees by showing concern and care – improves staff retention, boosts productivity, improves engagement.
    • Reduces absenteeism – with 140 million days of work being lost every year to sickness absence, if employers can identify a serious health problem early, it can be prevented or helped sooner, reducing the time needed off work.
    • Promotes health awareness / healthy habits – an opportunity for employees to reflect on their lifestyle in a safe and honest environment, empowering staff to make proactive choices.
    • Prevention through early detection – identifying chronic health conditions which promotes a healthy workforce.
    • Short, convenient, can take place at work.
    • Helps employers learn what type of wellness initiatives their staff want.
    • Boosts productivity and motivation.

    Health, wellbeing and Engage

    Incorporating health checks into your wellbeing provision can help organisations decide which health programmes they should be offering. For example, if many employees show signs of vitamin deficiencies, then the company could offer nutritional cooking classes as an added benefit!

    Of course, providing employee health screenings is not enough. These programmes can contribute towards a developed health and wellbeing plan, working alongside other benefits that employees need. Having a fully developed wellbeing strategy can be so powerful for a company and their staff, where having access to health resources can ensure a lifestyle of wellness.

    Further reading: Top 5 benefits of corporate wellness program)

    At Engage Health Group, we work across the health and wellbeing marketplace to ensure you find the right policies at the right price, and ensure your whole benefits package provides prices from across the market.

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

  • The employee benefits that Generation Z need – and why

    The employee benefits that Generation Z need – and why

    Which Employee Benefits do young people want from your business?

    As Gen Z workers enter the workplace, a new approach to employee benefits may be required. Gen Z bring in a new way of thinking along with different demands. These ‘Zoomers’ are defined as being born between 1997 and the early 2010s, raised on the internet and social media, and highly conscious of issues related to authenticity.

    Who is Generation Z?

    Defining features of Generation Z can be broken down into four parts:

    • Undefined ID – fluidity in how you define yourself
    • Communaholic – a lack of differentiation between circles of friends / inclusive
    • Dialoguer – avoidance of confrontation
    • Realistic – holding a pragmatic approach with all the information

     

    A lot of issues surrounding Gen Z are rooted in identity with emphasis on individual expression, dialogue, and a search for authenticity. An interest in human rights emerges from this (LGBTQ+, race and ethnicity, and feminist issues). Companies must adapt their employee benefits schemes and work communities around causes and interests, rather than previous economic backgrounds.

    Being brought up surrounded by immediate information and social media, Gen Z has a shifted perspective towards consuming for access rather than possession. Organisations and businesses can also do this by focussing on stability in the workplace rather than immediate gratification of high salary.

    Why offer employee benefits for Generation Z?

    The research from the 2018 Perkbox survey (The Great Perk Search) suggests that Generation Z place more importance on workplace perks than other generations. Over a third (36%) of Gen Zers say employee benefits influence their decision to accept a job.

    The Great Perk Search also reveals that just 38% of Gen Z feel entitled to benefits at all. Generation Z grew up surrounded by economic deficit and will continue to feel financial hardship from huge university debts of £45k. Therefore, it is no surprise that financial stability is a high priority for this generation as they carry out their quest for ethics, identity, and truth.

    Just like every other generation, Gen Z benefit from the more general insurance schemes alongside specific perks. Private Medical Insurance, Group Income Protection, Critical Illness Cover, preventative health screening, all remain an important basis in creating a safe and stable work environment.

    How are Generation Z’s demands different from older generations?

    As the world shifts so does the different components in the Employee Value Proposition (EVP), where salary is now only one aspect that is appealing for employees.

    The 2018 survey of 2315 British adults working in part-time and fulltime employment carried out by Perkbox (The Great Perk Search) provides detailed statistics on the popularity and necessity of different employee benefits that are on offer, creating comparisons between generations.

    Below is a comparison between Generation X (born between mid-1960s and 1980s) and Generation Z’s top 5 most popular employee benefits:

    Generation X – Employee Benefits Generation Z – Employee Benefits
    • 95.68% activities / clubs
    • 88.84% supermarket discounts
    • 86.45% bring child to work
    • 85.81% free coffee & hot drinks
    • 85.72% pool table
    • 85.59% paid holiday on birthday
    • 84.62% free coffee & hot drinks
    • 82.83% flexible hours
    • 81.51% free lunches
    • 80.35% private healthcare

    Gen Z are more focussed on smaller perks that bring stability and benefit everyday life, such as free hot drinks and flexible hours. Whereas the percentages from Gen X prioritise team activities and balancing the work-life relationship, with family being important.

    It is clear from the Gen Z list that saving money where possible is essential, with private healthcare and free lunches, which Gen X also share. However, there is more emphasis on team building areas in the workplace from Gen X. This suggests that jobs were more centred at work compared to the flexible hours that are in demand from the younger generation.

    Other employee benefits that appeal to Generation Z

    Where finance is a leading factor for what Generation Z look for in employee benefits, the added extras that make up the work environment are also important to ensure companies are keeping up with needs.

    Examples of changes that can make a difference:

    • Establishing a communal approach to work where employees feel comfortable and open to raise issues
    • A relaxed dress code – to allow for individual identity and comfort
    • Flexible hours – start & finish times / shift patterns
    • Parking access – free parking
    • Transport aid – e.g., bus passes supplied
    • Fresh fruit – promoting health

     

    The Cycle to Work Scheme, set up in 1999, is a perfect example of companies providing opportunity for health and fitness as well as a cheaper means of travelling to work for employees. With this scheme, employees can save 25-39% on a bike and accessories, promoting an environmental and healthy approach.

    Impact of COVID-19 on Generation Z’s employee requirements

    A high level of furlough, working from home, and a loss of jobs during the covid pandemic has produced feelings of boredom, isolation, decrease in fitness, and general anxiety. 57% young adults say they feel the things they do in life are not worthwhile. Also, more than half of 16–24-year-olds (54%) are anxious about the end of restrictions and returning to work (from Aviva’s research).

    As a result, desired employee benefits have changed for younger people. The focus has shifted to address the issues that have come out of COVID-19. Some examples could be:

    What’s the point?

    Altering employee benefits to change with the times, and the generation, is essential for many reasons but mainly to create a safe and stable environment for employees approaching organisations. Some key reasons are broken down below:

    • To improve employee morale
    • To increase productivity / motivation
    • To create a better work environment and culture
    • To improve employee engagement
    • To reduce absences
    • Lead to employees feeling happier and hard working
    • To increase staff retention and reduce staff turnover

     

    Generation Z’s young and fresh perspective is needed in shifting the face of the workforce and business. With little high demands in comparison to past generations, why shouldn’t they receive great employee benefits?

    Contact Engage Health Group to discuss how your business can support your young employees’ wellbeing. We are happy to give you free, no-obligation advice.

  • Reveal the Impact of COVID on Expat Mental Health (New William Russell Data)

    Reveal the Impact of COVID on Expat Mental Health (New William Russell Data)

    The William Russell study on expats mental health and support

    The pandemic has arrived at the doorstep of many of us on every continent and brought fear, worry and stress to our daily lives. With the upward trend in mental health awareness, more and more employers are working hard to assist employees in managing mental health conditions. But what about people who live and work abroad (expats mental health)?  Is it easier or harder for expat employees to deal with the uncertainty of the pandemic? William Russell (a leading medical international insurance provider) has just released some interesting data on how COVID-19 has affected the mental health of expats. Unfortunately, 38% of them feel that their mental health has deteriorated during the covid-19 pandemic.
    In this blog we look at:

     

    Has the pandemic affected expat mental health in 2021?

    38% of the 1,184 expatriates surveyed in five countries (Australia, Hong Kong, UAE, UK, USA) by William Russell confirmed that they had noticed a decline in their mental health in the last 18 months. On the contrary, 23% of the respondents felt that their mental health had improved during the pandemic.
    One explanation for the mixed response is that expats who are already settled in the new environment were less affected by the uncertainty and social restrictions brought up by the pandemic, and may have enjoyed the flexibility of home working. Sadly, many of the international workers were badly hit by the changes.

    What can cause mental illness in expats?

    There are many reasons, but the most common factors are:

    1. Being homesick – Living abroad could be exciting, but after a certain amount of time, they will miss their family and friends. They will feel isolated and they can even worry that they will be forgotten.
    2. Adopting to the new climate, culture, religion and language – This could cause stress on a daily basis for employees living abroad.
    3. Isolation from support bubble – In case of a crisis, such as the covid pandemic, they are isolated from their support networks such as family and friends – there is nobody to offload their anxiety, fear or stress face to face.

    When the expats were asked whether they would prefer to be at home during covid-19 pandemic, over 44% agreed and 15% strongly agreed, so more than half of the people living & working abroad would have preferred to be in their home country during the hard times of the pandemic. Only 33% of them disagreed with this.
    Having said that, 53% of the expatriates said that living and working abroad actually had a positive effect on their mental health in general, which is excellent news. But what about the rest? One in five said that their international working experience had a negative impact on their mental health, and 4% felt to say that it was “significantly negative”.

    Worldwide mental health support for expat employees

    If you are in your home country, you have easy access to call your GP or a specialised helpline, or talk to your immediate support bubble about your emotional and physical wellbeing. However, when you are abroad, it is a totally different ball game because of the language and cultural barrier and the potential cost for reaching out for professional help. No surprise then, that in the William Russell study 22% of the surveyed expats said they were “sceptical”, 46% “uncertain” and 11% “unsatisfied” about the quality of the professional health support available for them. This is an alarming rate and something employers need to take on board with regards to their benefits strategy for international employment.

    Covid impact on expats relationships with families and friends

    In the study, 24% of the expats confirmed that during the pandemic their relationship with their loved ones started to show difficulties and tensions. No doubt these situations are magnified in the mental health of an individual who already feels lonely and isolated abroad. Having said that, 18% said that their relationship with people in their home countries had improved in the last 18 months following the start of pandemic. Occasionally crises bring family and friends closer to each other. The good news is that only 9% of the expats said that their relationships with other people became broken, the majority managed to make friends with locals and sustain friendships.
    This data shows that the COVID crisis did bring some friends and families together, but many expatriates did suffer a particularly rough time.

    What is the mental health cover for international expats?

    Employers can offer support to their employees with their mental health via an International Employee Assistance Programme (link to our website). Global EAP providers often have an international footprint themselves as well as having a global network of counselling services to be able to offer face to face support to employees anywhere in the world. The friendly, professional call centres they operate are also able to handle calls in multiple languages and have a deep understanding of cultural differences that are an important consideration in addressing personal and work issues. Promotional materials and documentation are also available for these expats to use.

    Expat mental health covered by International Private Medical Insurance?

    Medical Insurance for companies with global employees, generally offers a strong level of cover for both in and outpatient mental health treatment. With some International Health Insurance providers, it is built into the core product as standard, while others offer an optional or variable level of cover. We would always recommend these benefits are included, if budget allows, as not only is it a valuable benefit to employees in crisis, but mental health issues are one of the biggest reasons for expatriate assignment failure. Most Global Medical Insurance providers now also include an International EAP built into their offering as standard, avoiding the need for purchasing a separate, stand alone service.

    Why prevention key to expat mental health?

    Mental health is a growing area of particular focus for both expats and employers with expat populations alike. There are several studies that show that mental health is one of the greatest causes of sickness and it also affects the productivity of employees. Early intervention is key to reducing absence, therefore many Global Employee Assistance Providers will aim to be very visible with employee and intervene within the first week, prompting early discussion and support, and facilitating a quicker return to work.
    There is plenty of evidence suggesting that factors that delay or prevent mental illness treatment include low levels of knowledge regarding mental illness and prejudice and discrimination against people with mental illness. However, given the right focus by employers, with the right support, benefits package, training and focus, this can be avoided.

    Contact Engage Health Group to discuss the best International Medical Insurance and International EAP options for your employees working abroad. We are happy to give you free, no-obligation advice.

  • Home working: a game-changer for Employee Benefits strategies?

    Home working: a game-changer for Employee Benefits strategies?

    Let’s face it, 2020 has been extremely challenging for HR decision makers. Employee safety and wellbeing have become the number one topic in organisations and senior management teams have had to move mountains to adapt working processes to cope.

    One of the most prominent changes has been in the number of employees who are working from home. And people seem to like this new arrangement. According to a March 2020 survey by Glassdoor, 67% of UK employees felt that they could be just as productive and benefit from the work-life balance and flexibility that comes with working from home. So if people’s attitudes are changing, what does this mean for an organisation’s employee benefits strategy?

    Of course, not all employees can or should work from home. But the pandemic has certainly erased assumptions that companies had about the necessity of all of their staff to be in their place of work to get the job done. Information gathered by the Chartered Institute of Personnel and Development suggests that 61% of employees who were not furloughed in April were working from home on a full-time basis. That’s an increase from 24% before the pandemic hit. If there’s anything certain in all of this uncertainty, HR departments can expect a future increase in the number of flexible working requests that they receive on the issue of working from home.

    Radical shifts in thinking are not just the preserve of employees who are wondering if working from home could be the ‘new normal’ for them. With dangers of financial losses from reduced trading in all kinds of sectors, senior managers are looking at empty offices and asking themselves if they’re all really needed when technology can carry the communications load.

    Is your employee benefits strategy still fit for purpose?

    Going beneath people’s desire to work from home reveals all sorts of emerging attitudes about wanting to feel safe and wanting to protect their families and others. But it has also resulted in people valuing some extra time with their loved ones or getting more work done and rejecting the prospect of returning to the dreaded commute. It’s not unreasonable for employees to ask for their changes in attitudes to be supported by their employers.

    From the company point of view, the debate revolves around the advantages and disadvantages of working from home versus the costs of paying for office space. Increasing home working options removes understandable concerns associated with social distancing, wearing face masks and using communal areas. And if people do go back to work in the same numbers, companies may also need to consider improved ventilation and additional cleaning, which only adds to the costs of what may already be an expensive line item.    

    The other aspect of a review of employee benefits revolves around employee costs. Sickness absence costs have probably risen and there may well have been an increase in demand by employees for wellbeing services such as counselling, occupational health consultations and health screenings. The pandemic has increased levels of anxiety and prevented people from getting their usual access to NHS medical and dental services, leading to further health problems. If your benefits strategy has no provision for these types of services, it may be time to ask for advice on what is available.

    Return on investment on employee benefits

    Achieving the best value for your employee benefits package doesn’t have to mean that values are compromised. For example, the trend for open plan spaces and smaller working spaces has compromised people’s privacy. A hard edged business proposal to reduce office space and redirect that savings into a revised benefits strategy may be pushing on an open door as far as employees are concerned.

    There’s no doubt that flexible working, including home working, is a benefit in itself. A successful review, though, should take account of the kinds of benefits that home and other workers are likely to value these days. Some examples are:

    • Dental plans – The pandemic has reduced access to dental services so funded dental plans will help employees to be treated more quickly when dentists open up fully.
    • Business Health Insurance – There are all sorts of packages for all sorts of budgets but the most successful option will focus on the explicit health needs of the workforce.
    • Group Income Protection – The media has covered the real worries that employees have had about being off sick without sufficient sick pay. Income protection can help workers to feel more secure and less stressed.
    • Group Health Cash Plans – These are low cost and can provide a range of benefits to help employees cover the cost of eyes tests, dental work and initial consultations or tests to help get staff diagnosed and back to work quickly. They also often come with an Employee Assistance Programme included, which provides mental health support and, where needed, face to face counselling for employee struggling with their mental health, financial worries and a range of other issues.

    To argue successfully for a change in your company’s employee benefits strategy, it’s crucial to bring some number crunching to the table. A thorough analysis may include the following:

    • The impact of employee benefits on engagement, motivation and productivity
    • Costs that can be saved or expenditure that can be moved into employee benefits – for example, reduced sickness absence levels or reduced office space
    • The key reasons why the proposal is required to allow the company to adapt for the better
    • Acknowledgement of any potential disadvantages or risks, with proposed actions ready to remove or reduce them.

    One route that can assist is an independent review of your current benefits package and what changes you would like to make. Our consultations are designed to analyse at a critical level the employee benefits options that would fit your company’s organisational needs and your employee’s changing desires.

    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.

  • 5 employee benefits which are FREE or inexpensive to implement

    5 employee benefits which are FREE or inexpensive to implement

    Attracting and retaining the best calibre of staff, and then keeping them engaged throughout their tenure is more important than ever. While benefit provision has historically been a significant focus for large businesses, it’s clear to see that smaller organisations are now making this part of their core business strategy too.

    Of course, big corporates have big budgets, and the ability to deliver a glossy range of benefits and rewards which might be out of reach for many smaller organisations. Thankfully that doesn’t mean employee benefits are a non-starter for SME’s, and there are some very effective ways to engage staff without breaking the bank.

    Below we have listed our top five benefits which can be implemented at a comparatively small amount, but still offer a fantastic return on investment.

     

    1. Employee Assistance Programme

    Employee Assistance Programmes (EAPs) can be thought of as a “Citizens Advice Bureau” for employees. Its main aim is to provide confidential, independent, impartial and unbiased guidance to employees who could be suffering in a range of areas including Health & Lifestyle, Legal, Work Life and Home Life.

    With a 24/7 helpline and up to 8 sessions of face-to-face counselling included, employers can feel assured that they are not only satisfying their Health & Safely obligations, but also supporting employees who might otherwise not have a sounding board or advice outlet available to them.

    Some of the key areas that employees utilise an EAP are as follows:

    • Mental Health
    • Eldercare
    • Addiction
    • Terminal illness
    • Debt problems
    • Bullying and harassment
    • Stress
    • Identity & LGBTQ
    • Domestic abuse
    • Bereavement

    Finally, due to the rich Management Information available to employers in terms of how the EAP is being used, this can assist in identifying underlying risks in the organisation which mightn’t otherwise have been obvious.

     

    2. Group Health Cash Plan

    A mechanism to provide cover for the every-day healthcare costs which employees might face, Group Health Cash Plans are more popular today than they’ve ever been.

    Full Private Medical Insurance, whilst excellent, is comparatively expensive to provide, and for those with a limited budget, may be a non-starter.  Health Cash Plans on the other hand are not only available for a fraction of the cost, but are arguably more valued by employees, due to the fact that the benefits can be extracted and enjoyed on a more frequent basis.

    In practical terms, a Health Cash Plan allows employees to claim back money spent in a number of health-related areas, the following of which tend to be the most common;

    • Routine dental treatment such as check-up’s, scale and polish, fillings
    • Routine optical care such as glasses and contact lenses
    • Physiotherapy, chiropractic and osteopathy
    • Chiropody, podiatry and homeopathy
    • CBT (Cognitive Behavioural Therapy)
    • Health screening, massage and flu jabs
    • Virtual GP

    It is also typical for employees’ children to be included for free (up to 50% of employee limits) under the plan, and for individuals to have flexibility to add their partners and upgrade cover on a voluntary basis.

     

    3. Volunteering

    Employees of all ages, but particularly the younger generations now entering the workplace, are finding it increasingly important for their employer to play an active role in supporting the local community. 

    More and more employers are using this route to enhance their Employer Value Proposition (EVP), in addition to the traditional benefits which companies offer.

    A great way to embrace this growing requirement is implementing a volunteering benefit which is both free to roll-out and can supplement any existing corporate social responsibility or charity focus already in place.

    If you are considering putting this in place, here are some top tips to consider:

    • Set a dedicated person to manage this benefit, record days used and manage some of the below considerations.
    • Set a fixed amount of days per year which can be used, either in one go or throughout the year (Between 1 and 5 days is a common offering)
    • Consider which charities you want to support via this benefit;
      • Do you want one charity that your business wants to support with a key project that they have?
      • Consider providing a panel of pre-vetted local charities or good causes which you would like to direct employees towards.
      • Do you want to let your employees choose their own charities that are important to them? If so you should require prior submission for you to vet the charity.
    •  Employees should be required to give between one week and a month’s notice before their volunteering day in order to give you time to plan for their absence.
    • You should ensure that any charity that you are supporting has the appropriate insurances in place should your employee injure themselves while on their premises.

     

    4. Group Life Insurance

    Sometimes referred to as Group Death-in-Service Insurance, this benefit is designed to ensure that, in the event of an employee passing away, a tax free payment will be made to their dependants/beneficiaries, whether that is a parent, partner or child/children.

    Interestingly, employers considering this benefit often ask if the term “death in service” means that the employee must physically be undertaking their employed role when they die.  This is not the case, and the benefit is payable as long as the employee is in active service.

    Employers typically structure the benefit to provide either 2x or 4x the employee’s salary upon death, and it’s also possible to have different levels of benefit depending on seniority or grade.

    Each employee completes an “Expression of Wish” form upon joining which outlines who payment should be made to in the event of their death.  The form also allows for multiple beneficiaries to be recorded, allowing the employee to specify how any benefit should be divided.

    The other great feature of this type of cover is that in most cases, employees do not have to complete medical underwriting, unlike individual protection.

    With so few people taking financial advice and setting up their own personal Life Assurance provision, this kind of scheme is an excellent way of demonstrating to employees that you have their families’ interests at heart if the worst was to happen.

     

    5. FREE added extras to Group Risk Protection policies

    Providing a small Group Risk Protection policy for your exec team can provide FREE counselling, second opinion service, treatment sourcing and retail perks platforms for ALL employees.

    Did you know that if you purchase a Group Risk product (Group Life, Group Income Protection or Group Critical Illness) for a minimal number of staff, some insurers will allow you to extend a whole range of additional benefits to your entire workforce, completely free of charge?

    Providing Group Risk benefits to just two Directors, for example, could enable you to extend the additional value to hundreds of other staff!

    Group Life, Income Protection and Critical Illness are a fantastic way to cover your people in the event of death and illness respectively but the key benefit we want to highlight here is the value which immediately becomes available to all staff NOT insured under the Group Risk protection plan. 

    These can include:

    Counselling Services

    • Confidential counselling
    • 24/7 telephone helpline
    • Up to 10 Face-to-face sessions with a psychologist
    • Putting employees in touch with support groups in their area
    • Financial and legal telephone services from an independent consultant
    • Guidance on a range of everyday issues such as debt, buying a home, tax and divorce
    • All delivered via easy to use apps
    • Access to service from anywhere
    • Wellbeing articles brimming with articles and podcasts
    • Meaningful Management Information to show usage and identify trends

    Second Opinion Service

    • Provided by leading services such as Best Doctors
    • For any employee who has been diagnosed with a medical condition (private or NHS)
    • Locates world-leading experts for the condition
    • Arranges full review of employee medical condition
    • Employees received full diagnosis, a comprehensive report and recommendations for treatment plan
    • Health questions answered by an expert
    • Access via phone and online portal
    • Extensive library of wellbeing tools, videos and literature
    • Medical and travel arrangements made if employee chooses treatment outside of the UK

    Treatment sourcing

    • For those without private healthcare but wanting to source private treatment
    • Competitive treatment costs as opposed to following retail route
    • Access to over 20,000 consultants around the UK
    • Treatment sourcing deal with 450 private hospitals and NHS private patient units
    • Fast and efficient booking process to facilitate quick consultations, tests and procedures

    Perks

    • 1000 + perks via app
    • Cinema discounts
    • Retails discounts
    • Restaurant discounts

     

    How will you deliver highly valued perks to your workforce within budget? Contact Engage Health Group’s team of impartial brokers to uncover the best FREE quotes and receive expert guidance. Email enquiries@engagehealthgroup.co.uk or call 01273 974419.  

  • Employee Assistance Programmes – A powerful employee benefit

    Employee Assistance Programmes – A powerful employee benefit

    Why choose Employee Assistance Programmes?

    With the cost being relatively low and with such an array of benefits for both the employee and employer, it’s easy to understand why more businesses are incorporating an Employee Assistance Programme (EAP) as part of their overall benefit strategy.

    An EAP (Employee Assistance Programmes) is often positioned as a highly valued employee benefit that promotes wellbeing and a strong work/life balance, but is also proven to:

    • Greatly reduce absenteeism (34% reduction on average – source CBI absence survey)
    • Improve productivity in the workplace
    • Reduce stress in staff members and colleagues
    • Improve staff retention
    • Demonstrate a caring approach towards employees
    • Add value to an organisation (a return of £14 for every £1 invested – source CBI absence survey)

    There is no “one size fits all” approach when it comes to employee health and wellbeing, but an EAP can certainly tick a lot of the boxes and help employers to gain a better understanding of the risk factors which exist within their business. Furthermore, by providing a tangible tool to help employees navigate any personal issues they may be facing, employers can drive higher levels of engagement, and can have a meaningful and genuine impact when an employee needs it most.

     

    Some of the key benefits of an EAP are as follows:

    • Confidential support services 24 hours a day, 7 days a week, 365 days a year
    • Face-to-face counselling with fully qualified professionals
    • Stress related support
    • Cognitive Behavioural Therapy (CBT)
    • Support for substance abuse, domestic abuse, debt problems, bereavement
    • Family support services
    • Serious illness and accident support
    • Critical incident Support (in the event of a critical incident in the workplace)
    • Medical helplines (for general medical advice)

    These benefits can be invaluable to staff who mightn’t have an alternative channel available to them, and who also mightn’t be comfortable raising any personal concerns directly with their employer.

     

    Mental health awareness and early intervention

    Additionally, with the upward trend in mental health awareness, more and more employers are working hard to intervene where appropriate to do so, and assist employees in managing mental health conditions. Mental health is one of the greatest causes of sickness absence in the UK, and whilst the overall rate of sickness absence has fallen by 15%-20% since 2009, absence due to mental health reasons in this period has actually risen by around 5%.

    Stress Related Absence has a significant impact on productivity and the below chart, recorded over a 10-year period by a major Income Protection provider, demonstrates the important role that early intervention plays.

    The table shows that when an episode of stress related absence receives intervention at week four, the average total length of absence is 24.3 weeks.  Where intervention is received between 21-25 weeks, the average total length of absence is over 55 weeks.

    Many EAP providers will aim to assist employers to intervene within the first seven days, prompting early discussion and support, and facilitating a faster return to work for the employee.

    Mental Health Index during the pandemic by Morneau Shepell
    Covid impact on expats mental health

     

    Is just providing an EAP enough?

    It’s certainly the important first step, but if employers wish to get the most return on their investment and genuinely improve the lives of their workforce, promoting the service in the right way is key.

    All EAP providers will make supporting literature available, such as posters and leaflets, which can be displayed in common areas to spread the word, but employers can go further still. Many employers now incorporate the EAP service as part of their management training, and ensure that staff are continually reminded of its features during performance conversations/121’s. Direct managers are often the first to notice a change in employee behaviour and are usually best placed to guide people to the service.

    Finally, whilst the use of an EAP by employees is confidential, many EAP providers offer meaningful Management Information to the employer, which can assist in understanding which risks are most prominent within their business. This is extremely useful as it empowers the employer to deploy resource more appropriately, ensuring that any health and wellbeing budget is being spent in the correct areas.

    Investing in the right health insurance policy for you, your family or your employees is a great way to ensure that you’re prepared should anything negatively affect your health, which could be out of your control.

    At Engage Health Group, we work with the UK’s leading health insurance providers to find the best policy for you, at the right price. Get in touch for a no obligation quote.