Category: News

You probably already know that Company Health Insurance costs vary from case to case. That’s why we usually recommend getting in touch with our team of award-winning brokers to source FREE quotes tailored to your business.

Nonetheless, it’s always worth looking at indicative price ranges and understanding the factors which affect them. That’s exactly what you’ll learn from this blog post, plus you’ll get some bonus tips on how to keep premiums low.

Get FREE one-to-one advice and support by contacting our independent brokers on +44 (0)1273 974419 or via the chatbox on the right.

 

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What is impacting your Company Health Insurance costs?

There is no one fixed cost for Company Health Insurance. However, it’s worth knowing which factors affect the price of a Business Health Insurance policy.

The cost of health insurance is affected by the following:

• Age: the average age of staff included in the scheme and the ratio of young to old
• Location: where the company is based geographically
• Benefits selected: the benefits, and any added extras included in the plan
• Claims: any previous claim history (if any) from previous insurer
• Underwriting: the underwriting method selected at application of the scheme
• Number of employees included: the more people included in a scheme, the lower the premium per person

 

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How much does health insurance cost UK employers?

“We are always impressed in the level of detail of the market review conducted at renewal each year to ensure that we secure the best cover at the lowest premium”

Read more Engage customer reviews here

Below we’ve provided some indicative costs of health insurance schemes in the UK*. These prices are based on new-to-market schemes (first time purchasers), comprehensive cover, home county locations and non-London hospitals.

Number of employees: 2-9

• Average age 25: monthly cost per employee £28-£35
• Average age 35: £31-£48
• Average age 45: £42-£62
• Average age 55: £61-£88

Number of employees: 10-29

• Average age 25: £22-£30
• Average age 35: £27-£45
• Average age 45: £33-£52
• Average age 55: £45-£69

Number of employees: 50+

• Average age 25: £13-£22
• Average age 35: £21-£35
• Average age 45: £28-£44
• Average age 55: £38-£58

*Premiums shown are based on numerous sources including Engage Health Group’s existing client base, company quotations issued, third party sources, example quotations via insurer portals and market averages. Other variables can apply and all figures shown are for indication only purposes.

Looking for advice on how to lower your Company Health Insurance premiums? Set up a FREE call or receive FREE quotes by emailing enquires@engagehealthgroup.co.uk or calling +44 (0)1273 974419.

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8 ways to lower health insurance costs

It’s no secret that Business Health Insurance can be one of the most expensive (and most sought after) type of employee benefit. Thankfully, there are things you can do to lower the cost.

1. Raise the excess to lower the premium

The ‘excess’ is the amount you agree to pay towards an insurance claim. I.e. if you need to make a health insurance claim, you may choose to pay a pre-agreed amount towards the cost. The higher excess you pay, the lower the initial cost of the premium. Raising the excess could be a good option for businesses which have a lower likelihood of claims.

2.The Six-Week rule

When you apply the Six-Week rule it means that employees will only be seen privately if the NHS has not seen them within six weeks. In some cases, it’s been known to help reduce the company’s premium by 25%!

3.Set up an eligibility criteria

You can set criteria which decides which employees get access to the scheme. For example, an employee may need to be employed for a minimum period of time (such as six months) or it may apply to full-time workers only.

4.Pay annually

Depending on the insurer, some are known to offer discounts for annual payments, rather than monthly.

5.Enlist a broker’s help

Enlisting a broker ensures you locate the best Company Health Insurance policy for your needs. It’s not simply about discovering the lowest price, it’s about finding the best value. An AMII-accredited health insurance broker like Engage provides its services free of charge and will work in your best interests, rather than in the interests of an insurance provider.

6.Try out Health Cash Plans

A cheaper alternative to Business Health Insurance is a Health Cash Plan which focuses on the everyday health needs of your staff, such as physiotherapy, dental care, optical care and more.

Discover whether a Business Health Cash Plan is a good option for your business.

7.Reduce the level of cover

Most health insurance policies feature different tiers of coverage. Being selective with what is included in your plan is going to reduce costs. But will this strip away too much of its value to staff? This can be a tricky calculation to make and really depends on the needs of your business and its team members. Again, these are discussions we can help with.

8.Reduce added extras

Many insurers will offer extra add-ons to your policy, such as Employee Assistance Programmes and physiotherapy access – but cutting these down could help negotiate a lower price. Once again, it’s a case of calculating the money savings versus the value of benefits lost.

Further reading: 12 employee benefits designed to protect the health & wellbeing of your workforce

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Seek out expert and obligation-free advice

Company Health Insurance costs vary greatly depending on the insurance provider, the nature of your business, and the size and demographics of the workforce covered. As one of the more expensive employee benefits products, it’s especially important to ensure that you get optimal value from it.

That’s why getting advice from independent professionals is always recommended. And as it comes at no extra cost to your business, there’s zero risk or downside.  At Engage Health Group, we go above and beyond to ensure that any health insurance scheme or employee benefit is the perfect fit for your business. We specialise in negotiating with insurance companies and finding the best quotes which aren’t publicly available, saving you and your HR teams the legwork.

We offer our expert support free of charge, sourcing tailored quotes and helping you implement your selected employee benefits across the workforce.

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

 

There are seemingly endless options for businesses seeking to protect and bolster the wellbeing of their employees. So where do you start?

We’ve gathered a comprehensive list of employee benefits currently available in the UK market to provide a quick view of all the options currently at your disposal.

As an award-winning employee benefits broker, we’ve helped many companies source and implement the ideal combination of benefits – and we’re sure this overview will provide plenty of inspiration as you plot your route forward.

 

For FREE one-to-one advice and quotes, simply contact our independent advisors on +44 (0)1273 974419 or via the chatbox on the right.

 

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#1 Business Health Insurance

 

What does it do?

Provides Private Health Insurance coverage to however many people you wish to cover. Inclusions and exclusions vary widely depending on the policy but it’s worth remembering that ‘acute conditions’ can be covered (medical issues which respond well to treatment) but ‘chronic conditions’ cannot (conditions which don’t respond well to treatment and for which there is no cure).

Why provide it?

Always ranks amongst the most in-demand employee benefits in surveys. It can also include a variety of useful add-ons, such as Employee Assistance Programmes and gym discounts.

Read more about Business Health Insurance.

 

#2 Group Life Insurance

 

 

What does it do?

Ensures all employees in the workforce can get access to Life Insurance. In the sad event of a team member’s passing, their nearest and dearest will receive a pay out from the insurance policy.

Why provide it?

It assures employees that if anything happens to them, their loved ones are financially protected. It also happens to be the lowest cost health-related insurance that businesses can provide.

Read more about Group Life Insurance.

 

#3 Group Income Protection

 

 

What does it do?

It’s a form of sick pay for long-term absentees which can supplement statutory sick pay and/or continue after statutory sick pay comes to an end. The pay-out is calculated as a percentage of the employee’s income. The business receives the money so that they can continue to pay the staff member while they are sick.

Why provide it?

It’s costly to look after an employee who cannot work. Group Income Protection covers that cost thereby enabling you to pay a new staff member fulfilling the role. A key part of the scheme is that it also supports employees in their efforts to get better and return to work.

Read more about Group Income Protection.

 

#4 Group Critical Illness

 

 

What does it do?

Financially supports a worker if they become incapacitated by a serious illness or, in some policies, a disability. As with Life Insurance, coverage can be provided as a fixed amount or as a multiple of their salary.

Why provide it?

In today’s economic climate, many employees would be unable to support themselves should they become unable to earn. This type of insurance provides financial support when it’s needed most.

Read more about Group Critical Illness.

 

#5 Key Person Insurance

 

 

What does it do?

It provides financial support to businesses in the event of a key member of the team becoming unable to work, either due to ill health or death.

Why provide it?

Many businesses have an individual (or two) whose sudden absence would have major financial implications for the company. If you have someone irreplaceable in your team, it may be worth protecting your business with Key Person Insurance.

Read more about Key Person Insurance.

 

Need one-to-one advice from impartial experts? Arrange a FREE call or gather FREE quotes by emailing enquiries@engagehealthgroup.co.uk or calling +44 (0)1273 974419.

 

#6 Relevant Life Insurance

 

 

What does it do?

It’s a form of Life Insurance which businesses can take out on one individual. As with regular life cover, it pays out to an employee’s family (or other designated persons) in the event of the employee passing away.

Why provide it?

If you’re a small business and only wish to take out Life Insurance for one individual, then it’s more tax efficient than taking out a personal plan. However, businesses wishing to cover multiple employees are better off with a Group Life policy.

Read more about Relevant Life Insurance.

 

#7 Health Cash Plan

 

 

What does it do?

It provides coverage for more routine health needs such as physiotherapy, online GP services, eye tests, health screening, counselling and more. It’s much like Private Health Insurance but with a more restricted offering.

Why provide it?

Health Cash Plans have become increasingly popular, and the breadth of services offered have become wider in recent years. Because it’s less exhaustive compared to private health insurance, it’s also available at a lower price point.

The cost of a small business Health Cash Plan starts at £4.33 per employee, per month.

Read more about Health Cash Plans.

 

#8 Group Dental Insurance

 

 

What does it do?

While dental insurance can be included within a broader Health Insurance scheme, businesses can also opt for a standalone policy. Quite simply, with a Group Dental policy employees can claim back the cost of dental treatment.

Why provide it?

It covers both routine and emergency procedures. Unlike other forms of medical insurance, it doesn’t require “medical underwriting”. This means anyone can benefit from Group Dental coverage regardless of their medical history.

Costs start from £5.60 per employee, per month.

Read more about Group Dental Insurance.

 

#9 Employee Health Screening

 

 

What does it do?

It’s essentially a detailed check-up of an individual’s health, highlighting any areas requiring closer attention or, simply giving the reassurance of an all-clear. While not strictly an insurance scheme, they can be provided as part of a private health or Cash Plan policy. Alternatively, there are specialist providers offering standalone health screening services.

Why provide it?

Many employees will never have undergone a health check before, and so they will appreciate the opportunity to get a thorough health MOT. Also, prevention is better than cure – the results of a health check may notify an employee of a potential future health risk which they can avoid through lifestyle changes.

The most basic health checks begin from £30 -£40 per employee.

Read more about Employee Health Screening.

 

#10 Group Travel Insurance

 

 

What does it do?

If you have a group of employees travelling abroad, you can insure them against the cost of illness, accidents, travel cancellations and lost possessions.

Why provide it?

It’s ideal for teams traveling abroad on business. When employees get into trouble, a comprehensive policy provides rapid guidance and support for all the issues covered in the policy, thus reducing the burden on HR.

Read more about Group Travel Insurance.

 

#11 Employee Assistance Programmes

 

 

What does it do?

It provides practical support for any health or lifestyle issues an employee could be facing. Hosted on a digital platform, it includes stress support, health eating tips, counselling services, financial advi

Why provide it?

Features can vary widely, but the idea is that it empowers employees with the knowledge and tools to become healthier, happier individuals – and everyone benefits from that. Keep in mind that EAPs are usually offered within Group Health Insurance schemes, but specialist standalone products often have more features.

Read more about Employee Assistance Programmes.

 

#12 Online Benefits Platforms

 

 

What does it do?

It houses an organisation’s employee benefits offering. Employees can access their benefits via a simple digital platform, while HR can manage functionality.

Why provide it?

An online benefits platform simplifies the process of administering benefits. Features can vary greatly and even include payroll integration and staff communication tools.

Prices can start as low as £4/month per person for the most basic level of service.

Read more about Online Benefits Platforms.

 

Extra benefits to take into consideration

Why not get more creative with the benefits you offer?

Here are some other potentially attractive benefits to consider for your workforce:

• Flexible working arrangements
• Gym memberships
• Travel cost reimbursement
• Enhanced pension
• Extra holiday entitlement
• Person development and training days
• Team-building days
• Lunch provision

 

How much does Business Health Insurance cost? Freedom Health tells all…

With 20 years of experience in the market, Freedom Health Insurance provides private medical insurance to businesses of all sizes in the UK and abroad.

Freedom Health Insurance were kind enough to share indicative costs of corporate policies from the last three years:

• Average premium per employee/dependant is £515 a year (based on all group plans insured with Freedom Health).
• Standard premium increase for group policies during 2021 was 7.07%, staying relatively stable since 2022 when the increase rate was 7.01%.
• The average age of PMI policyholder is 37.
• Virtual GP is one of the most valuable add-on group benefits with 97% of patients feeling that the service helped them avoid waiting for their usual GP or was a more convenient method compared to seeing their usual GP.

Information accurate as of June 2022.

 

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Sourcing the right support to help set up employee benefits

The first step to establishing the perfect blend of employee benefits is to assess the options you have available. What are they? And how do they match the needs of your employees and the objectives of your business? This article should help kickstart the process.

However, it’s also recommended to get expert advice to ensure you’re getting the right policies on the right terms. Too often, businesses fall for an attractive sales pitch, only to discover that the terms weren’t quite so dreamy after all. Enlisting a broker with expert knowledge of the industry will ensure you avoid any such problems.

At Engage Health Group Ltd, we offer expert support free of charge, sourcing quotes tailored to fit your specific business needs, and helping you implement your selected employee benefits across the workforce.

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

Setting up an employee benefits scheme is a difficult task – especially for overworked HR teams. You’ve got to find the right mix of perks and insurance policies which match the needs of your employees, all within budget.

Unsurprisingly, mistakes are often made. Many companies end up with a scheme which goes unloved and underappreciated by teams and fails to achieve value for money.

In this article we explore the 6 most common mistakes UK businesses make with their employee benefits and detail the simple remedies to put them right.

Looking for help setting up or reviewing your employee benefits scheme? Contact our expert team at +44 (0)1273 974419 or click on the bottom right chat box for advice and FREE market-wide quotes.

 

#1 Uneven benefits – Balanced benefits

One of the most common problems we encounter is an employee benefits offering which is weighted too heavily in one area. Ideally, your benefits programme will be evenly spread across three main categories:

• Insurance: including Business Health Insurance, Critical Illness Cover, Income Protection, Life Insurance, Relevant Life Insurance and more.
• Wellbeing: including everyday wellbeing initiatives such as discounted gym memberships, dietary guidance, one-to-one counselling – often provided within an Employee Assistance Programme.
• Rewards: including leisure and retail discounts, company away days, extra holiday entitlement, flexi working arrangements and more.

Unfortunately, we often discover that businesses put all their eggs in one basket and neglect other areas. For example, a scheme which tilts too heavily towards insurance means that staff only get support when things go wrong and will be lacking the positive motivation provided by reward schemes or the practical daily support offered by wellbeing initiatives.

The answer of course, is to ensure benefits are carefully balanced – though demographics can certainly play a role in your decision-making. This ensures that the various needs of your team are most likely to be met.

 

#2 Hope for success – Monitor success

We understand why some HR teams would want to treat workplace perks as a one and done deal. But in truth, the success (or otherwise) of perks must be monitored on an ongoing basis. Clear goals or KPIs can be set for your system of perks. For example, if you have insurance schemes, are they receiving much use? If you have an employee benefits platform – how much engagement is it receiving? Do you know what success looks like?

Based on what you learn, the benefits you provide can be adapted along with the changing needs of your teams. And don’t forget to gather feedback from the team!

As a benefits broker and consultant, we help HR teams put in place user-friendly systems for monitoring success – and even perform these duties on their behalf should they so wish.

Looking for one-to-one assistance? Our team of independent brokers are happy to answer all your questions and fix any issues you have with your employee benefits. Use the chatbox in the bottom right or email enquiries@engagehealthgroup.co.uk.

 

#3 Unaware employees – Informed team members

The most attractive array of perks can go unloved if your team isn’t aware of them. We’ve visited the offices of many a client to introduce perks to their employees for just this reason. We frequently perform presentations to staff and allow time for a thorough Q&A.

The importance of communication cannot be underestimated. Your people won’t appreciate their perks if they don’t know they exist or are unsure how to use them.

 

#4 Ask the boardroom – Consult the whole team

In the rush to negotiate a scheme and provide it within budget, it’s too easy to forget those who matter most – the employees themselves. It’s not only the purse string holders and senior management who should be influencing the nature of the perks being provided.

It’s relatively straightforward to create questionnaires which allow employees to rank perks in order of importance. However you do it, getting feedback is essential before launching or revising a benefit scheme.

 

#5 Carry the burden – Outsource to the experts

Every HR team wants advice they can trust. The world of insurance and employee benefits is full of people with a vested interest in advising you according to their own needs rather than the needs of your business. Even some brokers have mutually beneficial relationships with just one or two insurance providers which means their advice is not truly impartial and they won’t cast their eye across the whole marketplace for better deals or improved policy terms.

To find a broker or consultant you can trust, it’s worth checking if they’re members of the Association of Medical Insurance Intermediaries (AMII). Membership proves that a broker is committed to providing excellent service and impartial advice.

At Engage Health Group we are proud members and are passionate about providing our clients with the best possible advice and support. Furthermore, we provide our advice free of charge.

It’s also worth pointing out that outsourcing to a benefits broker will reduce the burden on HR. All the most complex and infuriating aspects of employee benefits administration can be handed over to people who perform these duties day in, day out.

 

#6 Stick to the same benefit – Review yearly

Annually reviewing your benefits scheme is essential. It’s not just a case of evaluating their usage and popularity (though important), it’s also to review their cost. You might discover a better deal elsewhere – and avoid a nasty price hike.

We’ve worked with many clients who let their benefits drift from one year to the next, not realising they could massively reduce the cost of their coverage while improving the terms and conditions offered.

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The Engage team can help!

Setting up and managing employee benefits is too often a stressful process for business owners and HR teams. Enlisting a broker can help alleviate the strain by ensuring you have expert guidance on hand whenever you need it.

At Engage Health Group Ltd, we offer expert support free of charge, advising on any issue within the employee benefits and health insurance market. We source FREE quotes tailored to fit your business needs, and help you implement your selected employee benefits and health insurance schemes to your staff.

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

Employee benefits are an essential tool for any business serious about supporting the wellbeing of their workforce and boosting staff recruitment and retention. The basic idea is to ensure your whole team is happy, healthy and productive – a recipe for ongoing success for business and employee alike.

In this blog post, we look in more detail at the key employee benefits objectives and how different perks support them.

 

Need help finding the perfect blend of employee benefits for your business and staff? Contact our independent team at +44 (0)1273 974419 or click on the bottom right chat box for advice and FREE market-wide quotes.

 

What are the main employee benefits objectives?

A QuickBooks survey revealed how almost half of workers feel benefits would make them stay at their job even if another company offered a raise. So, it’s unsurprising that recruitment and retention are the key reasons why businesses invest in employee benefits – getting it right can make a big difference.

However, there are a range of other motivations at play – for employer and employee alike. Below we have listed a handful – many of which are interconnected.

Employer objectives:

• To attract the best talent out there
• To hold onto your best people and keep staff turnover low
• To boost employee productivity
• To protect the wellbeing of staff, fulfilling the employer duty of care
• To respond to current industry demands and remain a leading employer in the eyes of current and prospective employees
• To match or better other competitors

 

Employee needs:

• To protect their health and wellbeing, as well as their family’s health – 9 in 10 employees place ‘health’ as their top life priority.
• To improve their motivation towards company and work
• To improve their wellbeing on all fronts – boosting productivity and giving a sense of control in their lives
• To feel valued and rewarded by their company beyond the wage structure
• To improve financial security

 

 

Employee benefits to get things started

After establishing your business objectives, it’s time to create a benefits package to support it! It’s never a case of one type of benefits versus another. It’s how they blend together to provide holistic support which really matters.

 

Health and wellbeing

Including a selection of health and wellbeing employee benefits is vital to a successful benefits plan, helping to address employee engagement, sickness absence, productivity levels, and employee loyalty.

• Business Health Insurance: a form of private health insurance which covers groups of employees via a range of proactive and reactive medical interventions. Read more about Business Health Insurance and what it typically includes.
• Health Cash Plan: supports everyday health and wellbeing, such as physiotherapy, osteopathy, diagnostic scans and counselling. Learn more about what’s included in a Business Health Cash Plan.
• Group Dental Insurance: Can also be included within a health insurance scheme, but otherwise purchasable as a standalone policy. Learn more about Group Dental Insurance here.
• Employee Assistance Programmes (EAP): Created for the purpose of helping employees deal with emotional and psychological stresses whether big or small. Often included with health insurance or health cash plans. Discover more about how EAPs work and what they can do for employees.
• Corporate eyecare: Often delivered alongside dental plans or within Health Insurance and Cash Plan schemes. In growing demand for many office-centred businesses.
• Employee Benefits Platforms: As well as housing a company’s employee benefits in one easy-to-access portal, benefits platforms give employees the ability to access the benefits and support they most need – creating a more personalised experience. Read our guidance on Online Benefits Platforms.

 

Lifestyle and rewards

Health and wellbeing isn’t the only issue high on an employee’s agenda. To boost retention levels even more, businesses must go beyond simply providing healthcare benefits and investigate what it is their employees prioritise in their everyday lives. Including some workplace perks that target staff’s lifestyles whilst rewarding them for their efforts at work will help attract top talent to the business.

Lifestyle and rewards to consider include:

• Remote working options
• Flexible working hours
• Extra holiday entitlement
• Parental and care leave / support options
• Retirement benefits e.g., pension contributions, financial planning support / services
• Travel expenses covered
• Cycle-to-work scheme
• Gym discounts / fitness classes
• Free counselling sessions / mindfulness classes / access to private mental health services
• Employee discounts / voucher schemes
• Bonuses e.g., positive contributions / hitting predefined targets

 

Financial protection

Financial protection is another important area to address, perhaps now more than ever. The following policies are variously designed to protect employees and their families against a loss of earnings from illnesses, injuries, and death:

• Group Life Insurance: provides financial support to an employee’s loved ones in the vent of their death. Read our guidance to Business Life Insurance here.
• Group Income Protection / Sick Pay Insurance: Not only does it provide financial support to employees laid low by illness (beyond statutory sick pay), it also provides practical support to help employees get better sooner. Learn more about Group Income Protection.
• Group Critical Illness: Provides financial support for employees suffering from a critical illness as defined by the policy. Find out how Group Critical Illness works in more detail.
• Relevant Life Insurance: Essentially, a Life Insurance policy designed for a single employee or company director. More tax efficient than taking out a personal policy. Learn more about Relevant Life cover here.
• Key Person Insurance: Protects the business against losses incurred due to the absence of a business-critical employee. Learn more about Key Person Insurance in our detailed guide.

 

Training and development

The last section to target is career progression and personal development. Most people want the opportunity to progress – they don’t like standing still with no hope of moving forward. Providing training opportunities proves that you want them to reach the best of their abilities.

Training and development can include:

• Free educational courses
• Personal development days
• Networking events
• Team events
• 1-2-1 coaching and meetings
• External training courses
• Group discussions / meetings
• Opportunity to shadow colleagues

 

 

5 ways to achieve your employee benefits objectives

Every industry has its own set of challenges, and each business its own unique structure and financial heft. However, there are some golden rules that businesses can follow to help them achieve their employee benefits objectives and ensure their benefits venture is as successful as possible.

 

1. Always take a blended approach: we often see companies make the mistake of leaning too heavily on one area. But providing a balanced mix of health and wellbeing support, financial protection, rewards and personal development opportunities gives you the best chance of reaching your objectives.

 

2. Promote and communicate employee benefits after investing: how else are your staff members going to know what is available to them? Yet this is too often overlooked. A broker like Engage can help introduce benefits to your teams and understand how they can use them.

 

3.  Manage benefits under one plan: particularly important for businesses with an international footprint. Often we see companies separately managing benefits for different business units when they could be brought together in one place, reducing paperwork and driving efficiencies in the process.

 

4.  Constantly measure success: stay up to date with staff feedback, review usage statistics and absentee rates, always review current insurance schemes before renewing (again, we can do that for you!)

 

5.  Get some extra help: speak to an independent employee benefits and insurance broker to help manage employee benefits and achieve superior value for money.

 

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Get extra support at no extra cost

Finding the right employee benefits for your business is a process that takes careful consideration. Receiving help from a specialist employee benefits and health insurance broker can ease the burden on overworked HR teams at no extra cost to your business.

Engage Health Group Ltd offer expert assistance free of charge, advising on issues surrounding employee benefits and health insurance schemes. We will source FREE quotes tailored to your business, help implement your chosen benefits schemes and provide assistance with claims.

 

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

Group Income Protection consistently ranks as one of the most popular staff benefits, so it was no surprise when it made it into the top three most desired perks in our recent survey. The good news for businesses with an international workforce is that Income Protection can also be used on a global level, protecting staff around the world under one policy.

International Group Income Protection has grown in popularity in the aftermath of the pandemic and during the current cost-of-living crisis as it provides financial security and peace of mind to both employees and their families.

But Global Income Protection doesn’t just benefit employees – it also benefits the business itself. In this essential guide we explain how it works, why it matters and how you can buy it.

 

Looking for the right international employee benefits to protect your global staff? Contact our team of AMII-affiliated experts for FREE quotes and advice. Call +44 (0)1274 974419 or click on the bottom right chat box.

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What is Global Income Protection?

Companies are already obligated to pay Employee Statutory Sick Pay for up to 28 weeks, but what happens if staff are unable to fulfil their role after this time? In short: they have to go without. Unless, that is, you have taken out Income Protection insurance.

The basic idea behind Income Protection (AKA Sick Pay Insurance) is that it provides extra support to employees above and beyond statutory sick pay. Global Income Protection is exactly the same except it’s designed to cover employees based in different locations and support the workforce wherever they may go.

Global Income Protection provides employees and their families with a lump sum payment in the event of them falling ill, undergoing an accident, or developing a disability whilst away.

There are two options available to choose from:

International Short-term Disability:

Provides financial security for employees who can’t perform work duties due to an accident or illness. The employer will pay a monthly percentage of the employee’s salary, for up to two years.

International Long-term Disability:

The same as mentioned above but kicks in after 24 months from the illness/accident or when the short-term cover comes to an end. The employer can choose to set up cover for as long as they want, but employees can only be covered up until the age of 65.

 

Both options are available for international businesses who have staff spread over multiple locations.

 

How does it work?

Global Income Protection pays out when an employee is deemed no longer physically/mentally able to carry out their duties. You don’t have to worry about a list of inclusions and exclusions as you might with many health-related insurance policies. In this respect, the claims process is relatively straightforward.

Most policies will set a maximum pay-out limit at 80% of the covered employee’s wage but the final decision of how much salary to cover is completely at the employer’s discretion. Employers must also decide on when the sickness payment kicks in (known as the deferral period), which is usually 13 – 25 weeks for short-term cover. This means employees won’t receive income until that time.

If the covered employee returns to work but relapses, payments will pick up again as before without an additional deferment period. However, this only applies if the return-to-work period lasts less than 60 days and the employee is suffering from the same condition as before.

Are you looking to implement an International Sick Pay policy on its own or alongside other international benefits? Either way, the team of experts at Engage Health Group can talk through your options and provide a range of FREE quotes gathered from across the market. Use the chatbox or call +44 (0)1273 974419 to start the conversation.

 

How much does Global Income Protection cost?  

There are several factors which influence the final cost of an International Income Protection policy:

• Age
• Job role
• Smoker/Non-smoker
• Medical history
• Number of employees covered (the more covered, the greater the discount per employee)
• Coverage provided (length of deferral period, agreed pay-out amount)
• Age-banding (decide if premiums will increase with age or freeze at the outset)
• Any add-ons offered by insurance provider

To discover price points tailored to your business, click the quote button at the top of the screen.

 

What are the benefits of International Group Income Protection?

Global Income Protection provides essential financial support to your staff, ensuring peace of mind and alleviating the many stresses related to ill health which can be exacerbated by wider economic trends like rising household bills

International Sick Pay also brings many positives to the business itself:

• Employers won’t be left paying employee’s salary for an extended period – or even having to make the hard decision of stopping payments
• Enables employers to fill the open role with a temporary staff member and cover these costs
• Gives employees/expats working overseas with no access to a local business income protection policy the opportunity to get potentially vital coverage
• Provides one central policy covering everyone equally, and all dealt with in one language and with one point of contact
• Huge time saving opportunity for HR as it centrally everything within one policy, and negates the need for local departments to draw up separate schemes
• Provides reassurance to expat employees and their families, fulfilling the employer duty of care
• Insurance policy covers costs so employers can avoid a hefty potential financial hit themselves
• Schemes also come with rehab support – speeding up the process by which employees can recover and return to work

 

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Get impartial advice from Engage International

International Group Income Protection is greatly appreciated by staff as it means that everyone can be equally protected wherever they are in the world. Meanwhile, your HR team will appreciate the time-saving it enables, and the finance department can see the money savings it enables compared to investing in a patchwork of local policies in each country.

It’s worth remembering that international employee benefits come at a significantly higher price tag compared to domestic schemes which makes it even more important to get the policy which best fits your strategic needs and maximises return-on-investment.

Receiving help from a specialist international benefits consultant can ensure that you avoid misspending your budget and paying over the odds on Global Income Protection plans or any other health-related insurance scheme.

Engage Health Group Ltd has an expansive global reach consisted of partnerships across 50+ countries and territories. With these wide connections and international expertise, our team of accredited staff can assess what it is you and your business need for a successful upgrade in your employee benefits.

Call us at +44 (0)1273 974419 or use the contact form in the bottom right. We’ll help you setup the best employee benefits and health insurance scheme for your business and staff.

Cross-cultural training is designed to help businesses bridge the gap between people of different cultural backgrounds, whether within a single workplace or across different global offices. It’s all about building a smooth line of communication, avoiding misunderstandings, and negating the potential for a cultural faux pas.

UK businesses alone employ over 5 million people overseas – this is likely to increase with technology making it easier for businesses to find new international markets. Management and staff must understand the challenges posed – and the benefits offered – by culturally diverse workforces, and how they can create the most supportive environment possible.

There are four main types of cross-cultural training, each one designed to tackle a different scenario faced by businesses. Read on to discover what they are and how they can smooth the process of communication no matter how culturally diverse your workforce is.

 

If you are looking for business-specific advice regarding international employee benefits, the experienced team at Engage is here to help. Contact us at +44 (0)1273 974419 or click on the bottom right chat box for FREE one-to-one advice and quotes.

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#1 Expat cross-cultural training

This first type of cross-cultural training focuses on expatriate employees. It’s designed to help expats adjust to their new culture and develop an understanding of cultural norms in their host country. Employees must be prepared for any culture shocks they might experience working and relocating to a new country – the success of these expat placements is incredibly important to prevent businesses from losing return on their investment.

The benefits of expat cross-cultural training to employees include:

• Improved awareness of local customs
• An understanding of business etiquette in the host country
• Avoidance of culture shock
• Increased chance of a successful placement
• Seamless interaction with minimal misunderstandings

The benefits for businesses include:

• A much higher success rate for expatriate missions – saving your business time, money, and effort
• Less troubleshooting, in cases where employees are struggling to adapt
• Greater workplace productivity – the expat will take less time to adapt to a new environment and meet their targets

 

According to Kotze and Massyn, individuals equipped with greater cross-cultural resilience were more likely to be engaged in their work and be less likely to burn out.

 

Bonus tip: To further reduce the risk of a failed overseas placement, consider undertaking Pre-Assignment Screening beforehand. Learn more about Pre-Assignment Screening here.

 

#2 Cross-border business training

It’s increasingly common for businesses to hire staff based in different countries. Cross-border business training can help these international businesses overcome the inevitable challenges of hiring across different cultures and time zones, and managing them in an appropriate manner.

This type of cross-cultural training is designed to help businesses master communication and avoid any misunderstandings resulting from cultural differences. The overall aim is to learn how to best work together, ensuring that differences become a strength and not a weakness.

For example, if you were to make an online presentation to a multinational team, you’d need to use language and expressions which translate effectively across different cultures. Certain linguistic idiosyncrasies such as pop cultural references, figures of speech and attempted humour – all have the danger of alienating certain groups.

Would you like one-to-one advice on finding cross-border training schemes for business? Our expert consultants provide FREE quotes and FREE independent advice. Simply call +44 (0)1273 974419 or use the chatbox in the bottom right corner.

 

#3 Global executive training

Third on the list is Global Executive training which aims to help businesses operating in multiple countries prepare their executives for working in an international environment.

Global executives must be able to effectively communicate with and understand staff from different cultures and backgrounds. Having a training programme that focuses on developing global executives’ cross-cultural understanding will help them thrive in a new global environment with new colleagues and clients.

This training helps executives to avoid any potentially costly misunderstandings by enabling them to learn about the different business etiquettes and norms taking place in a country.

 

#4 Multicultural team training

Last but not least, multicultural team training is designed to help businesses with employees from multiple cultures work together side-by-side and to the best of everyone’s abilities.

The benefits of Multicultural Team training for both businesses and employees:

• Helps ensure smooth and effective communication
• Helps to build/maintain a diverse and inclusive working environment
• Helps businesses to utilise the individual strengths of employees by understanding their different cultural backgrounds
• Develops employees’ understanding of each other’s cultural celebrations and norms

 

When employees feel like they belong to a team who values their individual skills, they’re far more likely to be productive and loyal to your business. Multicultural Team training can really help your team work together in a positive and productive way.

 

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Find the best cross-cultural training scheme for your business

A training course designed for high-ranking business leaders is very different from a course designed for building contractors visiting Dubai for the first time. At Engage Health Group, we tend to divide training programmes between workplace culture, expat employees and senior international business leaders.

Not all cultural training courses are created equal, and each business has its own unique requirements. That’s why, as independent consultants, we are dedicated to linking companies with those courses which provide optimal ROI.

Investing in the right cross-cultural training course can benefit businesses in so many ways, from providing staff with the tools to effectively communicate and collaborate with other cultures, to ensuring a more inclusive working environment.

There is a huge range of international employee benefits, training courses, and insurance policies to choose from. At Engage, we offer expert advice and support free of charge, advising companies on all the key issues surrounding employee benefits and their management. We source FREE quotes, provide help with implementing new schemes, and are always on hand to answer all the questions you could ever want to ask.

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

Between 20% and 40% of international employee assignments fail each year, due to expatriates and their families suffering from physical, mental, or medical health problems or a lack of preparation and integration training for the host country.

With such a high rate of failure still surrounding expatriate assignments and relocations, what can be done to prevent employees from feeling unprepared for this type of job opportunity?

One very important process is pre-placement assessment, helping staff and their families to prepare for the changes they are having to face.

Check out our need-to-know guide on pre-assignment screening and assessments.

 

Need help finding the right international employee benefits and protection policies for expatriate staff? Contact our team of AMII-affiliated experts for FREE quotes and advice. Call +44 (0)1273 974419 or click on the bottom right chat box.

 

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What does pre-placement assessment mean?

Pre-placement assessments also referred to as pre-assignment screening, is a thorough risk assessment undertaken by a business ahead of expatriate assignments. They are vital in boosting the expats chances of a successful international placement and ensure both a return on investment and the wellbeing of staff.

The assessment can include the following:

• Health Screening
• Personal evaluation
• Family support services
• Measuring mental health e.g., depression, anxiety, post-traumatic stress disorder
• Measuring current risk factors e.g., childhood trauma, adult trauma exposure, family risk
• Resilience factors e.g., coping mechanisms, family/social support, healthy lifestyle

The aim of pre-placement assessments is to inform expats and employers of any current health issues or social/external risk factors that can affect the success of the assignment.

 

How does it work?

Screenings and assessments vary massively depending on the specific nature of expat assignment. We have broken down the services on offer into four sections, each targeting a different aspect of preparing employees before travelling overseas.

International health screening

Travelling overseas for an assignment can lead many expats to suffer from health-related issues producing higher failure rates, further expenses on medical evacuation, and having to handle staff absence and replacement.

Having a pre-assignment medical and health screening protocol will mean any unknown conditions will be flagged up and brought to the attention of both employer and employee. Following this, expats will then understand how to integrate within the local healthcare system in their host country, learning what’s available to them to help with any health conditions and how best to receive help once they have been situated.

International health screening is usually conducted via an online system which reviews:

• Employee’s current health
• Availability and quality of local healthcare in the host country
• Risks that might come with the type of work
• Length of assignment

All in all, these health screenings will predict, prevent, and prepare employees and their families before setting off on assignment and allow them to feel more in control if a health condition was to surface when overseas.

Pre-departure preparation and evaluation

This is all about helping businesses select the right candidates for an overseas assignment as not everyone will be suited to thrive in this working climate.

This is established through a Management Selection tool which identifies personal and business risk factors for each shortlisted candidate. On offer alongside this service, businesses can include coaching and skill building to provide employees with tools and coping strategies to thrive even more when on assignment.

Pre-departure family preparation

Focusing more on family members and mental wellbeing is another important element of pre-placement assessments. These assessments are counsellor-led sessions which build awareness and the skills needed to handle difficult situations.

Questions that are addressed could be:

• What are the potential strengths and weaknesses the family have for the upcoming experience?
• What are the potential problems?
• What are the key skills that are needed to be successful in this venture?

Family preparation helps employees to identify any vulnerabilities and coping strategies to prepare the whole family for the assignment, addressing re-location and cross-cultural adaptation.

Destination services programme

Our final variation on pre-placement assessments is all about getting to know the host location and what this means for the employee and their family. Providing extensive international knowledge allows for expats and their families to feel confident in their move and gives a logistical hands-on approach.

Destination services programmes look at the following to make the transition as smooth and successful as possible:

• An area orientation based off-of a preview trip to the host country/city
• Assistance with lease and sales, and any other accommodation search
• Assistance with any local necessities e.g., bank accounts, driving licence, local doctors, local dentist etc
• Searching for and understanding local social systems in place e.g., the school system and registering children

 

Why are pre-placement assessments so important?

The average cost of an expat assignment is around £220,000 per year – this is a huge investment so ensuring assignees and their families are appropriately prepared are vital for business success. Physical and psychological factors must be considered when preparing a staff member for an overseas assignment.

It’s a huge transition to begin living and working in a new place with different customs. Without the proper preparation and toolkit in place, the potential for a failed assignment is high. Pre-placement assessment is designed specifically to combat this, minimising potential risks, and set to achieve the most successful outcome for everyone involved!

Below are a few extra reasons why offering a pre-placement assessment is important.

• Employer duty of care: employers have full responsibility to ensure nothing happens to their assignees/expat employees, no matter the location
• Visa requirements: for some host countries, specific medical checks are a requirement
• Management of chronic illnesses:g., high blood pressure, diabetes, and cholesterol can be difficult to manage with no personal knowledge of available treatment
• Employees voluntarily opting out of assignments: this can happen after discovering a health risk through assessments – will save the employer expensive emergency medical/repatriation costs further down the line

 

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The best route to seeking out help – the Engage International way

The international employee benefits and health insurance market is a wide and varied one and can be off-putting when finding which policies or products are best going to help your staff. Pre-placement assessments are no exception! Outsourcing to an international health expert or specialist consultant removes any stress from the equation.

Check out more international employee benefits here and see how else you can protect your international workforce.

Engage Health Group has a huge global reach of partnerships across 50+ countries and territories, meaning our 14 expert staff members have the connections and international expertise to assess what it is you and your employees/assignees need for a successful transition overseas.

Get in touch with one of our teams where we deliver the best advice and most competitive quotes on the market.

Contact us at +44 (0)1273 974419 or use the contact form on the bottom right. We’ll help plan and deliver the best scheme for your business going forward on your international venture.