Engage Health Group

Blog

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

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

    To make employees engaged and productive, it’s essential to recognise their contributions and successes at work. Providing financial and non-financial rewards to staff and ingraining this into the work culture is a great place to start.

    Reward and recognition are now a must-have for retaining or attracting top talent. However, there is a huge range of employee rewards out there – choosing which ones are going to best work for your company can be tricky.

    In this article, we will:

    • Explain the differences between financial and non-financial rewards
    • Give examples of these rewards and show how to implement them into your organisation
    • Explain why it is important to include a mixture of both rewards to motivate and retain your employees

     

    Personalised employee benefits are key to a top employee experience, so understanding your work culture and what it stands for is the first step to knowing what your employees need.

     

    Need professional help and support setting up the ideal employee rewards schemes for your organisation? Contact the experts at Engage Health Group Ltd on +44 (0)1273 97449. We’re here to answer your questions and give FREE expert advice.

     

    Starting off with financial rewards

    Financial rewards aim to motivate and inspire staff to perform at the best of their ability, whilst supporting their wellbeing. They have a particular focus on reducing money-related stress and help employees feel confident in their finances.

    Below is a range of financial rewards that employers can offer their staff, from the big investments to smaller everyday perks.

    • Performance bonuses:
      • Set times during the year
      • Helps to reach performance targets
      • Encourages employees to work towards a common goal
    • Profit sharing
    • Commuting benefits
    • Health & Life insurance
    • Stock options
    • Employee pension scheme: opportunity to add more
    • Points-based reward scheme:
      • Offers a chance for employees to buy something/an experience that is personal and meaningful to them
    • Gifts:
      • Personal value, instead of simple cash reward

     

    What are non-financial rewards?

    Non-financial rewards focus on prioritising staff’s personal and lifestyle needs. For example, flexible working arrangements can improve work-life balance for members of your team, particularly those juggling family duties.

    But there’s also a broader goal of non-financial rewards: to create happy, healthy, and productive workers. Appreciation and recognition are the main elements, each reward aiming to motivate the employee. The options are almost limitless as the below examples prove:

    • Peer-to-peer recognition scheme:
      • Celebrates employee success/contributions
      • Promotes gratitude amongst colleagues, regardless of seniority
      • Builds strong relationships amongst staff
    • 1-2-1 managerial feedback & praise:
      • Gives employees the chance to progress – improving the sense of fulfillment
    • Employee of the Year:
      • Public recognition
      • Promotes healthy competition
      • Encouraging employees to create good habits in their work
    • Company parties
    • Birthday celebrations
    • Flexible working:
      • Cost-effective appreciation
      • Improves work-life balance
      • Prevents burnout & dissatisfaction
    • Employee pension scheme:
      • Although partly financial, it also provides peace of mind and reduces associated anxieties
    • Creche facilities & childcare support
    • Counselling services
    • Career progression schemes:
      • Promotion
      • Skills development
    • Early Friday finishes
    • Team lunches

     

    Get FREE expert and no-obligation advice from our friendly team of AMII accredited employee benefits brokers. We help businesses understand and navigate the world of employee benefits and health insurance. Click on the bottom right chatbox or call Engage Health Group Ltd on +44 (0)11273 974419.

    Reap the benefits of implementing financial and non-financial rewards

    Ultimately, providing rewards for your staff needs to be about your staff. Maintaining a motivated and engaged workforce who are loyal to your company is what implementing employee rewards should be about.

    There are almost infinite ways of combining different employee benefits, but the best approach depends on what is likely to produce the best results both for the company and your employees.

    Here we break down the benefits of non-financial and financial rewards:

    Pros of non-financial rewards:

    • Boosts morale, giving teams a real sense of value and appreciation for their efforts
    • Improves staff retention
    • Helps to engage staff through recognition
    • Expresses the business values at the core of your company
    • Cost-effective
    • Fosters a culture of generosity and gratitude
    • Boosts confidence within employees
    • Builds a sense of belonging
    • Provides an opportunity for employees to progress and improve based on constructive feedback
    • Increases appreciation of each team member’s qualities

    Pros of financial rewards:

    • Performance-related pay and bonuses boost job satisfaction, commitment to the company, and trust in management
    • Supports employee financial wellbeing:
      • Employees can become solvent
      • Employees can feel more financially secure
    • Employees produce higher levels of work with the promise of financial rewards for themselves and their families
    • Helps to take ‘thank you’ further

    Blend both rewards to fully support staff

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

    The best way to express gratitude and create a work environment that appreciates each member of the team is to use both reward systems together, getting creative with how you incentivise staff.

    Everyone is driven by different needs and motivations, so a one-size-fits-all approach just isn’t going to cut it when it comes to rewarding your employees. Ensure your staff are praised through a combination of both financial and non-financial rewards, boosting morale and helping with monetary needs.

    At Engage, we carefully consider each pillar of employee wellbeing when working with businesses and HR teams. Our friendly team of experts are here to help with any of your specific employee benefits needs.

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

     

    Are financial and non-financial rewards something you want to incorporate into your employee benefits scheme? Contact us at Engage Health Group Ltd for FREE no-obligation advice and support.

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

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

    With Generation Z and Millennials now representing over half the UK workforce, their fresh perspectives and views are also starting to dominate and change employment priorities. Employers have no other option but to consider the new set of values, ethics, and priorities they bring with them.

    One of these is a greater push for business sustainability, and a real desire for employers to authentically adopt a green approach to their businesses. The pandemic has highlighted not just the growing need to look after ourselves (in the workplace and beyond), but also to look after the planet.

    In this post we examine why younger generations are making a greater push for business sustainability, and what employers can do to align with their values.

     

    “A high salary for work that feels meaningless can only satisfy one for so long, whereas feeling like we’re contributing to the greater good and making a difference has a positive effect on our self-esteem. It can even reduce feelings of burnout”  

    – Dr Pablo Vandenabeele, Clinical Director for Mental Health Bupa

     

    Need professional help in setting up an employee benefits plan with a cross-generational appeal? Contact the experts at Engage Health Group Ltd on +44 (0)1273 97449. We’re here to answer all your questions and give expert advice for FREE.

    How the current climate is impacting a greater push for business sustainability

    The pandemic has acted as a catalyst for workplace and social changes that were already beginning. From mental health being more open to a charged socio-political atmosphere taking hold, a push for greater focus on climate change is no surprise!

    Around a quarter of respondents from a Cardiff University Survey thought that climate change was now the biggest issue facing Britain in the next 20 years – a clear shift in public opinion.

    Covid has meant a massive push towards different ways of working. Strategies and policies that otherwise would have taken years to be properly implemented have been pushed forward. Remote and hybrid working as the most obvious example.

    Two-thirds of Millennials and Gen Zs agree with the statement, “environmental changes seen during the pandemic make me more optimistic that climate change can be reversed”, with around 40% believing there will be a greater commitment to taking personal action for the environment and climate post-pandemic.

    So, why are these digital natives so certain in their belief that things are finally going to change? Why are these generations, in particular, pushing for greater business sustainability?

    Millennials & Gen Z leading the way for green practices

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

    A genuine appetite to put the planet before personal profit and career progression has swept across these generations – on average workers are willing to accept a salary reduction of £8,100 a year.

    Now that’s committing to the green cause!

    68% of Gen Z feel more concerned about environmental issues than other age groups. Exploring a company’s green credentials is a practice that is becoming commonplace in job-hunting, making it an issue that employers must take seriously. There are practical reasons why younger generations are becoming more selective in this way:

    • The belief that a sustainable employer is more likely to care for the wellbeing of their staff
    • A desire for more meaningful work post-Covid
    • An overall realisation that meaningful work will lead to greater satisfaction and engagement

     

    For this reason, a commitment to business sustainability is not only good for the planet; it will also benefit any employer who wants to attract talent from the widest talent pool. The “green mindset” seems to be spreading across the generations: 51% of all ages say they would be more engaged with the overall organisation and 53% more satisfied with their jobs when working for a company with strong environmental ethics.

     

    Get FREE impartial advice from our team of AMII accredited employee benefits brokers. We help businesses of all sizes negotiate the world of health insurance and workplace perks. Click on the chat feature in the bottom right or call Engage Health Group on +44 (0)1273 974419.

    2 simple ways that employers can become more eco-friendly

    More and more employees want to feel that their work makes a difference, meaning companies need to improve their eco-friendly credentials in meaningful ways.

    Below are two easy and low-cost ways that employers can incorporate business sustainability into their company.

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

    Instigate remote working policies:

    Providing employees with the choice of working from home indefinitely or adopting hybrid flexible working cuts costs and reduces the number of people commuting to work. Providing this sort of flexibility also supports mental wellbeing by recognising employees’ working preferences and personal needs.

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

    Encourage greener commutes:

    Transport is responsible for 27% of the UK’s greenhouse gas emissions, so a change in how we get to and from work will make a huge difference. As outlined above, suggesting remote and flexible working is one way to achieve this. Here are a few other low-cost suggestions:

    • Cycle2Work Scheme
    • Electric vehicle salary sacrifice *
    • Employee discounts for eco-friendly purchases
    • Travel loan schemes for buses and trains – e.g., bus pass reductions

     

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

     

    “Aside from the obvious environmental benefits, electric vehicle lease schemes can create significant cost savings for employees through fuel and national insurance contributions, meaning they have become increasingly popular among firms wanting to help workers manage the rising cost of living.”

    – Rob Marshall, Head of Product & Proposition at WorkLife by OpenMoney.

     

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

    Ready to start the green revolution?

    Business sustainability initiatives provide many benefits to your organisation from drawing in the best talent to boosting motivation and productivity. Showing employees that you care contributes to the overall success of any business.

    If your employees want to see a shift in the way your company values the planet, it’s important to respond. As we’ve demonstrated, it’s possible to make simple changes at a low cost. Taking action meaningful action will help employees develop a deeper sense of belonging, drive, dedication and purpose, and allow them to take greater pride in the work they perform.

     

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

  • Time to Talk Day: What is it and how can you get involved?

    Time to Talk Day: What is it and how can you get involved?

    What is Time to Talk Day?

    Who’s involved? And what’s it all about?

    February 3rd 2022 has been marked as Time to Talk Day! It is a national day set up by mental health charities Mind and Rethink Mental Illness, in partnership Co-op with raising £8 million to help bring communities together in improving mental wellbeing.

    The day is all about establishing supportive communities to be able to have conversations with family, friends, and colleagues about mental health. It is a day where everyone can come together to talk, listen, and change lives through communication and understanding!

    The Time to Talk Day initiative is designed to offer a variety of easy ways to get the conversation around mental health started. From hosting a tea and talk event with your community to setting up a group lunch and activities in the office, however, you decide to get involved, anything will make a difference!

    Although we are talking about one specific day, talking about and prioritising mental health is not just limited to one day a year. It needs to be a continual process of acting consciously to acknowledge your own mental health and those around you.

    So, how have Co-op gotten involved with these charity partners? And what are they bringing to the mental health conversation?

    Co-op Charity Partnership:

    • Raising £8 million for Mind, SAMH (Scottish Association for Mental Health), and Inspire – bringing communities together to improve mental wellbeing
    • Raising money by engaging with colleagues, members of staff, and customers on a national and local level
    • This money will mean charities can deliver innovative new services in communities across the UK to provide people with the support they need
    • Established Be Kind to Your Mind: includes activities from Co-op & partners; general mental health tips; how to seek support from charity partners

    Time to Talk is also offering a free downloadable starter pack to help everyone get involved in the day. The pack includes:

    • posters
    • postcards
    • social media images
    • conversation starters
    • bunting

     

    Raising mental health awareness increases the number of people addressing mental health, both within organisations and in wider social circles, which can only be a good thing! And provides many with the opportunity to feel comfortable and talk openly about their mental health when they may not have been able to before.

    We all have mental health and all experience lows and highs throughout our lives. Through normalising and talking about it, we can support each other and ourselves.

    Why is addressing mental health so important for employers?

    1 in 4 people will experience a mental health problem in any given year. Each person’s experience of mental health is different – some will show signs of poor health openly, whilst others mask their signs making them not visible to those around them.

    This is something that becomes very apparent in the workplace, where we spend a huge chunk of our lives. The stigma around mental health still very much exists at work, making the process of opening up to employers and colleagues a daunting task.

    However, talking about mental health is one way to reduce this stigma, and creating supportive work communities is essential to feeling empowered about mental health. Mental health also hugely impacts workplace performance – 1 in 5 employees consider poor mental health as a factor that impacts productivity.

    Employers also have a Duty of Care to their employees. Typically, this involves:

    • Protecting staff against discrimination
    • Making sure the work environment is safe
    • Providing employee perks, where able, which protect physical and mental wellbeing

     

    We can all become overwhelmed by life’s pressures, whether that’s work-related, or due to personal relationships or other circumstances. When the going gets tough, it’s important to have a support system in place capable of intervening. Ultimately, this benefits both employees and businesses.

    What benefits and initiatives can you offer as an employer to prioritise mental wellbeing?

    There are many ways to work mental health into the conversation in your company, from investing in training to simple changes to behaviour. Whether you can invest financially or not, prioritising the mental health of your employees will benefit your business and help create a sense of community within your team.

    Below we have comprised a list of ways you can get the topic of mental health circulating at work:

    • Mental Health First Aid training – explaining how this can help
    • EAPs – can include Virtual GP, mental health counselling services which employees might not otherwise have access to
    • Private/Group Health Insurance – reducing direct healthcare costs
    • Leadership training – teaching managers/senior staff how to recognise and address mental health
    • Flexible working – promoting a healthy work-life balance
    • Regular 1-2-1s – taking place outside can make staff feel more relaxed than in a formal setting
    • Arranging workshops and group training opportunities – e.g., ‘Lunch & Learn’ to teach employees more about mental health and how to support each other
    • Regular staff surveys – build data around staff mental health, using findings to plan & deliver better action tailored to your specific staff needs
    • Track absences, retention rates, work performance – to measure wellbeing & judge where help is needed
    • Mental health quizzes – enables staff to feel relaxed to begin talking about mental health
    • Health cash plans

     

    If you’re a business owner looking to introduce an employee benefits scheme that best targets the health and wellbeing of your staff, we can help! Contact our team at Engage Health Group Ltd on +44 (0)1273 97449 or use the chatbox in the bottom right.

    Benefits of addressing mental health in the workplace:

    Addressing mental health in the workplace is beneficial not only to the wellbeing of your staff but to the overall productivity and efficiency of your company. Below are a few examples of how promoting mental wellbeing can benefit:

    • Reduces the stigma around mental health
    • Promotes open discussion – enabling more people to ask for help
    • Staff feel more comfortable reporting mental health as their main reason for sickness absence (rather than pretending it’s due to the flu, for example)
    • Helps to detect early warning signs
    • Promotes your company as proactive rather than reactive towards your employees
    • Prevents further serious mental health issues/crisis e.g., suicide or self-harm
    • Reduces absenteeism and presenteeism
    • Reduces workplace discrimination
    • Boosts morale and productivity as employees feel cared for and protected at work

     

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

    How to get involved

    We should be aware and conscious of mental health on an everyday basis, but often this is easier said than done. Time to Talk Day this February is a perfect opportunity for employers and staff to come to terms with just how important prioritising and protecting our mental wellbeing really is.

    As we continue to adapt and change in the fall-out of the pandemic, employers need to recognise the need to respond to the changing expectations and needs of employees. And be willing to adapt when they do change!

     

    At Engage, we help you achieve your business goals by ensuring the employee benefits you implement are best suited to your staff needs and business structure. Contact our friendly team of experts on +44 (0)1273 97449 for free no-obligation advice and support.

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

    4 Reasons Why HR Managers Should Offer Group Critical Illness Insurance

    All good businesses – from start-ups to long-established companies – feel a duty to support the health and wellbeing of their teams. Arguably, this support is never more needed than when a staff member becomes seriously ill.

    Group Critical Illness Insurance is designed for just this eventuality. The idea behind it is simple: to help staff recover and return to work in the event of a serious illness.

    Being diagnosed with a critical illness, such as cancer or kidney failure, massively impacts lives – emotionally, physically, and financially.

    In this article, we clearly define Group Critical Illness and the conditions covered, plus give 4 reasons why your HR team should consider providing this perk as part of your employee benefits service.
     

    If you need professional help piecing together an employee benefits plan for your business, contact us at Engage Health Group +44 (0)1273 974419. We’re here to answer any queries you may have and help you find the right solution for your business.

    What is Group Critical Illness Insurance?

    Group Critical Illness Insurance is a policy that pays out a tax-free lump sum to an employee diagnosed with a serious illness or medical condition. It provides employees with money that can be spent however they wish – from paying medical bills to grocery shopping to mortgage payments. This policy can be paid for by the business or paid by the employee if it’s offered as a voluntary benefit.

    The overall cost will depend on 3 main factors:

    • Age of employees
    • Number of employees
    • Level of cover (multiples of salary, additional coverage for other illnesses)

     

    Payout is usually offered as a multiple of the employee’s salary (2x or 4x the employee’s salary, for example) but can also be offered as a specified amount.

    Which conditions are covered?

    Investing in core cover will provide insurance for the following health conditions/illnesses:

    • Arthritis
    • Blindness
    • Third-degree burns
    • Cancer
    • Coma
    • HIV
    • Liver failure
    • Loss of hand/foot
    • Kidney failure
    • Major organ transplants
    • Cystic fibrosis
    • Deafness
    • Dementia
    • Encephalitis
    • Heart attack
    • Heart valve replacement
    • Motor neurone disease
    • Parkinson’s disease
    • Stroke

     

    More health conditions can be added, along with the extended coverage to an employees’ partner and children. Most group policies also come with extra support services, such as Employee Assistance Programmes (EAP), mental wellbeing services/support – making Group Critical Illness Insurance an important benefit in targeting the wellbeing of your staff.

    Are you looking to find an employee benefits scheme that targets all your employees’ wellbeing needs? With Engage, you’ll be guided through all the policies, products, and platforms in clear, easy-to-follow language. Use the chat feature in the bottom right for any questions or call +44 (0)1273 974419.

    4 reasons for Group Critical Illness Insurance

    Here are 4 leading reasons for HR management to offer Group Critical Illness Insurance.

    1. Financial

    Offering this benefit will cost less than if an employee purchased cover privately, ensuring good value for money and making it very desirable amongst staff. As a lump-sum payment, it is tax-free and can be treated as a business expense. The premium employers pay is regarded as a *Benefit in Kind, making it an affordable way for employers to help their staff with medical costs.

    Some examples of how this benefit can financially help your employees:

    • Medical and non-medical expenses
    • Prescription costs
    • Transportation for treatments
    • Mortgage/rent
    • Groceries
    • Utility bills
    • Car payments

     

    *Note: Benefits in Kind are benefits offered to staff that have a monetary value not included in their salary. For example, a free or discounted gym membership might be worth £50/month – this amount can then be claimed as a business expense.

    2. Retention and hiring

    Including Group Critical Illness in your employee benefits plan helps employees feel valued. It shows that you care about their wellbeing beyond the workplace.

    While every company will claim to care about their employees, those working for the company will know if it’s true or not. And those who are considering working for a company will be looking for meaningful support. Showing a real commitment to the wellbeing of staff will attract future desirable employees to your company, whilst increasing the retention rates of your current staff.

    3. Flexibility

    Group Critical Illness is easily paired with other employee benefits that will help you build a comprehensive and detailed benefits package for your workforce. For example, Group Critical Illness compliments Group Income Protection or Group Life Insurance. Each of these benefits aims to provide comfort and support for employees undergoing circumstances outside of work.

    The fact that many insurance providers offer an EAP as part of the package increases its value. An EAP offers staff tools and guidance to bolster mental and physical wellbeing in a user-friendly way. In other words, you could be purchasing more than critical illness cover when you purchase a business-wide scheme.

    4. Wellbeing & return-to-work

    The number one priority of any employee benefits package is to improve and protect the wellbeing of your staff. Group Critical Illness provides that support at the time when they need it most.

    A critical illness will likely put an employee in financial difficulty which will only add to the stress of the illness itself.  The financial assistance provided by a successful claim will give employees a safety net not only financially, but with their mental and physical recovery. It allows your staff the time to focus on their recovery, directing their energy in the right direction.

    Who knows, maybe they’ll be well enough to return to the workplace one day?

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

    Building your Employee Benefits Package

    Every HR team must address the challenge of providing the best possible benefits package within budget. Providing a combination of reactive and proactive support is important.

    Group Critical Illness cover is a good example of reactive support as it reassures your people that they’ll be supported when they need it most. But your employee benefits package should also help employees improve – or maintain – their health and wellbeing in the present to reduce the chances of suffering illness in the future.

    The key question HR teams need to ask is: how do we provide our teams with the best of both worlds?

     

    Do you need professional advice on how to develop and implement an employee benefits plan that fits with the specific needs of your company? Contact us at Engage for our free, no-obligation advice and support.

     

  • The Future of Dental Care & How Your Business Can Benefit

    The Future of Dental Care & How Your Business Can Benefit

    From teeth whitening to crowns, and dental emergencies to extractions, a wide range of support can be included in a Group Dental Insurance plan. But like any area of healthcare, dentistry continues to evolve as new technologies and techniques improve the way in which services are offered.

    In this article, we summarise the importance of Group Dental Insurance plus look at how BUPA Dental Care has adapted to the pandemic, including some of the fascinating technological advances they have been working on.

    If you need professional advice and support navigating the world of employee benefits, contact us at Engage Health Group +44 (0)1273 974419. We’re here to help you find and implement the right scheme for your business.

     

    What is Group Dental Insurance?

    Group Dental Insurance offers cover for a wide range of dental treatments, such as check-ups, fillings, crowns, bridges, and X-rays. It can be provided as part of a wider Private Medical Insurance scheme or through a Health Cash Plan.

    Costs vary depending on the level of cover offered, but it is mostly paid for either by the employer, as part of a flexible benefits scheme, or by the employee (at a discounted rate) through a voluntary benefit scheme. The scope for flexibility makes it an accessible benefit for most businesses.

     

    What are the benefits of Group Dental Insurance for your business?

    53% of employees believe an organisation offering dental insurance cares more about the wellbeing of staff, according to Unum Dental.
    Here are some examples of why Group Dental is good for your business:

    • Shows support of employee health & wellbeing
    • Reduces absenteeism
    • Lower in cost compared to most forms of health insurance
    • Oral care is directly linked to overall health (such as heart disease), so can help protect overall health of employees – improving productivity/lowering presenteeism.
    • Improves staff retention & recruitment
    • Partners/dependent children can be included

     
    Are you looking to find the best employee benefits that addresses all your employees’ health and wellbeing needs? Get free one-to-one advice by using the chat feature in the bottom right or call +44 (0)1273 974419.

     

    What’s new with dental care according to BUPA?

    Covid has been responsible for increased waiting lists and restricted availability for face-to-face appointments. Like many businesses, BUPA Dental Care has been forced to adapt and innovate.

    BUPA has been developing a new type of hybrid dentistry which focusses on bringing oral care to the homes of patients. Meanwhile, routine appointments are now being delivered more conveniently via video consultations, helping to free up backlogs in the process.

    BUPA’s new advances target four different areas of the patient experience.

    #1 Remote assessment

    Remote ways of working became the new norm in the face of Covid. But could dental care really operate that way? Being such a closely physical task, it would seem impossible to digitalise or perform from a distance.

    Yet, BUPA worked to find the answer.

    After an initial consultation BUPA is giving its patients access to a ‘scan-box’ for their smartphones. These take photos of their mouths which are sent to a dentist to monitor remotely.

    The company has developed ‘Intraoral Scanners’ which record 3D impressions of a patient’s mouth and teeth. The digital 3D images are then used to create prostheses (i.e., implants, crowns, dentures etc) and guide procedures.

    These developments save time (by reducing travel time to the clinic) and lessens the risk that may be posed by physical interaction.

    #2 Dental maintenance and care

    BUPA has introduced smart toothbrushes which measure how effectively patients brush their teeth, collecting data as they go. Data is then passed onto a dentist, enabling them to create a tailored care plan. This information can also be shared with insurers to develop ways of rewarding good oral care – if the individual gives their permission.

    Dental maintenance is one of the key factors in oral health. This leads to reduced claims and protects employees against more serious conditions like heart disease and dementia.

    Poor maintenance can also lead to agonizing tooth pain. It can be disruptive and stressful, putting strain on mental wellbeing and the ability to focus. Poor oral health might seem like an isolated problem, but its impact goes much further for sufferers.

    #3 Convenient access

    BUPA is one of the largest UK dental networks with 488 dental practices and more than 2,500 dentists! Such a wide reach means that most employees will have access to at least one local dental practice, reducing workplace absences and travel time.

    Improving access further, BUPA are moving all their forms to online platforms. Patients can then fill out paperwork ahead of their appointments, reducing the chance of a backlog.

    #4 Real-time appointment schedules

    BUPA has developed a new cloud-based patient management system, promoting convenient and effective care. The digital database offers current information, remote virtual appointments, and streamlines appointments to reduce face-to-face time.

    An intelligent booking system will send out reminders of appointments as normal, but also react to delays by giving patients an updated appointment time. Access to this information at the touch of a button reduces time away from the workplace.

     

    Can your team benefit from innovations in healthcare?

    New advances in healthcare provides businesses with exciting opportunities to better protect the health and wellbeing of their teams. Improved services which are easier to access are ideal for employee and employer alike – in essence achieving maximum support with minimum hassle.

    As employee benefits consultants, we’re fascinated by how insurance products and offerings continue to evolve to better serve their customers. We keep abreast of these trends to better serve businesses and the employees who stand to benefit.

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

    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 UK Law Firms Leading the Way in Employee Benefits

    5 UK Law Firms Leading the Way in Employee Benefits

    The legal profession has long had the reputation for being a work hard, play little profession. Too often leisure time is taken up by long hours, difficult cases and extra-curricular learning.

    As the whole country still recovers from the fallout of COVID-19, there is a greater emphasis on personal development and wellbeing. The mental health of lawyers is something that firms need to address if they want to retain the best employees.

    Large prestigious legal corporations (Legal 100 and Silver Circle firms) are leading the way in this respect. Almost all of them offer:

    • Private Medical Insurance
    • Life Insurance
    • Income Protection
    • Pension contributions
    • Employee assistance programmes
    • Critical Illness cover
    • Dental Insurance
    • Plus other luxurious perks and benefits.

     

    Having these extra benefits shows that you are a firm that goes that extra mile for your employees. In this competitive industry, it’s a must.

    If you’d like FREE quotes & advice on how to develop your employee benefits strategy, call one of our experienced brokers today on +44 (0)1273 974419 or fill in the form on the right.

    5 UK law firms leading the way with employee benefits

    We have handpicked five UK based law firms who we believe are providing excellent support for their employees, setting the standard for other firms in how to develop their wellbeing strategies.

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

    1. Stephens Scown 

    Stephens Scown, based in Devon, Cornwall, and London, is a law firm with hundreds of employees specialising in rural, food & drink, tourism, mining and renewable energy. For 7 consecutive years, Stephens Scown has been on ‘The 100 Best Companies to Work For’ list. They aim to establish a work environment where their employees feel respected, trusted, and valued.

    This ranking can only be achieved through a comprehensive employee benefits scheme:

    • Private Medical Insurance
    • Group Life Assurance
    • Auto-enrolment Pension Scheme
    • Shared-ownership Bonus Scheme
    • Performance-related Bonus Scheme
    • Employee Assistance Programme
    • Cycle to Work Scheme
    • Enhanced Maternity & Paternity pay
    • Mentoring programme
    • 25 days holiday – rising to 30 days for partners & directors
    • 1-day extra birthday holiday
    • Flexible Working
    • Free annual flu vaccinations
    • Reduced fees for legal services
    • Funding for qualifications
    • Study Leave
    • 3 days volunteering leave each year
    • Social – end-of-month drinks / art club / choir etc
    • Employees have an equal share in profits under the scheme ‘Scownership’

     

    2. Girlings Solicitors

    Girlings Solicitors is a Kent-based law firm (since 1881) specialising in commercial, family, and individual clients with over 70 employees. With employee personal development high on their agenda, Girlings offers a range of employee benefits:

    • Private Medical Scheme
    • Pension Scheme
    • Discretionary Bonus Scheme
    • Employee Assistance Programme
    • Perkbox Benefits and Reward Scheme
    • Staff forum
    • 20-30 days holiday plus paid bank holidays
    • Additional holiday at Christmas
    • Social Activities
    • Childcare vouchers
    • Long Service Awards
    • Eye Care vouchers
    • Parking permits
    • Corporate Social Responsibility Activities e.g., Macmillan Coffee Morning, Wear it Pink)

     

    Do these ideas appeal to you, but struggling to see how they could fit together to suit your firm? Get in touch with the team at Engage, where we take the stress out of employee benefits. Call +44 (0)1273 974419.

     

    3. DMH Stallard LLP 

    DMH Stallard LLP is a South-east based law firm established in only 1970. The secret to their success starts at the core, with their employee benefits:

    • Private Healthcare
    • Life Assurance
    • Contributory Pension Scheme
    • Employee Assistance Programme
    • Cycle to Work Scheme
    • 25 days paid holiday
    • Extra day off for birthday
    • Interest-Free Season ticket loans
    • Childcare vouchers
    • Discounts on Legal Work
    • Dress Down Fridays

     

    DMH also places a huge emphasis on career development in their firm. Created in 2015, the Annual Review of Objective Meeting encourages the review of performance, learning and development needs.

     

    4. Coffin Mew 

    The Southern and Thames Valley-based Coffin Mew promotes a transparent and inclusive culture for their hundreds of employees, ensuring that all staff are kept up to date with the law firm’s vision, values, and strategic plans.

    Their employee benefits include:

    • Private Medical Insurance
    • Life Assurance
    • Pension contribution – increases with length of service
    • Company Sick Pay above the statutory
    • Maternity & Paternity Pay
    • Holiday for birthdays & a holiday buy and sell scheme
    • Flexible working – including a phased return to work

     

    5. Brachers

    Brachers is an award-winning law firm based in Kent, with 167 employees and an ethos of family amongst their employees. Brachers encourage their staff to think creatively and innovatively, ensuring an emphasis on employee respect and value. Employees choose a charity every two years offering an opportunity to get involved in organising fundraisers and events – bringing employees and the community together.

    Brachers also offer employee benefits to their lawyers:

    • Private Medical Insurance
    • Pension contribution
    • Life Assurance
    • Group Income Protection
    • Competitive Salary
    • Up to 26 days paid holiday
    • Staff Discounts
    • Discretionary annual bonus scheme

     

    Choosing the right employee benefits for your firm can be confusing and difficult. But these 5 individual law firms show that it is possible!

    Are you looking to find the best employee benefits solutions that targets all your employees’ wellbeing needs? The team at Engage will help navigate you through all the policies, products and platforms. Use the chat feature in the bottom right for any questions or call +44 (0)1273 974419.

     

    Why it is important for law firms to provide top employee benefits for their staff?

    Having a developed and well-thought-out employee benefits scheme at your law firm is rewarding for both employer and employee. Employee benefits create a positive work culture, where staff feel valued by the firm they work for and, in turn, will work harder for a company that makes them feel like an important part of the team. This also means a higher level of retention, recruitment, productivity, engagement, and risk management. A win-win for everyone, with health and wellbeing as a top priority.

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

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

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

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

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

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

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

    • Physical wellbeing
    • Mental wellbeing
    • Financial wellbeing

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

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

     

    What is Corporate Wellbeing?

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

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

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

    • Physical
    • Mental
    • Financial

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

    How are the three pillars are linked?

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

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

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

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

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

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

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

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

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

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

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

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

    What do employees want from Corporate Wellbeing?

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

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

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

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

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

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

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

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

    What can employers do to help build Corporate Wellbeing?

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

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

    Ways that employers can help:

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

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

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

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

     

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

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

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

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

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

     

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

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

  • How Much Does Group Life Insurance Cost?

    How Much Does Group Life Insurance Cost?

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

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

    What is Group Life Insurance?

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

    How much does Group Life Insurance cost?

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

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

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

    Examples from Engage Life Insurance providers

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

    YuLife –

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

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

     

    Canada Life –

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

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

     

    Metlife –

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

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

     

    Legal & General –

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

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

     

    The impact of covid on Group Life Insurance

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

  • Summary of AXA Virtual Health Days Live Talks on Workplace Mental Health

    Summary of AXA Virtual Health Days Live Talks on Workplace Mental Health

    The AXA Virtual Talks provide insights from business experts, researchers, and non-profit speakers, giving a deep exploration of the factors affecting sustainable wellbeing.

    After 2 years of individual and collective struggle from the pandemic, social change regarding mental health has emerged. Through the whole world experiencing shared challenges, a “heightened awareness of vulnerability” is opening discussions on how we can enact change in the work environment to benefit both employer and employee, and how much cultural differences impacts this.

    Further reading: AXA Global Healthcare: Is it the right option for your business?

    AXA virtual health live talks

    AXA’s Virtual Health Days Live Talks consisted of 4 sessions to choose from. The sessions we, at Engage, joined were:

    Session 1 “Transitioning to a sustainable wellbeing society”, which explored mental health regarding young people, employees, and expats.

    Session 3 “Tackling the mental health impact of the covid-19 crisis”, discussing how the pandemic has affected work and mental wellbeing.

    Key takeaways and interesting highlights

    Mental health (Session 1)

    • 50% of all lifetime mental illness begins by the age of 14, 75% by the age of 24.
    • 25% of people who predisposed with depression before the pandemic has gone up to 51% during the pandemic, while anxiety has risen from 8% to 23%.
    • When working from home people feel they are disconnected, missing not only social interactions but also important data/information that could have negative impact on their day-to-day job functioning.
    • Work can contribute to mental health issues, but also workplace can have a role in the treatment of mental health disorders, this needs to be explored more in the future.
    • Young people have shifted the way we perceive work: work has become a means to fulfil other aspects of life, rather than living to work! There is more drive for flexible working – employers must adapt and learn from covid to keep up.
    • Young people with mental health issues struggle to find and hold down jobs: employers should be more flexible with their approaches to work hours, at home working, work schedules, and train managers in different mental health issues to be another source of support for other employees.
    • WHO study: long work hours leading to burnout. From 2000-2016, 745,000 deaths were attributed to long hours, more than deaths cause by air pollution. From an international perspective, working more than 55 hours a week is more common in Asia and Pacific than EU and Africa. In Japan, long working hours are a part of the work culture, while stigma in Morocco, these lead to more issue of mental health.
    • Working from home has both positives and negatives: no commuting time means a gain in 1-1.5 hours, but 40% say they spend this time working for longer instead of relaxing or seeing family. Also, with digital technology in place (24/7) it is difficult to disconnect from work. So, for some, it is now harder to have a good work/ life balance.
    • Predictions for future work: mixture of in-person (for interactions, discussions, meeting with people, gatherings, creativity) and at home digital working (for focussed concentration).
    • WHO study: 46% of expats returning looked positively at their experience, with 10% saying their mental health had deteriorated. Young expats are more affected, face more challenges than senior expats – less experience therefore need more support from organisations.
    • Employers need to take duty of care very seriously for expats, not only with Employee Assistance Programmes, but EAP with both virtual and physical means of connecting. What is really important is good management and caring, regular chats with expats, a holistic approach to mental and physical care.

     

    Mental health & covid (Session 3)

    Discussion around how mental health has evolved throughout the different phases of the pandemic – an interesting take on how the pandemic has affected all of us!

    • Beginning of pandemic: anxiety on covid itself – contracting the virus, fear of loss, fear for loved ones
    • Pandemic continuing: anxiety shifts to isolation, loneliness, relationship issues, burnout, juggling work and life at home, lack of control
    • Developing into: covid fatigue, economic pressures, redundancies, disconnection from other cultures and contexts
    • Had to learn to live alongside covid

    What is the role of the insurance providers, like AXA?

    Insurers have a role to play in breaking down the taboo of mental health at work! AXA with millions of customers have a responsibility to support both clients and society. Example of AXA’s initiatives to tackle mental health:

    • Open conversation to break down the tabu
    • Invest in research
    • Developing early intervention tools
    • Holistic platforms – from breathing exercises to talking to psychologists
    • Have a Duty of Care
    • Provide access to virtual doctors with the same language
    • Introducing affordable and accessible digital platforms
    • Emma app supported by both AI and humans: All-in-one insurance and health services platform across Asia, with 2 million users (1. View policies 2. Submit & track claims 3. Manage funds 4. Range of health services 5. Chatbox service 6. Teleconsultation service)
    • Angel app: same as above, being implemented across Europe

     

    What have AXA done since the pandemic for its employees?

    • Heightened awareness at an early stage of the pandemic – recognising a deterioration of mental health from employees
    • School help/child support – additional stress and isolation is a risk for employees with families, need extra support
    • ‘In this together’ initiative to find ways to connect with each other: Online yoga classes to help reduce stress and feelings of isolation/manager walk and talks to connect away from work
    • Invest in Mental Health First Aiders – AXA began this before the pandemic
    • Increase applications for EAP’s
    • Introduced app-based platform – access to doctors and psychologists, as a safety net
    • Promote inclusive culture

     

    Adaptation of workplace is key

    The AXA Virtual Health Days Talks provided an interactive take on an extremely talked about subject within the workforce. Such interesting commentary from all involved, leaving viewers with questions answered as well as wanting to discuss more.

    One of those lingering thoughts we were left with was raised by Prof. Lode Godderis (AXA-supported researcher, Leuven University, Belgium):

    “Remote working doesn’t become a means to perform best but becomes an objective and this is one of the challenges companies might have… as to what extent can we talk and discuss to employees about their needs, their expectancies, but also to see how we can create the best workplaces, including home.”

    “My advice is please think about the means you need to perform best and that make people engage and passionate about their job, rather than instrumentalising workplaces… I really think we need to adapt, be flexible, and listen to each other’s expectancies and doubts.”

    Contact us at Engage Health Group Ltd for our free no-obligation advice, where we can help answer any of your questions on how to best support your employees during this time.
     
    Speakers:
    Nadia Charbit
    Prof. Lode Godderis, AXA-supported researcher, Leuven University, Belgium
    Dr Jasmin Wertz, AXA-supported researcher, Duke University, USA
    Thomas Wilkinson, CEO AXA Global Healthcare
    Wiebke Welgemoed, Chief Operating Officer ICAS
    Andrew Davies, Chief Executive Officer ICAS
    Dr Leena Johns, Head of Health & Wellness MAXIS GBN

  • How to measure employee wellness in the workplace

    How to measure employee wellness in the workplace

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

    Employee wellness in the workplace getting more attention

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

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

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

    What is employee wellness in the workplace? 

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

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

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

     

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

    Why does employee wellness need to be a priority? 

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

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

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

     

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

    Benefits of promoting employee wellness in the workplace

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

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

     

    (Top 5 Benefits of Corporate Wellness Programmes).

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

    How can employee wellness be measured in the workplace? 

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

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

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

    Employee Surveys: 

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

    HR Data: 

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

    Culture of Openness:

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

    Management Information: 

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

    Spotting Risk Areas: 

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

     Ask “Why Wellness?”:

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

     

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

    Different approaches to employee wellness

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

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

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

    Stress Management: 

    • Meditation
    • Pension Services

    Mental Health: 

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

    Fitness: 

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

    Work/Life Balance: 

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

    Hosting an Employee Wellness Week: 

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

     

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

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

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

    The impact of covid over employee wellness in the workplace

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

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

    3 pillars of employee wellbeing

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

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

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