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

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

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

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

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

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

     

    How does the renewal process work? 

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

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

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

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

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

     

    health insurance renewal
    health insurance renewal

     

    7 things to consider at health insurance renewal 

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

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

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

     

    How are Group Health Insurance renewal premiums calculated?

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

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

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

     

    The role of a broker in health insurance renewal 

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

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

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

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

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

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

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

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

     

    Finding the right support 

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

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

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

  • What is an Employer of Record (EOR) service? A beginners guide…

    What is an Employer of Record (EOR) service? A beginners guide…

    Whether you’re opening new offices abroad, or looking to hire remote workers in a different country, you will need to abide by the relevant employment regulations. 

    The complexity usually goes beyond the expertise of a regular HR department to handle. That’s why many companies end up outsourcing those tasks to an Employer of Record (EOR) service. In essence, they do the work on your behalf.

    Read on to learn about:

    • The logistical challenge of recruiting abroad
    • How an Employer of Record (EOR) service helps 
    • Potential pitfalls to look out for before investing
    • Where to find free expert advice on EORs

    Need free impartial advice about EORs or how to deliver employing employee benefits abroad? Get FREE one-to-one advice from our expert international brokers on 01273 974419 or email enquiries@engagehealthgroup.co.uk. 

    The challenge of recruiting abroad

    Whether your businesses is breaking into new markets or struggling to find the right skilled people closer to home, there can be huge benefits to expanding your talent search around the world. But this opportunity also comes with logistical challenges.

    Performing HR duties for a UK workforce can be difficult enough, but people management becomes a whole lot more complicated when it expands into different jurisdictions. 

    You might know how to abide by employment tax laws in the UK, but how about in the US, Nigeria or wherever else you might be looking to find staff?

    The complexity of employing abroad requires country-specific expertise.

    A few of the challenges businesses face when going international, include: 

    • Abiding by different employment laws and regulations
    • Setting up legally compliant payroll systems 
    • Onboarding new employees
    • Managing cultural differences 
    • Providing state-required employee benefits
    • Providing necessary insurance policies, including health insurance
    • Overcoming communication barriers 
    • Overcoming time zone barriers 

    How an Employer of Record (EOR) service can help 

    An EOR is a third-party organisation that takes care of HR duties on behalf of your company in a foreign location. In essence, the EOR becomes your company’s full legal employer in that country – taking care of all employment laws and regulation.

    There are a few variations in how they work: 

    • Global vs one-country: some EORs can handle multi-country requirements, while others may specialise in one country only
    • Scope of responsibilities: some EORs may only cover payroll and tax compliance, while others can carry out a full range of HR duties, including employee onboarding, risk management and employee benefits.
    • Legal structure: an EOR can be a fully independent legal entity or a subsidiary of the client company.

    EORs allow you to hire international employees without the lengthy and expensive process of setting up local entities in different countries. It also minimises the risk (or outsources the risk altogether) of falling foul of local labour laws.

    A quick overview of what an EOR does: 

    • Helps you hire international staff without risk of misclassification and non-compliance
    • Helps you pay employees across multiple countries
    • Helps you to administer benefits per local labour laws
    • Helps you to manage employees located around the world
    • Provides advice on employee stock options, local entities, and labour laws

    What services does an EOR offer? 

    EOR’s specialise in HR and payroll, services, including: 

    • Legal compliance 
    • Risk assessments/mitigation 
    • Employment contracts 
    • Verification/security checks
    • Staff attendance 
    • Payroll 
    • Benefits and compensation 
    • Taxation 
    • Stock options 
    • Termination and rehire procedures

    How do you know if you need to use an EOR? 

    Employer of Records are usually required when a company is looking to expand its talent search globally. Whether you’re employing global workers remotely or opening new offices around the world, an EOR service can simplify the process.  

    What impacts the pricing of an EOR?

    There are a range of factors impacting the cost of an EOR, such as: 

    • The number of workers under the EOR
    • The range of services you require 
    • The specific pricing structure of the EOR e.g., some might have a fixed monthly fee per employee while others might take out a percentage from payroll
    • Other administrative fees, setup fees, onboarding charges, tax and termination fees

    What are the benefits to using an EOR? 

    Often when it comes to hiring globally, using an EOR is a necessity. They are essential in helping a company navigate the international markets and ensuring businesses are protecting themselves and their staff correctly. 

    Key benefits include: 

    • Time and money saving
    • Faster recruitment processes, while avoiding the lengthy legal work of setting up an international subsidiary
    • Compliance with payroll, local taxation, and social contributions that naturally vary country-to-country 
    • Easy delivery of employee benefits – both those legally required and those offered as a goodwill gesture
    • Easier expansion into new markets

    What are the downsides?

    Hiring globally and partnering up with an EOR is a big step to take and it doesn’t mean all EORs will be the best fit for your business. To help, we’ve gone over some of the risks and things to look out for when exploring the possibility of EORs. 

    1. Possible limitations on your business authority 

    As an EOR becomes the acting full legal employer, it may limit your ability to manage staff directly. For example, before any disciplinary action can be taken, it must be run past the EOR first. To avoid this, specify in your contract that the EOR must comply with company directives. 

    2. Possible risk of co-employment for your staff 

    This can become quite confusing for your staff where the lines become blurred as to who their employer is. Your business and the EOR are both treated as your staff’s legal employer. Understanding contract terms is crucial here.

    FREE impartial advice on EORs and employee benefits

    Expanding your business into new global markets can be a daunting process, but finding the right EOR service can certainly help. However, the best first step is to speak to an employee benefits broker with international expertise.

    Engage Health Group has worked with a wide range of EOR and has expertise covering 61 countries. We can advise on what type of EOR will be best for your business and the market’s you’re looking to expand into, and answer any number of questions about how they operate.

    As an impartial broker, we will only give advice in your best interest – not those of a preferred partner.

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

  • Remote working stats 2023: trends, impacts & demographics…

    Remote working stats 2023: trends, impacts & demographics…

    The working world has seen huge changes over the last few years as the trend towards homeworking has accelerated. But what has the impact been? And what does the future hold? We’ve scoured the latest remote working stats to find the answers to these questions and much more.

    It’s important to note that we are still in the early stages of this huge social and economic shift. Both employee and employer will continue to adapt to the potential advantages and drawbacks of this new way of working. 

    In the below resource, we’ve gathered up the latest trends, business stats, employee surveys on all things remote work, including:

    • The rising trend of remote work
    • Impact of remote working on employees
    • Demand for homeworking
    • Demographics of remote workers
    • The home office set-up
    • Future of remote work 

    Seeking out employee benefits for your hybrid workforce? Engage Health Group is a team of award-winning brokers who advise businesses on all issues related to employee benefits. For FREE advice email enquiries@engagehealthgroup.co.uk or call 01273 974419.

     

    Remote working stats 2023

     

    The rising trend of remote work

    We’re all aware that working from home has spiked in popularity since the pandemic, but to what degree? Felstead, A and Reuschke, D [3] have traced changes over time:       

    • In 1981 only 1.5% of employees worked mainly from home in the UK
    • In 2019 this increased three-fold to 4.7%
    • By April 2020 this rose to 43.1% due to the pandemic
    • By June 2020 it dropped to 36.5%
    • More recently, ONS data from 2022 shows that 24% of UK workers combined working from home with workplace commuting [11]. 

     

    Impact of remote working on employees

    Productivity:

    Remote work productivity statistics generally suggest that remote working is beneficial, but there are still contrasting findings. This may be due to different variables at play. For example, how effectively remote workers are managed will be an important factor affecting productivity as will the suitability of each individual’s home workplace setup:

    • 40.9% of homeworkers reported that they were able to get as much work done in June 2020 as they were 6 months earlier – Understanding Society [7] 
    • 28.9% said they got more done, yet 30.2% said their productivity had fallen – WISERD [3] 
    • 48% reported they need to communicate more to demonstrate their value – CIPD [17] 

    Work-life balance: 

    • 78% of those who worked from home in some capacity said it gave them an improved work-life balance – 11
    • The top three reported benefits of WFH were ‘flexible scheduling’ (according to 50% of UK respondents), ‘avoiding the commute’ (43%) and being able to better look after family, pets, ageing or unwell relatives (34%). – Gitlab [16] 
    • 30% find it difficult to separate home life from work life – Nuffield Health [19] 
    • 30% report an increase in their hours whilst working from home – CIPD [17] 
    • Biggest struggle with remote work is not being able to unplug, followed by difficulties with collaboration and communication – Statista [20] 

    Finances: 

    • 86% reported their spending on utility bills had risen – Census 2021 [22]
    • Half of homeworkers (50%) reported spending less on fuel and parking for commuting, and 40% reported spending less on commuting via public transport – Census 2021 [22]
    • 33% ‘love’ the savings that WFH brings – Gitlab [16] 
    • The working from home tax relief was claimed by more than 3 million people for the 2020/21 tax year – HMRC [12] 

    Wellbeing: 

    There is a real mixed bag of remote working stats related to wellbeing. Many people will miss the social contact of the workplace, even if they don’t miss the daily commute! Some may have room for a bespoke office, others might be cramped into a corner of their bedroom – and this too will impact on health.

    There’s no doubt that overall, remote working has provided a new set of challenges for mental wellbeing.

    • 32% of respondents said they experienced less anxiety/stress when homeworking – Gitlab [16] 
    • A quarter (25%) cited improved health, whether it’s mental, physical or spiritual – Gitlab [16]  
    • Reduced office politics is another big benefit to working from home, according to 19% of respondents – Gitlab [16] 
    • 47% of workers recorded improved well-being from working from home in some capacity – 11
    • The RSPH found similarly with 45% of people saying that working from home was better for their health and wellbeing, compared to more than a quarter (29%) who thought working from home was worse for their health and wellbeing – RSPH [21]
    • But, there are potential downsides, with the most common being feeling less connected to colleagues (67%), taking less exercise (46%), developing musculoskeletal problems (39%) and disturbed sleep (37%) – RSPH [21]
    • 60% reported they feel less connected to colleagues – CIPD [17] 

    Are you seeking out the right blend of employee benefits for your workforce? Engage Health Group is a team of expert brokers working on behalf of businesses to help them achieve the best value benefits for their employees. Email enquiries@engagehealthgroup.co.uk or call 01273 974419.

     

    Demand for homeworking

    All the remote working stats gathered suggest that there’s a big demand – and expectation – for some form of remote working arrangement.

    • 58% of UK workers prefer to work in a hybrid model – Credit Summit [14] 
    • 21% who had quit their jobs in 2021 reported doing so because of lack of flexible working hours/location – Microsoft [13] 
    • Perceptions of remote work has improved for 40% of respondents – ONS [4] 
    • 5% of the above perceptions got slightly worse – ONS [4] 
    • 80% would recommend working at home to a friend – Gitlab [18] 

     

    Demographics of remote workers

    Location: 

    • London residents reported the highest levels of hybrid work – 4 in 10 workers both working from home and travelling – ONS [2] 

    Types of worker: 

    • Self-employed workers more likely to work from home 32%, compared with employees 14% – ONS [2]
    • The higher the pay, the more likely a person is to work from home, according to ONS data: 38% of workers earning £40,000+ and 32% of those earning between £30,000 and £40,000, were hybrid working between 27 April and 8 May 2022. But only 8% of those earing up to £15,000 were hybrid working. – ONS [11] 

    Dependents/familial relationships: 

    • Employees with dependent children in general reported higher levels of hybrid working 31% – ONS [2] 
    • Employees without a dependent reported lower levels of hybrid working 26% – ONS [2] 
    • 48% of staff who were married, cohabiting, in civil partnerships reported hybrid working or fully remote, while 36% of single employees reported doing so – ONS [2] 

    Gender: 

    • Women were slightly more likely to do some work from home than men: 47.5% to 45.7% – ONS [4] 

    Age: 

    • Over 55s are the most likely to want to work from home permanently – TechTalk [10] 
    • 16-24 year olds favour working in the office full-time – TechTalk [10] 
    • 81% of younger workers say they would feel more isolated without time in the office – HRNews [15] 

    Profession: 

    • IT and telecoms professionals are most likely to work from home full-time – TechTalk [10] 
    • Healthcare employees are least likely to work from home – TechTalk [10] 
    • The larger the business, the more likely it is that employees are working from home full-time – TechTalk [10] 

     

    The home office set-up

    • 28% of respondents work in their study – TechTalk [10]
    • 27% of respondents work from their living room – TechTalk [10] 
    • 17% of respondents work in their bedroom – TechTalk [10] 
    • The average remote working day starts at 8.45am and finishes at 5.22 pm – TechTalk [10] 
    • Over one in four (26%) are working from home from either a sofa or a bedroom – RSPH [21]

     

    Future of remote work 

    Looking ahead to the future, most remote working stats suggest that homeworking is here to stay:

    • 50 of the biggest UK employers have said they no plans to return all staff to the office full-time – BBC News [6]  
    • 21% of respondents never want to work from home in 2022 – CEPR [8] 
    • 19% of respondents want to work from home 5 days a week in 2022 – CEPR [8] 
    • 85% of employees currently working from home want a ‘hybrid’ approach of both home and office working in future – ONS [9] 

     

    References: 

    1. Business News Daily article – ‘Working from home increases productivity’ – 2023 
    2. Office for National Statistics – ‘Characteristics of homeworkers, Great Britain’ – Sep 2022-Jan 2023 
    3. WISERD – ‘Homeworking in the UK: Before and During the 2020 Lockdown’ – 2020 
    4. Office for National Statistics – ‘Coronavirus and homeworking in the UK’ – 2020 
    5. BBC News article – ‘Why more people are working from home on Fridays’ – 2022 
    6. BBC News article – ‘No plan for a return to the office for millions of staff’ – 2020 
    7. Understanding Society – ‘Homeworking in the UK’ – 2020 
    8. CEPR – ‘Working from home is revolutionising the UK labour market’ – 2021 
    9. Office for National Statistics – ‘Business and individual attitudes towards the future of homeworking, UK’ – 2021 
    10. Techtalk – ‘What works when working from home?’ – 2020 
    11. Office for National Statistics – ‘Is hybrid working here to stay?’ – 2022 
    12. GOV.UK – ‘Working from home? Customers may be eligible to claim tax relief’ – 2021 
    13. Microsoft – ‘Microsoft New Future of Work Report’ – 2022 
    14. Credit Summit – ‘How COVID-19 changed the way we work’ – 2022 
    15. HR news – ‘Survey reveals…’ – 2021 
    16. GitLab – ‘The remote work report by GitLab: The future of work is remote’ – 2020
    17. CIPD  – ‘Work Smarter to Live Better’ 
    18. GitLab – ‘Remote Work Report’ – 2021 
    19. Nuffield Health – ‘Working from home taking its toll on the mental health & relationships of the nation’ – 2020 
    20. Statista – ‘Struggles with working remotely 2020-2022’ – 2023 
    21. Royal Society for Public Health – Survey reveals the mental and physical health impacts of home working during Covid-19 – 2021 
    22. Census 2021 – Homeworking and spending during the coronavirus (COVID-19) pandemic, Great Britain: April 2020 to January 2022 – February 2022 
  • Health & Protection reveals highest-rated global health insurers

    Health & Protection reveals highest-rated global health insurers

    Industry magazine, Health & Protection, recently unveiled the highest-rated global health insurance providers as voted for by brokers and intermediaries in 2023.

    The International Private Medical Insurance Report makes interesting reading for both customers and industry insiders alike. After all, brokers work with different providers on a daily basis and must constantly keep abreast of policy changes and new product enhancements. In other words, they know the topic only too well!

    So, which insurers garnered five-star reviews? Read on to find out…

    Need advice on how to get the best support in the International Health Insurance market? Get Free one-to-one advice from our expert international brokers on 01273 974419 or email enquiries@engagehealthgroup.co.uk.

     

    The International Private Medical Insurance report

    Health & Protection’s April 2023 report surveyed providers and advisers to create a detailed and unbiased analysis of the health and protection sector from both sides of the industry. More than 200 advisers, intermediaries, and brokers rated current services, with five global providers coming out on top with a five-star-rating:

    • April International
    • Cigna Global
    • Bupa Global
    • Expatriate Healthcare
    • William Russell

    Health & Protection’s overall aim is for this report to act as a resource for brokers and advisers to assist their understanding of which providers operate in which sectors, the key proposition points, and how the market is evolving.

    This blog post provides a brief summary of its findings. For more detailed coverage, access the full report here.

     

    1. April International

    April International was formed in 1988 as part of the April Group based in France. With its 2,400 employees, April International operates in 18 countries, covering 150,000 lives from more than 1,500 companies across more than 180 countries.

    April International’s global health plans are available for individuals, small and medium businesses, and large corporations.

    In the report, April International achieved the highest overall rating of 88.5.

    The breakdown was as follows:

    • Appreciating and developing my business: 89
    • Claims handling: 86.6
    • Compliance support: 86.8
    • Ease of use of adviser-facing technology: 80.2
    • Quote and application support: 92.4
    • Speed of response to queries: 92
    • Staff expertise and problem solving: 93

    What intermediaries had to say:

    “Excellent provider which really cares for its customers.”

    “Value for money, a great service to brokers and easy to understand products.”

    “Friendly and approachable support.”

     

    2. Cigna Global

    In second place were Cigna Global, a Fortune 500 company with more than 73,000 employees and 94 million customers globally. It is part of the Cigna Group based in the US providing health insurance and managed care services. Cigna Global offers International Private Medical Insurance to individuals and organisations across more than 200 countries worldwide, paying more than 6 million claims each year.

    Cigna Global’s overall score was 75.8.

    The breakdown was as follows:

    • Appreciating and developing my business: 75.6
    • Claims handling: 77.6
    • Compliance support: 72.6
    • Ease of use of adviser-facing technology: 72.8
    • Quote and application support: 79.4
    • Speed of response to queries: 74.8
    • Staff expertise and problem solving: 78

    What intermediaries had to say:

    “Continue to lead the way with the strength of its provider network including CignaLinks.”

    “Quick replies to questions and underwriting.”

    “Stability, fastest turnaround times, and best broker support.”

     

    3. Bupa Global

    Bupa Global was formed as the International Health Insurance division of Bupa Group, based in the UK, with 79,000 employees and more than 31 million customers across the world. The international division covers 460,000 members in more than 190 countries and territories.

    Bupa Global’s overall score came to 75.3.

    What intermediaries had to say:

    “Broad offering, easy onboarding, various products for different markets.”

    “Their dedicated contacts ‘go above and beyond at all times.” 

     

    4. Expatriate Healthcare

    Expatriate Healthcare is an International Health Insurance provider based in Burgess Hill, established in 1997. It covers more than 100,500 customers in more than 182 countries. Alongside the iPMI services, Expatriate Healthcare also provides Travel Insurance, Life Insurance, and Income Protection. These are included for free as standard to all existing and new policyholders on their Group iPMI plans.

    Expatriate Healthcare’s overall score came to 75.1, improving from last year’s 70.4!

    The breakdown was as follows:

    • Appreciating and developing my business: 73
    • Claims handling: 76.4
    • Compliance support: 74.2
    • Ease of use of adviser-facing technology: 69.4
    • Quote and application support: 80
    • Speed of response to queries: 76.4
    • Staff expertise and problem solving: 76.4

     

    5. William Russell

    Rounding off with the final H&P five-star rating is William Russell, founded in 1992 to provide international health, life, and income protection services. With their 75-manned team, William Russell covers its members in more than 160 countries. Offering Global Health Insurance cover for individuals, families, as well as organisations and their employees, William Russell offers a range of cover for varying sizes of business.

    William Russell’s overall score landed on a 75 – up from 73.8 last year.

    The breakdown was as follows:

    • Appreciating and developing my business: 72.8
    • Claims handling: 78.2
    • Compliance support: 72.4
    • Ease of use of adviser-facing technology: 69.8
    • Quote and application support: 76.2
    • Speed of response to queries: 79.2
    • Staff expertise and problem solving: 76.2

     

    Who will provide the best support for you?

    Every international insurer will have its strengths and weaknesses. For example, some insurers are stronger in certain territories than others, and each customer has their own unique requirements. This means the best fit might not always be the highest rated service.

    Seeking help first from an independent international broker like Engage Health Group is your best bet to landing on the ideal policy and provider and create a top international benefits plan. Engage is a broker with global expertise spanning 61 countries, so if you’d like free, unbiased and truly expert advice, don’t hesitate to get in touch.

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

     

  • 5 global brands with mightily impressive benefit schemes

    5 global brands with mightily impressive benefit schemes

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

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

    Get ready to scribble down some notes! 

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

     

    5 global companies and their benefits! 

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

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

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

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

     

    1. DHL Express 

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

    The company employs 395,000 people.

    Some of DHL’s most exciting benefits include: 

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

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

    Office Worker, Gen Z, Global Forwarding, Phillipines

     

    2. Hilton 

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

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

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

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

     

    3. Cisco

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

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

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

     

    4. Deloitte 

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

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

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

     

    5. Salesforce

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

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

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

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

    • Charlotte, corporate marketing senior manager

     

    Feeling inspired? We can help put your ideas into practice

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

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

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

     

  • 8 ways to recognise remote teams in 2023

    8 ways to recognise remote teams in 2023

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

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

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

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

     

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

     

     

    Why is reward and recognition so important? 

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

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

    Recognising your employees can help:

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

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

     

    1. Team building events

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

    Consider the following:

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

     

    2. Virtual gifts 

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

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

     

    3. Offer flexibility 

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

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

     

    4. Maintaining good comms

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

    Ways to stay connected include: 

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

     

    5. Peer-to-peer recognition 

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

    You can improve peer-to-peer recognition through: 

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

     

    6. Tangible and physical ways to connect 

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

    Jeff Rosenthal from ProjectNext Leadership provides a good example: 

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

     

    7. Offering employee benefits – all accessible virtually

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

    Employee benefits and schemes to consider offering staff:

     

    8. Employee development and training opportunities

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

    Ways to offer further training opportunities: 

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

     

    Getting to know your teams and finding the right support

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

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

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

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

  • ChatGPT gives its verdict on employee benefits brokers

    ChatGPT gives its verdict on employee benefits brokers

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

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

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

    We asked ChatGPT:

    “Should I use an employee benefits broker?”

    Here’s what it had to say…

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

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

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

    Yes, but not only health insurance!

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

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

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

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

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

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

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

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

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

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

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

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

    Reassured? We are. For now!

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

    Image by Tumisu from Pixabay

  • Your Guide to Mental Health First Aid in the Workplace

    Your Guide to Mental Health First Aid in the Workplace

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

    Enter Mental Health First Aid…

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

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

     

    What is Mental Health First Aid? 

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

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

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

    Undergoing mental health first aid training will provide employees with:

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

     

    How does it work? 

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

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

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

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

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

     

    How is Mental Health First Aid important? 

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

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

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

     

    What type of businesses use it? 

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

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

    Royal Mail: 

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

    Channel 4: 

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

     

    What are the benefits of Mental Health First Aid?

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

    Investing in Mental Health First Aid can help:

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

     

    What are the disadvantages of Mental Health First Aid? 

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

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

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

     

    Wellbeing and Engage

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

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

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

  • 5 ways to buy Group Health Insurance in the US

    5 ways to buy Group Health Insurance in the US

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

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

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

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

     

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

     

    #1 Preferred Provider Organizations PPO 

    Higher cost but a wider network of coverage

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

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

    Example of a PPO from UnitedHealthcare: 

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

    Services include: 

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

     

    #2 Health Maintenance Organizations (HMO)

    Lower cost but a more restricted network

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

    Example of a HMO from Aetna: 

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

    Aetna’s HMO plan includes:

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

     

    #3 Point of Service Plan (POS)

    The best of both worlds option?

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

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

    Example of a POS from Humana: 

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

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

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

     

    #4 High-Deductible Health Plan (HDHP)

    Lower premiums but higher treatment costs

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

    Example of a HDHP from Cigna: 

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

    Cigna’s services include: 

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

     

    #5 Self-Funded Health Plan 

    The flexible option for larger companies

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

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

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

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

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

     

    Get in touch with the Engage team 

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

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

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

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

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

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

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

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

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

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

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

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

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