Engage Health Group

Tag: employee benefits

  • Why it’s time to alleviate the burden on HR teams

    Why it’s time to alleviate the burden on HR teams

    Managing employee benefits and insurance schemes can be a troubling issue for HR. Human Resources currently find itself encircled by a perfect storm of challenges some of which have been exacerbated by the pandemic and the cost-of-living crisis.

    In this blog post, we shine a light on three key elements which are impacting HR’s ability to manage employee benefits effectively:

    • The sheer scale of existing HR duties
    • The rising demand from employees
    • The complexity of employee benefits themselves

     

    Looking for ways to better manage employee benefits and insurance policies for your business? Contact our team at +44 (0)1273 974419 or click on the bottom right chat box for advice and support.

     

    Challenge #1: The sheer scale of HR duties

    HR duties will vary from company-to-company, but usually encompass a wide range of disciplines and responsibilities.

    • Recruitment and staff training
    • Improving the daily lives of employees
    • Improving the overriding company culture
    • Listening to staff concerns and providing solutions wherever possible
    • Acting as a conduit between the workforce and senior management
    • Establishing and maintaining relationships with staff
    • Ensuring employee records are maintained
    • Overseeing payroll
    • Keeping up to date with workplace legislation
    • Resolving workplace conflicts
    • Setting up, implementing, and maintaining employee benefits and reward schemes

    But if HR becomes overstretched, it stifles their ability to support the wider team – and everyone suffers. Sadly, this happens far too often. According to the 2021 State of People Strategy Report, 42% of HR teams cited emotional exhaustion and burnout as their top challenges.

    Employee benefits won’t receive the required care and attention if those responsible are overwhelmed. A layperson with limited time on their hands will be hamstrung in their ability to make the best choices and allocate budget in the most effective way or effectively review any schemes currently in place.

    Challenge #2: Rising demand from employees

    Today, there seems to be an ever-increasing pressure placed upon individuals’ physical, mental, and financial health.

    We call these the “three pillars of wellbeing”, each closely related and inherently linked to the other.

    When one pillar falls, the others tend to follow. The pandemic and current economic-social state have impacted all three, increasing the pressure on HR to find new and improved ways to provide the support they need.

    Let’s examine each one separately…

    Mental Wellbeing

    An apt summary would be to say that HR exists to ensure the right people are in the right jobs and performing to the best of their ability. No wonder they are widely considered the backbone of any company!

    While mental health was already a major issue pre-pandemic, there’s no doubt that the anxieties created by the presence of Covid, and the sense of isolation created by social restrictions, have exacerbated the problem.

    According to a study by MITSloan, more than three-quarters (78%) of workers said that the pandemic had negatively affected their mental health, with a similar number (76%) indicating that companies should be doing more.

    Meanwhile, meditation app Headspace has reported a 500% increase in interest from businesses trying to grapple with the mental health issue.

    Multiple surveys point towards the same trend – the demand for mental health support is increasing. HR will be the ones tasked with addressing this issue whether via employee benefits schemes or as part of their daily duties.

    Physical Wellbeing

    Nine in 10 employees selected ‘health’ as the top life priority in our survey – encompassing both personal health and family health. Meanwhile, private health insurance was employees’ third most desired workplace benefit (behind flexi and homeworking arrangements).

    In the first eight months of 2021, demand for private health insurance policies jumped by 46% compared with the same period in 2019, according to health insurance comparison site CompareNI.

    With concerns around NHS capacity issues, the employee demand for a safety net in the form of private healthcare is still high.

    Robert Smith, Sales Director at Freedom Health Insurance has observed this trend first-hand:

    “We have seen an increased interest in group health insurance since the pandemic here at Freedom Health Insurance. Due to NHS waiting times, corporate clients are looking for solutions that can help staff access medical treatment quicker.

    “From a business perspective, this could help with absenteeism and presenteeism rates, ultimately impacts the bottom line. But having this access to private healthcare through company policy while the cost-of-living crisis and the continued pressure on public medical services remains – is for many employees and their families a huge weight off their shoulders.”

    Financial Wellbeing

    In this difficult environment, HR is tasked with helping the workforce as best they can – not just via the day-to-day support but also via the employee benefits package they provide for staff.

    The rising cost of living has created financial difficulties for many. According to new research, over half of Britons (52%) are feeling stressed about their financial situation as the economic cost of global lockdown restrictions, the energy crisis and other factors begin to bite.

    Altogether, we are looking at a perfect storm of events which are challenging people’s mental, physical, and financial wellbeing. It’s clear to see how one impacts the other: financial difficulty can cause heightened anxiety and concern, a major downturn in mental wellbeing can itself lead to physical illness – and ill health can lead to loss of income.

    And let’s not forget the needs of HR themselves. At the height of the pandemic, a striking 90% of HR professionals said their stress levels had increased, while almost half (47%) said their stress levels had increased dramatically.

    While some of the anxieties surrounding the pandemic may have alleviated, times remain turbulent. HR is not immune to these forces and yet they are tasked with being the rock upon which colleagues can depend.

    Challenge #3: Complexity of employee benefits

    As readers are likely aware, employee benefits often demand vast amounts of time and attention from HR departments. This stems from the following factors:

    • Planning, sourcing, and implementing an employee benefits scheme
    • Ensuring every employee’s needs are considered and served in the most effective way
    • Managing policy claims with the insurer on behalf of employees
    • Introducing benefits to the workforce and demonstrating how to use them
    • Performing annual reviews to ensure schemes are providing maximum ROI

     

    Despite its complexity, busy HR teams are expected to manage employee benefits alongside all their other duties.

    The list of available workplace perks is almost endless and includes:

     

     

    Are you ready to provide the best support for employees and HR?

    With so many employee benefits available for tackling a broad range of employee needs, it’s no wonder that many workplaces are struggling to meet demand in the most optimal way. The problem for HR teams is that it further entangles them in administrative duties which rob them of the time required to do what they do best – cultivate a happy and productive workforce.

    Instead of shouldering the burden, HR is best advised to offload it to experts in the field of workplace benefit schemes. The Engage team offer expert assistance free of charge, advising on issues surrounding employee benefits and insurance policies. We source FREE quotes, help implement benefit schemes and will be there to advise on the claims process and renewals.

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

  • Is it possible to find health insurance that covers HRT?

    Is it possible to find health insurance that covers HRT?

    At Engage Health Group we get more and more enquiries about HRT and whether it can be covered in a business health insurance policy.

    The good news is that, yes, it can but only in certain policies – and we’ll explain which ones in this blog post.

    Why the menopause matters

    There are approximately 3.5 million women over the age of 50 in the UK workforce. A failure to provide necessary support for those going through the menopause will clearly have a major impact on businesses around the country.

    Just a quick glance at the different symptoms experienced by women at this phase of their life reveals how challenging it can be for them, both personally but also in the workplace.

    Potential symptoms of the menopause include:

    • Hot flashes
    • Tiredness
    • Inability to sleep
    • Heart palpitations
    • Itchy skin
    • Low sex drive
    • Brain fog
    • Poor memory
    • Night sweats
    • Joint pain
    • Mood alterations
    • Anxiety
    • Trouble concentrating

     

    For many it can feel like they’re being bombarded by a variety of physical and psychological symptoms. Anything that a company can do to cater for their needs at this time – in a sensitive way – can make a major difference.

    There are a number of different estimates as to the amount of women that stop working due to the menopause, but the latest report by the Fawcett Society calculated that 330,000 women between 45-55 have quit work because of it. And many have cited a lack of workplace support as a key reason.

    It’s no wonder then that many businesses are seeking out health insurance that covers HRT.

    Engage Health Group is a health insurance broker with expert knowledge covering the whole employee benefits marketplace. We pride ourselves on alleviating the strain on HR teams by being their single point of contact for all issues related to employee benefits and health insurance policies. Contact our team for a FREE consultation.

    What can workplaces do?

    Apart from investing in health insurance that covers HRT and other support mechanisms, there are simple adjustments that workplaces can make to cater for those going through the menopause.

    For example, offering remote/flexible working options or adjusting the workplace environment where appropriate – could you provide easier access to washrooms? Or provide fans for people affected?

    Most importantly, employers and HR need to have an open ear and provide a space for people to discuss these issues in the knowledge that they’ll be listened and understood.

    All of the above is vital. However, there’s even more that companies can do to support their staff via health insurance policies that cover HRT free-of-charge.

    How to find health insurance that covers HRT

    There’s good news and bad news.

    The bad news is that a standard Group Health Insurance policy does not include Hormone Replacement Therapy (HRT). On the plus side, an International Health Insurance plan will usually provide cover.

    Global Health Insurance comes at a significantly higher price than a standard Health Insurance scheme – because of its global coverage and the greater features included within it.

    So, if you’re a company with a global footprint, it’s important that if you have a health insurance policy – or are looking to invest in one – that you choose a single international scheme and not a patchwork of separate health policies drawn up in different countries. This will be more cost-effective while giving you access to a far wider array of treatments (which includes HRT) and other health-related services.

    As a health insurance broker with specialist expertise in the international market we can advise you on the different international policies available, including price points and inclusions/exclusions.

    Among the UK insurers providing international plans, are:

    • Bupa Global
    • AXA Global Health
    • April International
    • Freedom Worldwide
    • Integra Global
    • Cigna Global

     

    And many more.

    If you’d like FREE one-to-one advice from our team of international insurance brokers, simply use the contact form on the right. Alternatively, Tel: +44 (0)1273 20974419. We’ll be happy to take all your questions.

    Other ways of providing HRT and menopause support

    Even if it’s not possible to find health insurance that covers HRT, there are other ways to provide support. For example, Bupa provides a standalone ‘Menopause Plan’ which provides one-to-one consultations with a GP, access to tests/scans and further support thereafter. They may also prescribe HRT if it’s deemed necessary and safe by its specialists.

    But it’s worth noting how Business Health Insurance policies can provide extra support beyond HRT coverage too.

    For example, most health insurance policies – including UK and international plans – come packaged with an Employee Assistance Programme (EAP). EAPs are designed to provide support and guidance on general wellbeing, with tools designed to tackle various psychological and emotional issues experienced by employees whether it’s related to family, finances, health, or any other issue. EAPs can include one-to-one counselling sessions/talking therapies and are made available on a digital portal to team members.

    An International Employee Assistance Programme provides much the same service, except it makes it available globally and across different languages – and ensures a link-up with health specialists in the appropriate part of the world.

    Another option to consider is a Health Cash Plan. This form of insurance covers routine health needs but also includes consultations with specialists, access to counselling sessions, diagnostics and a 24/7 helpline – all of which can be of use for women experiencing the menopause.

    Summary: HRT coverage can help, but listening is key

    As you can see, there is a way of investing in health insurance that covers HRT. While this is incredibly helpful (it costs an average of more than £100/year for those living in England), there are other ways of providing support with wider symptoms experienced during the menopause.

    Helping employees requires a range of approaches and therefore should be an important consideration within a company’s corporate wellness strategy.

    And don’t forget: listening to the needs of those experiencing menopause symptoms and providing help where it’s needed most is perhaps the most important thing a company can do.

    Need help with your corporate wellness strategy? Engage Health Group provides advice incorporating the whole health and wellbeing landscape. Contact us using the form on the right.

     

    Further reading: Understanding the impacts of menopause in the workplace

  • 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.

  • Employee health checks on the rise in the face of COVID-19

    Employee health checks on the rise in the face of COVID-19

    Employee health checks getting people back to work

    Despite COVID-19 slowly becoming the new normal in our everyday lives, the general climate of demand and strain on the NHS is still high. During the second wave of the pandemic, there was never any fewer than 10,000 COVID patients in the hospital, with more than 3,000 new COVID patients being admitted every day.
    So how does this impact general perceptions on health? Particularly in the workplace?

    For any organisation to be successful, maintaining the wellbeing and health of employees must be a priority. One strategy that many organisations adopt to develop their wellness strategies is frequent employee health checks for staff, opening and normalising discussion on health and wellbeing. The continued presence of COVID has made this even more important.

    Pressure on NHS services has meant a huge increase in those waiting for even just a first appointment. The Department of Health produced figures from April to June 2021 that 348,867 people were on the waiting list for appointments, a rise of 38,946 compared to the previous year. This is an immense amount of people, resulting in inevitable frustration and negativity towards health services. Are these attitudes the same for employee health checks?

    As we approach our second autumn of the pandemic, how much is COVID still affecting the approach to employee health at work? Is COVID impacting the level of response for employee health checks? And what else can employers do to help?

    What are employee health checks? 

    Employee health checks are detailed check-ups aimed to provide a clear view of an employee’s health and wellbeing. They help to identify potential health risks, ensuring that members of staff are fit to be in the workforce.

    Employee health checks are designed to target individual needs, so there is no one-size-fits-all structure. They can be adapted to suit company size, location, overall wellbeing strategies, and individual needs.

    NHS health checks are offered to everyone aged 40-74 in England every 5 years, but companies can develop their own employee health scheme including either a basic health check or full:

    • Basic: blood pressure, heart rate, height & weight, body mass index, cholesterol, diabetes hydration percentage, body fat percentage, glucose
    • Full (includes the above): urine analysis, full biochemistry profile, liver & kidney function, nutrition, spinal assessment, lung function, breast examination – as a few examples.

     

    Look here to find more on what employers can offer with employee health checks.

    Is it a legal obligation or an opportunity for businesses?

    Employee health checks are not enforced by law or government standards, leaving the responsibility down to the employer to ensure they are available to their staff. Any type of employee health checks are becoming increasingly popular for companies in the face of the pandemic, with increased emphasis and anxiety around health.

    Sally Bedeau, Loch Wellbeing’s Business Manager at Loch Associates added “Whilst there is no legal obligation for employers to offer Health Checks at work some businesses find that this can benefit both the employee and the business. Employees feel looked after, valued and cared for and businesses can use high-level data gathered from health checks to identify if there are any common health issues affecting their workforce that they can help to address through targeted wellbeing initiatives.”

    In one of their case studies Loch’s HR Medical Specialists identified that in a cross-site organisation, one location had higher average blood pressure readings than the others.  It was identified that the common cause of this was that there were more smokers based at that location. The business, along with advice from their HR Medical Specialists, then supported the employees to either quit or reduce smoking, resulting in an overall improvement in health.  It also resulted in reducing sickness absences in the future.

    Sally added “With our wellness checks at Loch Wellbeing, individual health information is kept confidential but the business report we prepare is an invaluable insight into the health of the workforce. In this report, our HR Medical Specialists will identify any concerns, highlight areas for improvement and how that can be achieved.  By following the HR Medical Specialists’ recommendations businesses can reduce absences, increase productivity and have a healthier and more engaged team.”

    How have employee health checks changed since COVID?

    To keep up with the ever-changing landscape of the pandemic, every aspect of work and life must also adapt. This also goes for employee health checks. By adapting the regular procedures of monitoring employee wellbeing and health in line with COVID, businesses can access the knowledge of how best to prevent the spread of illness and ensure the best possible environment for their employees.

    Popular health checks since COVID:

    • Temperature screening checks: quickly manage employees with potential symptoms
    • Health Checkpoints: designed to not disrupt the general workflow, can include surveys, booking socially distanced desks, technological-based help
    • Hand sanitiser and cleaning stations 
    • Access to lateral flow testing
    • Emphasis on respiratory checks

    One issue that employers are now facing is the emergence of ‘Long COVID’ (continuation of symptoms more than 12 weeks from getting ill). The lack of support and knowledge surrounding this means employees are left feeling isolated and confused whilst struggling with symptoms. Employee health checks can be a way for employers to tackle this, opening a dialogue for staff and access to support.

    However, not everyone has access to health checks due to increasingly long waiting lists. Employers must also find other ways to show their support, such as flexible working hours giving staff the room to adapt to a different way of working.

    Impact of COVID on waiting lists – statistics and attitudes 

    As outlined above, the influence of COVID has seeped into almost every aspect of life. A leading current topic is how seriously the pandemic has affected NHS waiting lists and the backlog for treatment. This backlog acts as an obstacle for many people, giving rise to a new approach to health where the public are waiting things out until after COVID. In short, people aren’t attending health checks producing a general atmosphere of poor wellbeing and health.

    This delay is a result of the public trying to help the NHS as they struggle with pressures from COVID! But instead, people are left with not getting the help they need when they need it.

    Employers can support their employees by informing and pushing them to respond to signs and symptoms, ensuring staff take full advantage of other health services that are on offer. Through a well-developed wellness strategy and employee benefits scheme, including employee health checks, employers can create a workspace that feels safe and productive during unprecedented times and prioritise the wellbeing of their employees.

    Aviva’s report “The Changing Landscape – Embracing a New Approach” outlines how 48% of people polled said they would be more likely to take up a health check than before the pandemic. Unfortunately, 60% of respondents hadn’t had a health check in the last 12 months. This highlights how the pandemic has made health more of a priority for employees, but there is little support for the increased demand and receiving a health check is near impossible.

    Again, this is where employers must step up for the wellbeing of their staff where other services are straining in the face of the pandemic.

    (Top 5 Benefits of Corporate Wellness)

    Wellbeing and Engage Health Group 

    Employees attending their health checks at work is incredibly important. It provides an opportunity for at least an initial appointment and the option for referrals during a time when everything seems difficult to achieve. Having employee health checks on offer promotes integrity and trust in an organisation, showing employees that you value their wellbeing and care for their health.

    Employee health checks are just one way organisations can provide further support to employees during the pandemic. Look here to see what else can go into a wellbeing strategy.

    Contact us at Engage Health Group for our free no-obligation advice and discover what else can be on offer to employees to support their wellbeing and health during COVID-19.

  • Engage Health Group Provides Employee Benefits Tehnology to over 220 Martlets Employees | A Customer Success Story

    Engage Health Group Provides Employee Benefits Tehnology to over 220 Martlets Employees | A Customer Success Story

    A new digital approach to employee benefits

     

    The world of employee benefits has changed dramatically over the past 10-15 years, and with attitudes to employee care improving at pace, we have been honoured to work with many leading businesses across the UK to inject some innovation and expansion into their employee benefits provision.  Most recently, this has included Martlets Hospice ltd.

    Martlets is a local well-known charity that provides terminally ill people in Brighton and Hove, and the surrounding areas, with the very best care and support. Opening in 1997, the charity itself has now supported over 25,000 people in a range of ways such as care in their own homes, via pain relief within the hospice itself, physio, counselling and to respite care.

    With such a difficult 18 months in the charity sector and some exceptionally challenging times for staff, Martlets were keen to explore ways they could develop their own employee benefits, and provide a more digital approach at the same time.

    Engage has been working with Martlets for several years, managing their Health Cash Plan, and more recently, helping to improve their Group Life Assurance coverage.  It was from here that Engage suggested taking the next step and exploring a new digital approach to employee benefits.

    So, this summer saw the launch of Martlets own employee benefits platform, “My Benefits” which was designed and implemented by Engage via their technology brand, Engage Connect. The purpose of the platform is to house Martlets existing core employee benefits (Health Cash Plan and Group Life), but also offer a range of other value-add services for staff to access.

     

    Engage Connect employee benefits platform offers tangible advantages

     

    1. Employees are enrolled into a Health Cash Plan via the new platform, and can elect to increase their cover and add partners to the policy.  They can easily view the costs and benefits associated with the different plan levels, as well as clearly seeing a cost breakdown of their employer contributions, versus any amount they are paying themselves.
    2. For the Group Life, employees can quickly see the level of cover they have, access important terms and conditions of the policy, and download their Expression of Wish forms, which are then stored with the People Services team at Martlets.
    3. The employee benefits platform also contains information of other relevant services which Martlets make available to their teams, including local counselling services and cycle to work schemes.

    Anna Kingston Royce, People Services Lead for Martlets, commented

     “Introducing this platform has given us the space to showcase all our employee benefits in one place, which allows colleagues to understand the value of their total reward package.  It was straightforward to set up, and makes it easier for colleagues to find information and make changes to any of their benefits.  Engage were very responsive to any queries we had and ensured the process ran smoothly.”

    Some of the additional services which are made available via Engage are as follows;

    Discounted Cancer Screening for the 6 most prevalent cancers, most of which can be self-administered at home.

    Discounted Allergy Testing for adults and children, again, is available to be self-administered at home before being sent to the lab for analysis.

    Discounted Allergy Testing for adults and children, again, is available to be self-administered at home before being sent to the lab for analysis.

     

    A new affordable way into digital benefits & positive employee experience

     

    The online employee benefits platform itself is a great way for employers to organise their benefits and store them in one central place for employees to access. Often, employee benefits can be decompartmentalised, with different internal stakeholders managing them, and with employees unsure what’s on offer and importantly, how to access or amend them.

    Traditionally, employee benefits platform technology has been reserved for large corporates, where cost wasn’t a significant consideration.  The SME market has always been underserved in this space, but now, as more and more employees expect to consume benefits in a digital/online way, the market is changing.

    Engage Connect employee benefits platform aims to provide employers with an affordable way into digital benefits, where previously the costs would have been too prohibitive to consider. Employees can access the platform anywhere and anytime allowing them to make smarter decisions at their convenience and increase their benefits participation.

    Engage Health Group is an independent Employee Benefits Consultancy, partnering with all insurers and service providers across health insurance, cash plan, group risk and more, we can act as your one-stop-shop for broker and technology solutions.  This means the broadest level of consultancy, support and experience for our customers, and the lowest possible costs!

    If you would like to talk about taking your employee benefits digital, please do make contact and we can happily arrange a demo!

     

  • 6 reasons why businesses offer employee health screening

    6 reasons why businesses offer employee health screening

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

    In this blog post, we examine:

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

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

    What is employee health screening?

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

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

    There are two main levels of health screening:

    Basic health screening

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

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

    Full health screening

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

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

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

    6 reasons why companies offer health checks to senior employees

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

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

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

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

    Should you provide health screening to the whole workforce? 

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

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

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

    Health, wellbeing and Engage

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

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

    Further reading: Top 5 benefits of corporate wellness program)

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

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

  • The Legal Profession has a major mental health crisis with wellbeing a low priority

    The Legal Profession has a major mental health crisis with wellbeing a low priority

    Is mental health an issue for solicitors and lawyers?

    When thinking about the legal sector the first things that come to mind are stereotypical: over-achieving, competitive work environment, insane work hours and workload, drive and attention to detail. But sadly, these traits associated with lawyers and solicitors can also be flipped into weaknesses.
    Statistics and surveys have revealed over the last ten years just how impactful the work environment in law firms really is with a shocking one in ten under 30s experiencing suicidal thoughts from the strained work attitude in this sector (IBA 2020 survey). The legal industry is surrounded by poorly represented cultural attitudes, enforced by hit shows like Suits, promoting a “work is life” mentality, and leaving no room for emotional health.
    In an increasingly competitive space, mental health and wellbeing should be a top priority. So why is it still not being unanimously addressed? And what can be done to help?
     

    Key terms that need to be understood:

    To fully understand what is happening in the legal sector, there are key terms that need to be defined. These include:

    • Burnout: emotional exhaustion / cynicism resulting from over-working and doing “people-work” – showing the employee’s inability to manage emotions when dealing with clients

     

    • Secondary Trauma: psychology signs/symptoms resulting from involvement with traumatised individuals

     

    • Legal Wellbeing: aims to improve work-life balance, manage stress, positive mindset, promote habits of consistent self-care – no one-size-fits-all approach to achieving this, personal (specialised to legal sector)

    Wellbeing is what law firms should be focussing on to provide the support that lawyers and solicitors need to stay working in this environment.
     

    Mental health statistics (for lawyers and solicitors):

    Over the last ten years, there has been an increasing number of surveys looking into how many employees are affected by the work they do. Unfortunately, each survey comes to similar conclusions. The mental well-being of lawyers is being massively underlooked.
    The 2014 Law Society in England and Wales survey reported 96% of solicitors (out of 1,517) were experiencing negative stress, 19% at severe levels.
    Taken place more recently (July 2020 – December 2020), the International Bar Association released findings from their survey addressing the legal industry on an international level. The findings showed:

    • 41% said they could not discuss wellbeing issues with their employer, in-case it would damage their career or livelihoods
    • 22% said there was no wellbeing help, support, or guidance in their jurisdiction
    • Between the ages 25-35, 75% believe their employers are not doing enough for mental wellbeing
    • 28% said they need an increased level of awareness in the workplace
    • 23% asking for more resources for professional support and intervention
    • One in six lawyers with disabilities have experienced suicidal thoughts from work-related mental wellbeing issues – with one in eight having self-harmed

    The numbers shockingly reveal how deep-rooted and serious the mental health issues are in this industry, spreading across all ages and genders. So, do these issues simply just come with practising law? Or is it a structural issue that has been ignored?
     

    Why is there such poor mental wellbeing in legal professions?

    “Law firms have this uncanny ability to keep you forever unsatisfied, striving for something just out of reach” (Richard Martin – former City employment lawyer and author of This Too Will Pass)
    The legal sector’s “just get on with it” attitude means that mental health issues are shrouded in stigma. Struggling means weakness and can ultimately affect career progression. This is just one reason why lawyers are uncomfortable with speaking out about mental health.
    Common trends in the causes for poor lawyer wellbeing are long hours, high billing requirements, large caseloads, alienating culture, competition, deadlines, expectations of success and emotionally demanding work.
    The 2020 IBA survey provides statistics on the main reasons for this mental health crisis:

    • Most common reasons: high workload, work-life balance, stress / pressure
    • How frequently employees experience negative factors: 46% competing demands, 44% long hours, 48% unrealistic time pressures

    Secondary legal trauma is also a huge factor. Working with traumatised individuals, hearing multiple traumatic narratives, and working with distressing evidence is enough to impact anyone’s wellbeing. It is the assumption that lawyers can approach these cases rationally that results in a lack of extra support and understanding.
    Alongside these factors are the unhealthy coping mechanisms that are so widely adopted in the legal community. Law training disconnects lawyers from themselves – work trumps emotional life. To avoid feelings of suffering, substance and alcohol abuse is widely undertaken where extra support and open discussion should be.
     

    What can be done to help solicitors and lawyers?

    Although the most recent surveys outline how much of an issue mental wellbeing currently still is for lawyers, there are steps that can and are being taken to begin to change this.
    The charity LawCare stated that the number of contacts looking for support for anxiety doubled from 2020 to 2021. This shows the shifting legal context where employees are actively seeking help for poor mental health
    Law firms can support staff through schemes such as the Mental Health First Aider (MHFA). The training course provides First Aiders with the knowledge and skills to support any colleague struggling with mental health. It provides an opportunity to understand different mental illnesses from depression, addiction, suicide, to eating and personality disorders.
    Listed below are organisations that are now providing support for those in the legal community:

    • Solicitor’s Regulation Authority: helpline
    • LawCare: charity offering emotional support, information, and training to the UK legal community – raising awareness to improve the legal culture
    • Law Society Helpline
    • Mind
    • Samaritans

    Now with organisations set up to give support and spread awareness on the mental health issues that once seemed too deep-rooted to shift, the legal community are finally opening up.
    However, the change must also take place in the individual. Practising mindfulness, setting up boundaries between work and home, and prioritising the wellbeing of yourself all make huge differences towards changing the very structure of the legal community.
     
    As the focus on mental and corporate wellbeing in the legal industry, and other companies, is slowly becoming a priority, so is the emphasis on employee benefits. Find more information on how mental health comes under employee benefits here.
    Furthermore, some Private Medical Insurance providers are now covering drug and alcohol abuse within their mental health coverage.  This is something that has typically been a general exclusion.
    Contact us through Engage Health Group where we give free no-obligation advice and support on how a well-structured Employee Benefits strategy can work hard to care for your workforce.

  • The employee benefits that Generation Z need – and why

    The employee benefits that Generation Z need – and why

    Which Employee Benefits do young people want from your business?

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

    Who is Generation Z?

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

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

     

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

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

    Why offer employee benefits for Generation Z?

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

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

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

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

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

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

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

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

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

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

    Other employee benefits that appeal to Generation Z

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

    Examples of changes that can make a difference:

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

     

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

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

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

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

    What’s the point?

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

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

     

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

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

  • Engage Health Group launch partnership with Check4Cancer

    Engage Health Group launch partnership with Check4Cancer

    Check4Cancer supported by Engage Health Group

    Engage Health Group are delighted to announce a new partnership with Check4Cancer, a trusted provider of personised cancer detection services.

    Forming part of their employee benefits offering, Engage will now provide their clients with at-home test kits and in-clinic screening for the six most common cancers in the UK, at a discounted rate.  These include Breast, Cervical, Prostate, Skin, Bowel and Lung cancers.

    Most people are touched in some way by cancer, either through personal experience or via a friend or family member. Around one in three people in the UK will develop cancer at some point in their lifetime and by 2024 it is anticipated that this will rise to one in two.

    The pandemic is affecting access to cancer services across the UK

    The Covid-19 pandemic continues to cause disruption across the country with thousands of people experiencing delays and cancellations to their usual GP and outpatient appointments. With no clear end in sight, it may be some time before NHS services are able to return to normal. Cancer services have been particularly affected: Cancer Research UK’s latest figures suggest as many as 200,000 people per week have not been screened for breast, bowel and cervical cancer, resulting in hundreds of people with cancer going undiagnosed. It is estimated that there will be 18,000 excess cancer deaths in the first twelve months of the pandemic.

    Nick Hale (UK Director at Engage Health Group) commented

    “Health screening is something I have personally championed over the past 20 years working in the Employee Benefits arena, but despite its importance and effectiveness, it’s often proved difficult to encourage take-up.  This new offering helps to remove any accessibility and cost barriers which might have existed, enables employers to promote screening to their workforce in a clear way and ultimately, can save lives”.

    Engage Health Group will initially provide access to all Check4Cancer detection services via their own Employee Benefits Platform, Engage Connect, which was launched earlier this year.  There is no cost to employers for including the cancer screening services, and the benefit can be company or employee funded.

    If you have been looking for cost-effective Benefit Technology for your organisation, with a range of voluntary benefits included as standard, we’d love to hear from you to arrange a demo!

  • New home cardiac assessment service launched by Bupa

    New home cardiac assessment service launched by Bupa

    There has been growing concern amongst cardiologists of late that thousands of people may be putting themselves at greater risk of long-term heart damage, having put off obtaining medical help during the pandemic.

    As a result, Bupa UK has launched a new home-assessment cardiac service, which is designed to provide fast diagnosis of heart conditions.

    The service has been piloted successfully in London and offers customers a video consultation with a cardiologist within 36 hours.  This follows a member contacting the Bupa claims team in the usual way and being triaged via their specialist team.

    If it is deemed that further investigation is needed to provide a firm diagnosis, the latest electrocardiogram (ECG) and pathology test kits are sent directly to the customer’s home and a further video consultation is then arranged to discuss the results.

    It’s hugely important that anyone suffering with cardiac symptoms, such as palpitations or discomfort, doesn’t delay seeking the appropriate medical advice.  During the pandemic there has been a significant reduction in the number of people seeking medical advice, and a general reluctance or inability to access medical support.  And whilst hips, knees and related conditions can safely wait, some things shouldn’t be put on hold.

    This is yet another fantastic innovation from a leading insurer, acting to make the patient journey more convenient and efficient.

    There has been a real drive from Employee Benefits providers in the last few months to adapt and ensure that their customers can still access services from the comfort of their own home, and this initiative is a great addition.

    This new cardiac service is part of Bupa’s enhanced range of remote health services, where customers can get advice from nurses on everyday health concerns, treatment from GP’s, physios, mental health therapists, and fast access to diagnosis and treatment for critical conditions such as cancer, and mental health.