Engage Health Group

Tag: employeebenefits

  • Expert perspectives: Should you offer Cognitive Behavioural Therapy to your teams?

    Expert perspectives: Should you offer Cognitive Behavioural Therapy to your teams?

    “CBT is learning to stop the cycle of negative thinking… it is the one tool that gets you out of the truly dark spots.” – Mind

    Employee mental wellbeing has taken a massive hit over the last two years. Financial uncertainty from rising costs of living, the continued presence and impact of Covid-19, and people struggling with a return to the office are just a few of the factors which can affect people on a day-to-day basis.

    However, there’s a positive side to this – an increased awareness of mental health where more and more people are seeking help and guidance. One method that is becoming increasingly popular is Cognitive Behavioural Therapy (CBT), with employees developing strategies to help themselves. CBT can be accessed through:

    • NHS
    • Private sector
    • Charities
    • Education
    • Place of work

     

    Forward-thinking employers are providing staff with easy access to CBT. This enables employees to reach out for help and develop the tools for greater mental resilience.

    In this article, we talk with NHS accredited CBT therapist, Shay Rosenthal, to learn more about how CBT works, and how it can have a positive impact on employees in the workplace and beyond.

     

    Need professional help finding the best employee benefits to support your teams? Contact our friendly team of experts at Engage Health Group Ltd on +44 (0)1273 974419 or click on the bottom right chat-box.

     

    Cognitive Behavioural Therapy: What is it and how does it work?

    CBT is based on how our thoughts, feelings and behaviour are interconnected. Anyone can become trapped in a negative thought cycle, and CBT is designed to break this cycle. CBT can also help people avoid getting ensnared in the first place. This form of therapy looks for practical ways to improve a person’s daily state of mind, helping them break down overwhelming problems into more manageable positive steps.

    “In CBT, people learn to recognise and identify patterns in thinking or behaviour which might be keeping their problems going,” says Shay Rosenthal, a CBT Therapist in the NHS. “After therapy we would hope that a person can become adept in this skill to manage future problems, becoming their own therapist.”

    CBT can help people with:

    • Depression
    • Anxiety
    • Bipolar disorder
    • Borderline personality disorder
    • Eating disorders
    • Obsessive-compulsive disorder
    • Panic disorder
    • Phobias
    • Post-traumatic stress disorder
    • Psychosis
    • Schizophrenia
    • Insomnia
    • Substance abuse
    • Stress
    • Long-term health conditions e.g., irritable bowel syndrome, chronic fatigue syndrome – cannot cure physically, but can help to cope with symptoms

     

    CBT is often spread across 12 sessions or more for those in serious need, but a brief course of treatment can be helpful for anyone seeking greater mental clarity and resilience. In these sessions, a person breaks down problems in how they think and behave. The idea is for them to learn these strategies and apply them to their everyday lives.

    However, we wanted to break this down even further to get more depth on how CBT is applied in therapy and the theories behind it.

     

    Diving deeper into CBT with Shay Rosenthal

    Shay outlined two main concepts that are associated with CBT, revealing how and what the sessions focus on.

     

    Cognitive approach (thoughts)

    “How you think influences how you feel and how you behave.”

    If you are thinking in a certain way, that can influence how you behave and also impact how you are feeling. Those experiences can subsequently reinforce your way of thinking, creating a cycle that can become difficult to get out of.

    Shay imagines what this might be like for an employee:

    “If I think in such a way like ‘I’m terrible at my job, everyone will eventually find out that I have no idea what I’m doing’, this could lead me to call in sick (behaviour), procrastinate with assignments (behaviour), and increase anxiety, low mood, or hopelessness. These behaviours and feelings will reinforce my initial thoughts about being terrible at my job, making my conviction of these beliefs even stronger.”

    Working with people’s cognitive processes allows someone to break down these patterns of thinking, allowing them to restructure and experiment with new ways of approaching situations. This will help them to move away from being stuck in a negative perception of themselves/the world.

     

    Behavioural approach

    “Behaviour can explain the maintenance of a problem.”

    Another approach taken in CBT is placing our focus on how our behaviour specifically might be keeping our problems going.

    Again, Shay outlines a potential employee perspective:

    “If I’m scared of public speaking, I might naturally then avoid presentations. This is obviously a very effective short-term solution to avoid feeling anxious. However, this avoidance does not allow us to grow in confidence, and crucially learn more about our fears. This will typically lead to anxiety increasing over time.”

    Similarly to the cognitive approach of CBT, a behavioural approach focuses on setting goals that the person wants to achieve through therapy and developing a step by step approach to facing one’s fears. This will build a sense of tolerance or the ability to handle these triggers. Shay explained this in a simple analogy:

    “If you think about the first time you went to a new job, you would likely have been very anxious on day 1. If you had run away or avoided doing things / talking to people, that anxiety about your new job would get worse and worse over time. However, when we face things that make us anxious what happens naturally is that as day 1 progresses the anxiety will gradually reduce over time. Come day 2, the anxiety, whilst maybe high at the start of the day will in most cases be slightly less than on day 1. Again if the person perseveres this will gradually reduce again and after enough time that person will no longer be experiencing that same anxiety the had on day 1. We call this process habituation, which is a CBT way of saying “we get used to it”. The key is we learn enough about our fears to make accurate predictions rather than assuming the worst will happen.”

     

    Can CBT help employees and businesses alike?

    CBT can be a useful tool in supporting the mental wellbeing of staff so it’s worth considering as part of an employee benefits package. It can also benefit your business by improving team members’ ability to handle challenging situations. Here’s how:

    • Identifying the cause of disruptive thoughts helps employees discover alternative perspectives – will help staff in accepting different opinions, leading to better performance and improved work relationships.
    • Fear and anxiety can cause lower esteem, productivity, and retention levels. Understanding what causes fear and how to tackle it allows staff to overcome situations that cause anxiety.
    • CBT promotes mindfulness. Practising mindfulness improves concentration, reduces stress and anxiety, and reduces presenteeism. Employee engagement will be boosted in a positive work culture.
    • Freed from anxiety and unhelpful thoughts, the employee can improve their problem-solving skills
    • An improved ability to overcome challenges boosts confidence
    • By better managing emotional responses, an employee can improve social and communication skills
    • Cultivating a more positive mindset can:
      • Improve focus/productivity
      • Reduce absenteeism
      • Promote a healthier/happier work environment
      • Improve decision making
      • Reduce stress, depression, and anxiety
      • Boost employee performance, innovation, confidence, and creativity
    • Successful CBT programmes can lead to fewer mental health-related absences

    These are just a handful of things that employees can develop from undergoing CBT if they need help, making it a win-win for both staff and business.

     

    We help businesses navigate the world of employee benefits and health insurance. Contact our team of AMII accredited employee benefits brokers for FREE expert advice and support. Click on the bottom right chat box or call Engage Health Group Ltd at +44 (0)1273 974419.

     

    How else can you support employee mental wellbeing?

    CBT is one of several employee benefits which are designed to aid mental health. Sometimes they are included in an Employee Assistance Programme or Corporate Wellness Programme – so it’s well worth checking if it’s available as an add-on. Below are a few other examples of employee benefits that target the mental wellbeing of your staff:

     

    Over half of all working days are lost each year to high levels of stress or mental health issues. So, it’s certainly an issue that all companies should address. The most important thing is for businesses to encourage a positive, open, and supportive work environment, whether that’s augmented by CBT or other measures outlined above.

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

     

    At Engage, we take the time to carefully consider financial, mental, and physical wellbeing when helping businesses and HR teams design an employee benefits scheme.

    Contact us at Engage Health Group Ltd or call +44 (0)1273 974419 for FREE no-obligation advice and support.

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

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

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

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

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

     

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

    – Dr Pablo Vandenabeele, Clinical Director for Mental Health Bupa

     

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

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

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

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

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

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

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

    Millennials & Gen Z leading the way for green practices

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

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

    Now that’s committing to the green cause!

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

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

     

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

     

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

    2 simple ways that employers can become more eco-friendly

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

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

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

    Instigate remote working policies:

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

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

    Encourage greener commutes:

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

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

     

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

     

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

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

     

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

    Ready to start the green revolution?

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

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

     

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

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

    The Future of Dental Care & How Your Business Can Benefit

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

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

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

     

    What is Group Dental Insurance?

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

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

     

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

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

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

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

     

    What’s new with dental care according to BUPA?

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

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

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

    #1 Remote assessment

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

    Yet, BUPA worked to find the answer.

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

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

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

    #2 Dental maintenance and care

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

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

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

    #3 Convenient access

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

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

    #4 Real-time appointment schedules

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

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

     

    Can your team benefit from innovations in healthcare?

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

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

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

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

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

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

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

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

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

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

    • Physical wellbeing
    • Mental wellbeing
    • Financial wellbeing

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

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

     

    What is Corporate Wellbeing?

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

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

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

    • Physical
    • Mental
    • Financial

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

    How are the three pillars are linked?

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

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

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

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

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

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

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

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

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

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

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

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

    What do employees want from Corporate Wellbeing?

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

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

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

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

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

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

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

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

    What can employers do to help build Corporate Wellbeing?

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

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

    Ways that employers can help:

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

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

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

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

     

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

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

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

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

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

     

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

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