Category Archives: Employee Benefits

Employee Benefits, Hospitality, News, Wellbeing at Work

Accor Group introduces new employee wellbeing and EAP solution for its UK workforce

Multinational hospitality company Accor has launched a wide-ranging employee wellbeing solution along with a financial wellbeing scheme for its 4,500 UK employees across its hotels and London support office.

Together, the benefit solutions – provided by employee benefits and wellbeing experts Vivup – will support Accor’s UK employees with physical and mental health as well as the cost of living.

The wellbeing solution, Your Care Plus, is a health management platform which offers a range of wellbeing products and services with a focus on positive, proactive care. It provides evidence-based interventions and support tools to help build mental resilience, strengthen people’s emotional, physical and financial wellbeing, supporting them in and out of the workplace.

In addition to wellbeing assessments, face-to-face and virtual counselling, online GP services, financial wellbeing tools, access to EAP support and counselling, the platform also provides a specialist menopause helpline. Personal goal setting services and access to a wide range of wellbeing resources are also included.

The menopause helpline offers a range of resources to help colleagues understand and manage menopausal symptoms.

Also launching is the Lifestyle Savings scheme which helps people afford the things that matter, with access to over 1,150 ways to save money.

Fran Carr, Talent and Culture Director UK/I&Nordics, Accor Hotels, said: “We needed a one-stop solution for our diverse and multi-generational UK-based workforce which would be easy to use and accessible while bringing together existing and new benefits.

“Vivup’s platform does all this and more. The menopause helpline, in particular, will support a large proportion of our employees.”

Jilly Brown, Client Acquisition Director of Vivup, said: “We are delighted to partner with Accor to provide such an important range of benefits to their UK staff. The Your Care Plus platform focuses on providing positive, proactive care from access to counselling 24/7 365 days a year, EAP support and health and fitness apps, while the financial wellbeing provision will help enormously with the cost of living.”

Accor already provides a range of existing benefits for their staff, including eye care vouchers, a Cycle to Work scheme, up to 50 percent discounts in Accor hotels and restaurants, additional holidays, Merlin Entertainment discounts and a generous pension scheme. These are now available to employees on Vivup’s benefits platform.

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About Accor

Accor is a world leading hospitality group offering experiences across more than 110 countries in 5,500 properties, 10,000 food & beverage venues, wellness facilities or flexible workspaces. The Group has one of the industry’s most diverse hospitality ecosystems, encompassing more than 40 hotel brands from luxury to economy, as well as Lifestyle with Ennismore. Accor is committed to taking positive action in terms of business ethics & integrity, responsible tourism, sustainable development, community outreach, and diversity & inclusion.  Founded in 1967, Accor SA is headquartered in France and publicly listed on Euronext Paris (ISIN code: FR0000120404) and on the OTC Market (Ticker: ACCYY) in the United States. For more information, please visit www.group.accor.com or follow us on X, Facebook, LinkedIn, Instagram and TikTok.

About Vivup Employee Benefits

For 17+ years, Vivup has been providing world-class health and wellbeing benefits to employees across the public and private sectors while arming employers with the tools to cultivate resilient workforces, retain great staff and win the war on talent.

Employee Benefits, News, Pets, Wellbeing at Work

Pet Care Introduced to Provide Inclusive Support for Employees with Four-Legged Friends

Bright Horizons is set to support the UK’s most family-friendly workplaces in taking their benefits to the next level with the roll-out of its new Pet Care service.

  • The provision will enable employees to access a range of support services, including overnight boarding, pet sitters, dog walking and day care for cats and dogs.
  • Employer demand for the service in the US has doubled since it first launched last year

 

Bright Horizons already partners with over 400 UK businesses to support working parents and carers with their child and eldercare commitments and, following a successful pilot stage, has now extended its service to include furry friends too.

With over 4 million UK households becoming pet owners during lockdown, the demand for flexible and inclusive support to meet pet-related responsibilities is increasing. Back-Up Care services provide a lifeline to working pet owners and their employers when care arrangements fall through, or a last-minute walk is needed.

Bright Horizons first launched Pet Care in the US in 2022 and figures for 2023 already show a 50% increase in the number of organisations signing up to the service, with three times as many employees using it than the previous year.

Victoria Cottee, Head of Client Relations at Bright Horizons, said: “We’ve always been a nation of pet lovers and the rise in home-working during the pandemic coincided with a marked increase in pet ownership, as more of us were able to make the commitment to care for a pet.

“However, we’re now seeing more and more companies (and employees) recognising the benefits of being in the office at least some of the time. The pressure is mounting on working pet owners to find trusted and flexible care arrangements for their four-legged friends. 

“Acknowledging the challenges employees face in combining work and family responsibilities – whatever these comprise – and providing meaningful support for them is a key factor in being an employer of choice. It’s equally impactful whether you want to send a message to your employees that their time and presence in the office is valued, or if you simply want to help them improve their productivity and lower their stress when they are working at home. 

“We are already working with some of the UK’s most forward-thinking employers to support with child and elder care needs, and our research demonstrates this has a significant  impact on wellbeing and productivity. 

“There is now undoubtedly a growing need to provide support with pet care, and we look forward to seeing the positive difference it will make to working families and their employers across the UK.”

Employee Benefits, Finance and Banking, News

The Autumn Statement – Howden Employee Benefits & Wellbeing consider it’s impact

Experts at Howden Employee Benefits & Wellbeing share their verdict on yesterday’s Autumn Statement

Matthew Gregson, Executive Director, Howden Employee Benefits & Wellbeing said, “The government’s reduction of Class 1 employee national insurance contributions (NICs) from 12% to 10% will be welcomed by employees at a time of continued pressure on their personal finances, however, the question is what will be the long-term implications for the funding and provision of State Benefits?

“Similarly, the rise in the National Living Wage, the mandatory rate of hourly pay increasing from £10.42 to £11.44 from April 2024, will benefit a huge number of lower paid employees, however, this move will impact inflation, pushing up the cost of labour, which will surely be passed on the consumers through the cost of products and services.”

“The protection of the pension triple lock is also welcome, considering the low replacement rates for pensioners compared to average earnings. It will also support progress towards the Retirement Living Standards proposed by the PLSA.

 

Emma Hadley, Head of Pensions at Howden Employee Benefits & Wellbeing, added:

“The government’s pot for life announcement while initially promising to address the significant issue of unclaimed pensions—considering the average person accrues around 11 pension pots by retirement, leaving nearly £27bn unclaimed in the UK— raises some major concerns over its practical implementation.

“The proposed model allows savers to direct new employer contributions to their existing pots, however, this could pose major logistical challenges for large employers managing multiple savings accounts. Questions also arise about oversight: Who ensures the pension’s quality, fees, and regular reviews for optimal member benefits? The complexity could outweigh the simplicity envisaged for consumers, potentially posing a managerial nightmare for employers. With the initiative currently in consultation, its future remains uncertain, warranting careful observation.”

 

Paul White, Head of Technical, Howden Employee Benefits & Wellbeing, said “The increases in Minimum wage and living wage, will impact employers and increase their costs. There is no direct cost to government, but perversely this will lead to an increase in tax income.

“The removal of the Lifetime Allowance – the maximum amount people can take out of registered pension arrangements without triggering tax charges from April 2024 was also confirmed. While the final details of what this looks like will be published in the Finance Act, indications are the LTA will be replaced with equivalent levels for tax free cash calculations.

“The government also increased its funding to get people with health conditions back to work, as well as potentially removing benefit for out of work individuals who fail to find work.  However, we all know that prevention is better than cure and we would like to see the government do more to encourage employers to provide better workplace support for individuals with a health condition or a disability to keep them in work. We look forward to seeing how results of separate consultations on Occupational Health are put into practice.

“For most of the benefits and services we deal with the Autumn statement does not give rise to any significant or immediate obligations on or enhancements to employers. However, the devil is in details on how this government takes forward some of the proposals.”

 

Christmas, Employee Benefits, Employee Engagement, News

TOP TIPS FOR SMEs TO HOST THE BEST XMAS PARTY AND ENGAGE EMPLOYEES

Chris Ronald, VP B2B EMEA at employee benefits platform Blackhawk Network Extras, provides readers with some top tips on how to host the best Christmas party this year

As we approach the festive season, it’s time to start thinking about organising the perfect office Christmas party. At Blackhawk Network Extras, we understand the importance of creating memorable and enjoyable events for your team. That’s why we’ve put together a festive collection of office Christmas party ideas that will make ’tis the season to be jolly.

Office Christmas parties offer numerous benefits, such as making employees feel valued, improving staff retention, boosting motivation, and strengthening workplace friendships. In fact, the Chartered Institute of Personnel and Development (CIPD) considers Christmas parties the most popular Christmas perk.

So, let’s dive into some fantastic ideas to ensure your office Christmas party is a hit:

 

Ask the audience:

Before planning the party, take the time to ask your team what they’d like. There’s no one-size-fits-all solution, and considering diverse preferences, dietary needs, and accessibility requirements is key.

 

Christmas Jumper Party:

Embrace the festive tradition of ugly Christmas sweaters. Let employees showcase their holiday knitwear and turn it into a fun contest with prizes for the most outrageous jumpers.

Christmas Karaoke Party: Provide a festive soundtrack for your employees to sing their hearts out. It’s a fantastic way to bond over classic holiday tunes.

 

Christmas Cooking Party:

Host a culinary adventure where teams prepare a festive feast together. If an in-person event isn’t feasible, a virtual cooking class can also be exciting.

 

Christmas Party in a Box: Consider gifting employees a selection of holiday-themed items or money-saving employee benefits. This gesture not only spreads joy but also provides long-lasting financial relief.

 

Christmas Quiz:

Test your employees’ knowledge of holiday traditions, music, and movies with a Christmas-themed quiz. Offer prizes for correct answers to add some friendly competition.

 

Pantomime Party:

Embrace the theatrical spirit with a pantomime-themed party. Encourage employees to dress up as their favourite pantomime characters for an unforgettable night.

 

Secret Santa Party: Add a twist to your Secret Santa tradition by hosting a party where employees open their gifts together or create personalised Christmas-themed cards.

Photo Booth Party: Capture memories with a holiday photo booth, complete with festive props and backdrops. Let employees get creative and have fun with selfies.

 

Remote Office Party:

Include remote employees by organising virtual holiday activities such as trivia quizzes, gift exchanges, carol singing, and more.

 

Festive Escape Room Party: Transform your office into a Christmas-themed escape room for an immersive adventure. It’s a great way to promote teamwork and collaboration.

 

Charitable Party: Foster a sense of community and togetherness by organising charitable activities like collecting items for the local food bank or volunteering at a shelter.

Winter Wellness Party: Prioritise employee well-being by offering a day of self-care activities like spa sessions, yoga, massage, and meditation to alleviate holiday stress.

 

Christmas Movie Party: Create a cosy cinema in your largest meeting space for a holiday movie night. Don’t forget the seasonal snacks and mulled wine!

 

We hope these ideas inspire you to plan the ultimate office Christmas party that your employees will truly appreciate. Remember, it’s all about celebrating the season, building connections, and spreading joy within your workplace.

Christmas, Employee Benefits, Events

Companies to spend 142% more on employees this Christmas

  • Employers spend 142% more on Christmas parties than any other work event. 
  • Companies spend an average of £58 per employee on Christmas celebrations. 
  • Escape rooms the most popular Christmas party activity. 
  • Thursday revealed as the most popular Christmas party day, while Monday is the least popular.
  • Media, advertising and investment banking are the most generous employers. 

Remote workers are set for a very merry Christmas as employers gear up to spend a whopping 142% more on their festive celebrations, according to a study by Avva Experience.

The corporate experience company analysed data from over 200 companies, which revealed an average Christmas party budget of £58 per person, compared to £24 on employee events held earlier in the year.

The study also showed Thursday is the most popular day for virtual Christmas parties, with nearly 30% of events taking place on this day. Whilst Mondays were the least popular weekday.

Interestingly, escape rooms and virtual challenges are the most-loved Christmas party activities, with 35% of companies preferring this over activities like cocktail making and wine tasting.

Media, advertising, and investment banking industries were the biggest spenders – with average budgets of £75, £70, and £63 per person, respectively.

Avva Experience CEO and co-founder, Barnaby Sellers, said: “Virtual Christmas parties are a great way for companies to show their appreciation for their employees and celebrate the holiday season. This data highlights the importance companies place on boosting employee morale and celebrating achievements which is really encouraging. As remote working continues to be the norm, and companies seek to bring together geographically dispersed teams, virtual events and experiences are becoming increasingly popular.”

 

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About Avaa Experience

Founded in 2018 by Barnaby Sellers and Chris Smith, Avva Experience provides hundreds of virtual and hybrid events and experiences for companies looking to engage their remote teams and communities.

App News, Employee Benefits, HR, News, Wellbeing, Wellbeing at Work

On Wellbeing launches unique corporate wellbeing app to connect with the ‘hard to reach’, rather than just the ‘worried well’

Empowers employees with essential wellbeing knowledge, skills and techniques in wellbeing management

On Wellbeing launches today with a unique science-backed digital wellbeing platform and app that promises to revolutionise the way organisations prioritise and manage employee wellbeing.

Until now, conventional thinking has been that it’s the employer’s duty to ‘fix’ any mental health issues that their employees might have. But On Wellbeing’s holistic toolbox and mental health support system will empower employees directly in total self-care and wellbeing management. It will equip them with the essential knowledge, skills and techniques to enable proactive self-care and total wellbeing management, on their own terms.

Further, it aims to connect the ‘hard to reach’, as well as the ‘worried well’, by providing a safe and private space for individual employees to explore the level of support they require, in total anonymity. In this way, On Wellbeing will break down typical barriers in employee engagement and encourage a more proactive and empowered approach to self-care.

DR NICOLA ECCLES, HEAD OF MENTAL HEALTH AND WELLBEING, ON WELLBEING

Dr Nicola Eccles, On Wellbeing’s Head of Mental Health and Wellbeing, explains: “Most of today’s wellbeing apps appeal only to the ‘worried well’. These are people who are stressed and anxious but basically coping. On Wellbeing goes beyond that to also connect with the ‘hard to reach’ – those who are most in need of help but who are reluctant to engage with traditional wellbeing approaches and programmes.”

From ‘intention to action’

It’s a timely launch because, currently, workplace wellbeing isn’t working. While the UK’s corporate wellbeing market is valued at £2.8bn, primary research conducted by On Wellbeing – involving 30 HR directors of 200+ employee businesses – revealed widespread dissatisfaction with current wellbeing programs, mainly due to low user engagement. HR experts cite employee apathy, low user engagement and the difficulty of convincing senior execs of the ROI of these schemes as the main barriers.

There is also some employee cynicism about wellness programmes being a ‘box ticking’ exercise by the business and concerns about anonymity. Crucially, unlike many competitors, employees using On Wellbeing cannot have their activities tracked by employers. Research shows that engagement suffers when employees feel they are being monitored.

Dr Nicola Eccles added: “On Wellbeing will take users from intention to action, when it comes to building their mental resilience. It equips individuals with practical skills, rather than just providing information, to bridge this gap. It will help people to thrive, rather than just survive.”

Underpinned by a unique 3-tier system, it harnesses the latest thinking in behavioural science to drive users from intention to action. And unlike other wellbeing apps, it’s 100% focused on mental health. No breathwork, no yoga tutorials. Because good mental health is the foundation of total wellness.

A brighter future for mental wellbeing

On Wellbeing is set to make a profound impact on corporate wellbeing and individual mental health. With a unique and science-led approach, it provides practical skills and tools to thrive in an ever-changing world. It does this through a unique 3-tier system within the app. While competitors may use some of these approaches, On Wellbeing is the first platform to combine all three.

Key Features

Your Toolbox

Enables a diverse group of users to build a bespoke set of coping/resilience skills through interactive games, activities, podcasts and more. This gamified approach, seen in apps such as Duolingo and Pokemon Sleep, has been shown to have a positive impact on mental health and wellbeing. Throughout On Wellbeing, the user’s point-scoring interactions with the app’s games keep them engaged in activities that help them to improve low mood, increase self-esteem and reduce anxiety.

Your Space

Like a Pinterest board for mental health, this section of the app helps users to reflect and understand themselves, by creating bespoke journals and image galleries, for example, to integrate gratitude and purpose into their daily lives.

Your Community

Unlike other corporate wellbeing apps, On Wellbeing places a strong emphasis on organisational engagement. This space is where companies can integrate information on their specific in-house projects and wellbeing initiatives – as well as those in the wider community – making it a mental health tool with real-world applications. It’s like a company intranet, but one specifically focused on the employer’s mental health initiatives and wellbeing opportunities.

Such is the excitement about the launch of On Wellbeing that several organisations have already signed up as customers. They include UA92, Wye Valley NHS Trust and King Edwards College. The app is also shortlisted for App of the Year at the Prolific North Tech Awards 2023

DOMINIC BENNETT, CEO, ON WELLBEING

Dominic Bennett, CEO of On Wellbeing, said, “We’re setting the gold standard for corporate wellbeing platforms – a science-led, skills-based app that’s tailored to individual users and that employs behavioural science techniques to build mental resilience. There’s nothing quite like it on the market.”

Kate Wood, Work Health Hub and Mental Health and Productivity Pilot Manager at the University of Derby, said, “The University of Derby are thrilled to be part of the pilot for On Wellbeing as the app encourages us all to take responsibility for our mental health. My role sees me work closely with businesses, helping them carve out a great culture, engage employees and roll out effective wellbeing initiatives. On Wellbeing will lift us to the next level, encouraging all individuals to take responsibility for their own wellbeing. Because while your employer has a duty of care, we also have a duty to take care of ourselves. And On Wellbeing helps everyone do that.”

 

For more information about On Wellbeing and how it can benefit your organisation – or to see a demo – visit On Wellbeing’s website.

Employee Benefits, News, Wellbeing, Wellbeing at Work

Breast Cancer Awareness Month: How to support women in the workplace

Written by Emma Capper, UK Wellbeing Leader, Howden Employee Benefits and Wellbeing

October is Breast Cancer Awareness[i] month and this year’s campaign is focusing on secondary breast cancer which Breast Cancer Now, a leading UK charity estimates 61,000 people in the UK are living with. The focus of this month’s awareness campaign is to raise awareness of this growing problem and the research being done to stop secondary breast cancer in its tracks.

Secondary breast cancer is cancer that started in the breast that has now spread to other areas of the body (most commonly brain, lungs, liver or bones). This cancer cannot be cured but it can be treated to control it, reduce symptoms and preserve the quality of life of the individual for as long as possible.

1 in 7 women in the UK will develop breast cancer in their lifetime. Breast cancer mainly affects older women and most (80%) occur in women over the age of 50. Men also get breast cancer, but this is rare, and most men that get breast cancer are over 60[ii].

However, as we have an ageing workforce and figures for breast cancer and secondary breast cancer are rising, many employers are choosing to promote cancer awareness in the workplace.

Businesses looking to provide practical support and raise awareness around breast cancer could consider:

  • Promoting a healthy lifestyle in the office as being overweight, obese or drinking too much can increase the risk of individuals developing breast cancer.
  • Encouraging employees to be breast aware – remind women (and men) to check their breasts.
  • Signpost employees to reliable sources of information or charities and discourage them from using the internet to search for a diagnosis or symptoms.
  • Ensure that appropriate benefits are readily available and communicated to any employees affected by cancer.

It’s also important that this topic isn’t be looked at in isolation as it is a good opportunity to discuss women’s health in general.

Common health conditions that impact women are still not commonly talked about in the workplace, which can leave them suffering in silence and reluctant to turn to their manager or HR department because they are not sure of the reaction they will receive.

Women’s health issues can be embarrassing for both men and women to talk about, and women may feel self-conscious raising them especially if their manager is male. This can often negatively impact their productivity and hamper their careers and future development.

Deloitte’s ‘Women @ Work’ survey of 5,000 women across 10 countries explored how women’s health issues impact their working lives. They found that one in five women report experiencing health challenges related to menstruation or menopause. Many say they work through the pain and discomfort, at least in part due to a persistent stigma around these topics.

Other research from Koru Kids suggested that more than 1 million UK women could quit their jobs through lack of menopause support, with 63% saying their workplace had no policy in place. This lack of support is having a direct impact on decisions to leave the workplace, and women said it was the second most devastating impact on their career to date, only just behind having children[iii].

Employers have an opportunity to change the stigma and support women by taking a proactive approach to benefits that are tailored to the needs of female employees. The benefits could improve performance, talent attraction and retention, and reduce rates of absence due to sickness.

We’ve just launched our updated ‘Supporting women’s health in the workplace: from periods to menopause and everything in between’ guide that provides practical advice for employers, with factors to consider and steps to take when evaluating their employee benefits package, including solutions and services tailored for women’s health.

The guide will help employers gain a better understanding of some of the health conditions and challenges women can face, including periods, fertility, perimenopause, menopause and female cancers.  For those looking to put benefits in place or wanting to check existing benefits are still fit for purpose reading this free guide is a good place to start.

Taking action to support women’s health will let employees know they are valued and supported throughout their working lives, helping employers to reduce sickness absence, boost performance and attract the best talent to their organisation. To read, click here.

 

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[i] https://breastcancernow.org/get-involved/campaign-us

[ii] https://breastcancernow.org/get-involved/campaign-us

[iii] https://www.theguardian.com/society/2022/jan/17/more-than-1m-uk-women-could-quit-their-jobs-through-lack-of-menopause-support

Employee Benefits, News, Recruitment

Skills shortages and limited hiring budgets are top recruitment challenges for UK companies

Majority of British workers are unhappy with benefits packages.

A new survey revealed that 86% of organisations in the UK have found hiring ‘quite’ or ‘very’ competitive in 2023. 46% have lost out on hiring new talent in the last six months as they ‘can’t compete on salary and benefits’, and 40% expect ‘lack of skilled candidates available’ to be their greatest 2024 recruitment challenge.

Despite this, the research, conducted by global talent services company Morgan McKinley as part of its 2024 Salary Guide, found that over half (52%) of UK businesses still plan to hire in the next six months.

As for professionals, 51% in the UK plan to actively look for new jobs in the next six months. The survey also revealed that British workers were not happy with the benefits they received: 59% being ‘neutral’, ‘dissatisfied’ or ‘highly dissatisfied’ with their packages. The top five desired benefits British workers look for in a job are: Work from home, bonus, pension, health insurance, and flexible working hours.

‘Higher salary’ remains the most valued reason for wanting to move jobs at 42%, followed by ‘meaningful and impactful work’ at 13%. 49% of professionals in the UK are optimistic that they will receive a salary increase in 2024 and 70% of employers plan to increase salary offers in 2024 for certain in-demand roles.

Contracting appears to be more attractive for many, as 48% of professionals currently employed in permanent roles would consider making the switch to contracting, with the main reasons given being ‘better rates of pay’, ‘greater opportunities to develop skills’, and ‘more flexibility’.

 

David Leithead, Chief Operations Officer of Morgan McKinley UK, commented: “The underlying economic gloom caused many employers to slow recruitment; the frenzy to secure new hires has been replaced by companies taking time and care to ensure the best hiring decisions are made. Despite this, the pressure to find new talent has remained, as companies look to drive ahead with change agendas, satisfy new regulatory and legal regimes, maximise commercial opportunities, and respond to turnover.”

“Many employers offered inflated salaries to secure talent throughout 2021 and 2022, so it’s unsurprising that salary offers have largely normalised with fewer opportunities available.”

 

Leithead concluded: “No matter the macro climate, it remains true always that the right talent – that can drive progress and improvement – will remain in demand and companies will pay well to secure them. With the shortage of skilled professionals available, take steps to keep your people engaged, supported and happy; offering benefits that are meaningful to the individual’s specific situation will help here. Benefits around wellbeing and flexibility remain top of the pile.”

The Morgan McKinley 2024 Salary Guide presents up-to-date and accurate salary data for a wide range of roles across the UK, providing hiring managers with industry benchmarks when they are working out what to pay employees and giving professionals more visibility over what they can earn.

Research from 650 businesses and 3,400 professionals was conducted to find out what companies’ hiring intentions are for 2024, what the key motivators are for changing jobs, and what the expectations are for movement on salaries.

 

For the Morgan McKinley UK 2024 Salary Guide, visit: https://www.morganmckinley.com/uk/salary-guide

Employee Benefits, News

Howden acquires Italian Employee Benefits Service Provider Wide Care Services

With Wide Care’s advanced technology platform and proprietary software, Howden stands as a leader in brokering healthcare and supplementary pension benefits

 

Howden, the global insurance group, announces today that it has acquired Wide Care Services (Wide Care), a specialist Italian Employee Benefits service provider that has pioneered a proprietary platform for health and welfare management. This acquisition underlines Howden’s continued investment in expertise, talent, and data and technology for the benefit of Italian and multinational clients.

Wide Care has been leveraging its innovative technological solutions since 2006 and provides advanced administrative services for supplementary healthcare programs and pension funds.

This acquisition takes Howden to a headcount of over 500 Health and Benefits experts across 16 countries in Europe. The Health and Benefits market presents significant growth opportunities, and with Wide Care, Howden is perfectly positioned to expand its footprint in this growing market and provide clients with more choice.

 

Andrea Pozzi, Founder and CEO of Wide Care Services, commented: “At Wide Care we have dedicated years to developing an advanced platform for administrative management, delivery, and business intelligence of healthcare and pension benefits. Our mission is to integrate the public sector into the private system of healthcare provision, thereby improving waiting lists and facilitating a balanced utilisation of available resources. We share Howden’s entrepreneurial spirit and client-centric approach and look forward to leveraging their network to better meet market needs.”

 

Federico Casini, CEO, Howden Italy, said: “Our aim is to broaden our impact in a sector of profound social importance. By optimising processes involved in booking, utilisation, and coverage of healthcare services and seamlessly integrating private and public supply chains, we aim to enhance overall access to quality care. Wide Care is the ideal partner for Howden as we cement our position as the natural home for entrepreneurial talent looking for access to the expertise and specialisms of an international network within their local market.”

 

Glenn Thomas, Global Head of Employee Benefits, Howden, added: “The acquisition of Wide Care further strengthens our technological capabilities in Employee Benefits across Europe, and reflects our commitment to providing our clients with best-in-class solutions. The combination of Wide Care and our existing network of experts will greatly enhance our offering on a global scale, and particularly in Italy, with experts in 27 offices across the country providing tailored solutions to our clients. I look forward to working with Andrea and the team in this exciting growth journey.”

 

ABOUT HOWDEN

Howden is a leading global insurance group with employee ownership at its heart.  Founded in 1994, it provides insurance broking, reinsurance broking and underwriting services and solutions to clients ranging from individuals to the largest multinational companies.

The group operates in 50 countries across Europe, Africa, Asia, the Middle East, Latin America, the USA, Australia and New Zealand, employing 15,000 people and handling $35bn of premium on behalf of clients.

For more information, please visit www.howdengroup.com and www.howdengroupholdings.com

App News, Apps, Employee Benefits, HR Tech, News

Boostworks Unveils Next-Generation Mobile App and SaaS Platform for Streamlined Employee Reward and Recognition Solutions

New Admin Centre Delivers Self-Service Functionality to Enhance Scheme Management

Boostworks, a leading provider of employee reward and recognition, benefits delivery and wellbeing solutions, proudly introduces its latest mobile app and SaaS platform, a swift and scalable consolidation of services that enables the delivery of on-brand engagement campaigns, in minutes.  The upgrade provides access to the intuitive Boostworks Admin Centre, where HR and benefits professionals can take charge of scheme management and communications to propel employee engagement towards a seamless self-service experience. Drawing on two decades of industry knowledge and collaboration with hundreds of UK businesses, the platform ensures cost-effective, compelling services, and personalised benefits.

The scalable, single sign on (SSO) web platform and app offer five solutions to customers that can be mixed and matched so that each organisation can build bespoke reward and recognition as well as benefits, that are unique to their people, whether they be employees, members or contractors.

 

“Our new mobile app and SaaS platform is part of our unwavering commitment to continually innovate and deliver the ultimate experience for businesses wanting to improve their employee engagement,” commented Simon Chambers, CTO, Boostworks. “The seamless single sign-on experience enables employees to tap into rewards and peer recognition effortlessly. Furthermore, HR and benefits professionals can swiftly set up and brand packages through the user-friendly admin centre, gaining full control over scheme management and communications, moving towards truly self-service functionality.”

 

As Gary Thomas, Head of Reward and Pensions at Aggregate Industries explains, “Boostworks has helped to transform our employee rewards programme, enabling instant recognition and seamless integration with our employee engagement channel. With the recent relaunch of our recognition programme, “The Above and Beyond Awards’, we’re now able to drive instant recognition among our almost 4,000 strong workforce. Boostworks’ platform enables our managers to reward individuals in the moment, and in turn, thanks to the SSO functionality, people can access their reward points instantly. There’s no doubt that this seamless and agile solution has helped us to foster a more connected, recognised and motivated community.”

 

Every organisation can now configure a solution and service that is right for their people, using any combination of the five Boostworks’ solutions:

 

Boost Discounts – a robust discount tool that presents numerous opportunities for individuals to maximise savings and enhance their financial well-being. Users benefit from direct discounts and offers, allowing them to boost their balance and instantly stretch their money further.

 

Boost Recognition – a recognition solution enabling businesses to express gratitude in a manner tailored to their values and objectives. Whether through heartfelt messages shared among teams or customisable rewards, they ensure employees feel valued and appreciated.

 

Boost Wellbeing – centralised access to a myriad of on-demand resources and services. The wellbeing solution is tailored to promote financial, physical, and emotional prosperity among employees, members and contractors, enabling users to receive timely support tailored to their unique needs.

 

Boost Comms – a communications element helping managers and business leaders to ensure users remain engaged and informed about the valuable resources available on the platform, providing businesses with the tools to manage their own outreach effectively.

 

Boost Benefits – dedicated to elevating employee, member and contractor offerings, Boostworks has partnered with the UK’s top benefit providers, to ensure businesses are able to offer their people an unparalleled experience. Furthermore, companies can consolidate and access all their benefits, hosting their own as well as those provided by Boostworks, in one single location via the app or platform.