Category Archives: Employee Benefits

Employee Benefits, Law, News, Thought Leadership

What are the top five employee benefit trends in the legal sector in 2023?

Written by Robbie Weston, Executive Director, Asset Management and Legal, at Howden Employee Benefits and Wellbeing

Prioritising employee mental health, improving wellbeing and engagement and focusing on people risk will be top trends in the legal sector this year, says Robbie Weston, Executive Director, Asset Management and Legal, at Howden Employee Benefits and Wellbeing.

With the current economic uncertainty, Weston predicts a slowing down of the recruitment market and fewer job moves within the sector, shifting it away from being such an employee-driven market. Whereas last year, Robert Walters Group[i] warned law firms faced a “ticking time-bomb of pressure” in the war for talent, there is a sense that the tide is turning. There are likely to be fewer hires and less staff turnover. We expect many employees will remain with their current employer taking the view, it’s ‘better the devil you know’.

However, he cautions against complacency. Instead, he believes it is the ideal time for firms to redouble their efforts to improve communication and engage with staff to build long-term loyalty, so employees are happy, productive and remain loyal when the economy picks up again.

While salary will continue to be important within the sector, employees’ are increasingly looking for the overall experience of working for a firm and that includes comprehensive benefits, support for their wellbeing and a positive work culture where they can thrive.

Weston sets out his top recommendations for law firms for the year ahead.

 

1. Review your employee benefits:

Review your existing employee benefits programme to ensure it continues to meet the needs of your business and employees. This includes ensuring that you have appropriate wellbeing support in place. Mental health continues to be high on the agenda for the sector and so it is essential that employers implement effective tools to help employees look after their mental wellbeing, especially at a time when the cost of living crisis is likely to bring added pressures and stress for employees.

It’s also important to consider whether your benefits fit with your wider business goals and beliefs. For examples, do your benefits meet the ESG objectives? Do they reflect your approach to diversity and inclusion? Talk to staff to see what they value and identify any gaps within your current offering.

Benefits such as, Private Medical Insurance, Health Cash Plans and Dental Cover will continue to be highly valued – particularly at a time where NHS waiting times have hit an all-time high – and can help employees to access treatment faster and return to work more quickly. We also expect employees to demand more benefits which reflect their personal environmental and ethical beliefs including ethical pension fund options, green car and cycle-to-work schemes.

 

2. Promote your employee benefits regularly.

Employee benefits are often a firm’s best kept secret which means they can be undervalued and under-used. So we expect to see a renewed focus on the communication of benefits to ensure employees know about the benefits on offer, they value them and know how to access them when needed.

The post-pandemic workplace has changed the ways that firms communicate with their people. Implementing a multi-channel communications strategy, which includes the right mix of digital, in person and traditional communication methods, can help to reach the entire workforce and bring benefits to life, ensuring that firms maximise their benefits spend. And boosting engagement and appreciation of the benefits provided too.

 

3. Prioritise employee mental health.

Mental health is an ongoing issue for the sector. Firms are under pressure to maximise fee-earning time and increase billable hours. However, this also brings the risk of burnout and poor workplace wellbeing.

Many firms will be looking to create a more supportive culture that proactively looks after employees’ mental health as this will aid staff retention and attraction. From creating specific mental health plans, to training mental health first aiders, offering wellbeing apps and encouraging conversation about mental health related issues within the workplace– there are many actions that can be taken.

 

4. Prioritise wellbeing

A key part of any good working culture is having a happy and healthy workforce and employee wellbeing will continue to be a high priority for firms this year. In 2023, we expect to see more firms particularly focusing on supporting employees’ mental and financial wellbeing.

Some law firms have already implemented a wellbeing strategy and more plan to do so in 2023. An effective strategy will identify the key wellbeing needs of employees and put in place the right solutions to help. There isn’t a one size fits all solution so it’s advisable to work with your benefits consultant to pinpoint the main aspects of wellbeing that need to be addressed and create a plan which directs spend in the most effective way.

 

5. Help staff through the cost-of-living crisis.

Firms will also need to support staff who face additional pressures due to the cost-of-living crisis. Younger employees who won’t have experienced a recession before are particularly likely to benefit from this support.

Offering access to services such as financial education programmes, online tools, discount platforms and financial advice are all likely to be welcomed in helping employees take control of their finances.

Research shows the current crisis is impacting business productivity and engagement. According to The Financial Capability Strategy for the UK: 1 in 4 workers have lost sleep over money worries, over half say that current financial worries stop them from performing at their best and almost half (46%) say that financial worries have impacted their relationship with their manager[ii].

Howden has launched a guide to help employers support their staff through the cost of living crisis – To download the full guide please go to: www.howdengroup.com/uk-en/Cost-of-living-crisis-an-employers-guide

 

6. Focus on People Risk

We expect to see an increased focus on people risk in 2023. By this we mean, firms will look at all aspects of risk together rather than in isolation.

This involves recognising human error as one of the biggest risks to a law firm. Taking a proactive approach to health and wellbeing, supporting a healthy work/life balance and having robust policies and processes in place can help firms to reduce risks and in turn, limit Professional Indemnity (PI) claims and Errors & Omissions. Increasingly, we’re seeing PI insurers want to understand how firms are supporting their employees’ health & wellbeing as part of the underwriting process.

HR teams are often the first line of defence in spotting issues and identifying potential issues within the workforce. We expect to see HR to have a bigger role to play in helping firms manage their overall approach to risk.

 

For more information, please visit: www.howdengroup.co.uk

—

About Howden Employee Benefits & Wellbeing

Howden Employee Benefits & Wellbeing (Howden) provides strategic advice to SMEs and corporate clients on healthcare, protection, wellbeing, and pension benefits, both in the UK and internationally. Howden is multi-award winning and widely recognised for its innovative and creative approach and employs nearly 200 people across the UK.

 

About Howden Broking

Howden Broking, a leading independent provider of (re)insurance brokerage, risk consulting and employee benefits advice, is headquartered in the UK and comprises owned businesses across Europe, Asia, Africa, Latin America and the Middle East.

Established in 1994, today Howden employs more than 10,000 people worldwide. Together with network partners aligned to its specialty-led proposition, Howden operates in more than 90 territories.

 

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

For more information, please visit www.howdengroup.co.uk

 

Howden Employee Benefits & Wellbeing is part of the Howden Group. Registered in England and Wales under company number 2248238, with its registered office at One Creechurch Place, London EC3A 5AF. Authorised and regulated by the Financial Conduct Authority.

 

References

[i] https://www.law.com/international-edition/2022/08/02/law-firms-face-ticking-timebomb-in-talent-struggle-warns-recruiter/?slreturn=20221017062217

[ii] https://www.fincap.org.uk/en/articles/employers

Employee Benefits, Finance and Banking, Wellbeing, Wellbeing at Work

How can employers maximise employee benefits in the Asset Management sector in 2023?

Robbie Weston, Executive Director, Asset Management and Legal, at Howden Employee Benefits and Wellbeing considers how employers in the Asset Management Sector can best support employees through benefits in 2023

 

1. Review your employee benefits:

Review your existing employee benefits programme to ensure it continues to meet the needs of your business and employees. Do your benefits meet the ESG goals of your business? Do they reflect your approach to diversity and inclusion? Talk to staff to see what they value and identify any gaps within your current offering.

Benefits such as, Private Medical Insurance, Health Cash Plans and Dental Cover will continue to be highly valued – particularly at a time where NHS wait times have hit an all-time high – and can help employees to access treatment faster and return to work more quickly. We also expect employees to demand more benefits which reflect their personal environmental and ethical beliefs including ethical pension fund options, green car and cycle-to-work schemes.

 

2. Promote your employee benefits regularly.

Asset managers typically offer excellent benefits and reward packages. However, these can often be a firm’s best kept secret. So we expect to see a renewed focus on the communication of benefits to ensure employees know about the benefits on offer, they value them and know how to access them when needed.

The true value of a benefits package cannot be realised if employees do not know about them,  and the post-pandemic workplace has changed the ways that firms need to communicate with their people. Implementing a multi-channel communications strategy, which includes the right mix of digital, in person and traditional communication methods can help to reach the entire workforce and bring benefits to life, ensuring that firms maximise their benefits spend. And boosting engagement and appreciation of the benefits provided too.

 

3. Prioritise wellbeing

A key part of any good working culture is having a happy and healthy workforce and employee wellbeing will continue to be a high priority for firms this year. In 2023, we expect to see more firms particularly focusing on supporting employees’ mental and financial wellbeing.

Many Asset Management firms have already implemented a wellbeing strategy or plan to do so in 2023. An effective strategy will identify the key wellbeing needs of employees and put in place the right solutions to help. That could be onsite therapists to help manage mental health and stress; access to physical wellbeing programmes; wellbeing apps such as Howden’s Be Well World, or financial education.

There isn’t a one size fits all solution so it’s advisable to work with your benefits consultant to pinpoint the main aspects of wellbeing that need to be addresses and create a plan which directs benefits spend in the most effective way.

 

4. Help staff through the cost-of-living crisis.

Firms will also need to support staff who face additional pressures due to the cost-of-living crisis. Younger employees who won’t have experienced a recession before are particularly likely to benefit from this support.

Offering access to services such as financial education programmes, online tools, discount platforms and financial advice are all likely to be welcomed in helping employees take control of their finances.

Research shows the current crisis is impacting business productivity and engagement. According to The Financial Capability Strategy for the UK: 1 in 4 workers have lost sleep over money worries, over half say that current financial worries stop them from performing at their best and almost half (46%) say that financial worries have impacted their relationship with their manager[i].

 

Howden has launched a guide to help employers support their staff through the cost of living crisis – To download the full guide please go to: www.howdengroup.com/uk-en/Cost-of-living-crisis-an-employers-guide

 

For more information, please visit: www.howdengroup.co.uk

 

[i] https://www.fincap.org.uk/en/articles/employers

Employee Benefits, News, Wellbeing, Wellbeing at Work

Gympass Makes Mindful Addition to Support Employee Mental Health by Welcoming Headspace into its Wellbeing Network

Gympass members can improve their work-life wellness through Headspace Health’s mindfulness and meditation tools

Gympass, the world’s largest employee wellbeing platform has announced a partnership with Headspace Health to add Headspace, its mindfulness and meditation-based wellness offering, to its suite of wellbeing apps and services. As part of the Gympass network, Headspace Health will empower employers to better care for the wellbeing of their employees, with the overarching goal to make wellbeing universal. Together, Gympass and Headspace Health are committed to creating a happier, healthier and more productive workforce.

Headspace will join the Mind category on Gympass, which has grown by 233% since 2020. Gympass Mind partner apps and resources are being utilised by employees at over 10,000 companies around the world, many of whom are prioritising employee mental health alongside fitness and nutrition to foster 360-degree wellbeing. Headspace, which includes more than 1,000 hours of premium mindfulness content, from guided meditations, to sleep, focus and movement exercises, will become available to help Gympass members manage stress and conquer the burnout that so many encounter at work. In 28 published studies in some of the leading mindfulness peer-reviewed journals, Headspace has been shown to have favourable outcomes of interventions including reduced stress, improved focus, decreased aggression, reduced burnout, and improved satisfaction with life. More specifically, studies have shown just four sessions of Headspace reduced burnout by 14% and ten days of Headspace resulted in 14% decrease in stress and 16% increase in positivity.

 

“Today’s employees aren’t willing to put their mental health and wellbeing at risk in favor of a pay check — and that’s not just my assumption. In our 2022 State of Work-Life Wellness Report we found that wellbeing is just as important as salary for more than 80% of employees globally. This indicates a massive shift in mindset that has only been accelerated by the past few years,” said Cesar Carvalho, CEO and co-founder of Gympass. “Gympass’ goal, in tandem with Headspace Health, is to help employers better support their employees’ mental health and wellbeing. The responsibility falls on employers to care for their people. By offering Headspace’s easily accessible, beloved and evidence-based resources alongside fitness and nutrition tools, organizations can create positive impacts on talent acquisition and retention while fostering a happier, more productive workforce.”     

 

“The spotlight has been placed on mental health at work. Our mindfulness and meditation resources are a wonderful way for companies to help cultivate healthier employees and more productive teams,” said Russell Glass, CEO, Headspace Health. “We are thrilled to work alongside Gympass in helping people all around the world to prioritise their mental health and wellbeing, and to help employers make smarter leadership and benefits decisions to support their most important investment: their people.”

 

In 2022, Gympass significantly bolstered its suite of wellbeing resources across its Mind, Body and Life categories, announcing partnerships with 24 Hour Fitness (also a Headspace Health partner), CorePower Yoga, Orangetheory Fitness, Sleep Cycle, Stronger U Nutrition and Thrive Global to help employees maintain work-life wellness.

 

To learn more about Gympass, visit www.gympass.com or follow us on LinkedIn, Instagram and Twitter.

Employee Benefits, News, Pensions

What are the top five health and benefits trends for SMEs in 2023?

Supporting employees with the cost of living crisis, providing access to healthcare services and looking after employee health and wellbeing will be top priorities for small businesses this year, according to Mark Fosh, Divisional Director at Howden Employee Benefits & Wellbeing.

Fosh says, “2023 will bring some challenges for small businesses who will need to balance the rising costs of running their business with the need to retain talent and keep employees engaged.  Financially, many businesses can’t afford to offer pay rises in line with inflation, however, there are other ways to support employees through this crisis.”

“With the NHS and GP services facing unprecedented pressure, offering access to healthcare services is going to be hugely valuable, as will be supporting employees with their wellbeing and health in general.”

Fosh suggests the following tips for SME businesses on how they can address these challenges, without breaking the bank.

 

1. Introduce a salary exchange pension scheme

A salary exchange pension scheme, sometimes called a salary sacrifice pension, is one tax-efficient option for SMEs to consider. Employees and employers can save money on National Insurance (NI) contributions and avoid the need for higher rate tax payers to claim higher rate tax relief. Some employers are choosing to redirect their National Insurance savings to boost employees’ pension pots or to fund additional employee benefits.

 

2. Review your employee benefits in 2023

Check your benefits still represent value for money and meet the needs of your business and people. You may find you are paying for benefits your people do not use or value. A good adviser can review your current benefit programme against your business needs, employee needs and budget to ensure that it is relevant and fit for purpose.

 

3. Promote your benefits

Don’t let your employee benefits be your best kept secret – promote benefits widely so your employees really understand their total remuneration and reward package which means they will be more likely to value and use their benefits. Good benefit communication will also ensure that your employees know how to access the benefits at the point of need.

 

4. Make healthcare more accessible

Widespread reports about the NHS being in crisis and waiting times at an all-time high are likely to be a cause for concern for many and particularly for employees waiting for diagnosis or treatment, which may lead to them taking time off work. This year, we expect more SMEs to introduce healthcare benefits. This may be extending existing healthcare benefits to more or all staff or introducing benefits such as private medical insurance (PMI), health cash plans, dental cover and virtual GP services.

Such benefits are likely to be popular as they provide reassurance employees can get the treatment and the healthcare advice they need when they need it. Many PMI policies now include value added services such as access to mental health nurses and online wellbeing support. PMI and healthcare benefits can often be more cost effective than people think.

 

5. Focus on wellbeing, particularly financial wellbeing

Workplace wellbeing has topped the agenda for many SMEs over the last few years and, 2023 will be no exception. Businesses recognise that promoting a healthy and active workforce can increase productivity, lead to a happier and healthier workforce and one that is likely to take less time off due to ill health.

 

This year, we expect financial wellbeing in particular to be popular. In the current climate, many employees are feeling the pinch. And let’s not forget, there has been a whole generation that has entered the UK workforce since the last big financial crash, who have never experienced a recession before and may be looking for guidance and support to help them manage their finances.

Money worries can have a detrimental impact on an individual’s mental wellbeing and impact their performance at work. Offering solutions such as financial education programmes, access to discount platforms, wellbeing apps such as Be Well World or financial advice sessions for staff can all help employees to take control of their finances.

Howden has also just launched a new employer guide – ‘Cost of living Crisis: A Guide for Employers’ offering 10 practical ways to support employees through the cost of living crisis.

 

For more information, please visit: www.howdengroup.co.uk

Employee Benefits, Mental Health, News, Wellbeing at Work

Gympass and Thrive Global Join Forces to Help Millions of Employees Combat Burnout

Gympass members now have access to Thrive Global, empowering them to make lasting behavior changes and build mental resilience

Gympass, the world’s largest employee wellbeing platform, and Thrive Global, the leading enterprise behavior change technology company founded by Arianna Huffington, today announced a partnership to bring wellbeing tools to more people around the world. Gympass members now have access to the full Thrive Global platform, which brings continuous, real-time wellbeing directly into the employee workflow, driving greater productivity, higher employee engagement, and increased mental resilience.

Thrive Global will be a cornerstone offering within the rapidly-growing Mind category of Gympass’ suite of wellness apps and services, providing mental resilience resources to help employees combat stress and the burnout epidemic. In addition to the Mind category, Gympass members can enjoy access to powerful wellbeing partners from Gympass’s Body and Life categories, creating a full roster of benefits that can be tailored to their individual wellness priorities.

The Thrive platform puts behavior change solutions at peoples’ fingertips, continuously delivering real-time stress reducing tools, inspirational storytelling, and science-backed Microsteps to help people build better habits. Its daily Pulse check questions for employees  prompt a moment of reflection about their well-being, delivered via the platforms they’re already using, like Slack or Microsoft Teams. Pulse check offers employees personalized, in-the-moment recommendations that can help them improve their well-being — and gives company leaders anonymized, real-time insights into their people’s well-being, resilience, and risk of burnout. And Thrive Reset helps employees break the cycle of cumulative stress in just 60 seconds, with a library of over 100 video Resets on themes including breathing, stretching, gratitude, mindfulness and nature. Like Gympass, Thrive aims to cultivate work environments which help support happier and more productive employees.

 

“As uncovered by Gympass’ recent State of Work-Life Wellness report, 77% of respondents would consider leaving a company that doesn’t focus on wellbeing,” said Cesar Carvalho, co-founder and CEO of Gympass. “Our partnership with Thrive Global deepens our commitment to help companies address the crisis of wellbeing in their workplace by providing data-driven tools and resources for employees around the world to take control of their overall wellbeing.”

 

“Thrive Global and Gympass are aligned in our mission to end the stress and burnout epidemic,” said Arianna Huffington, founder and CEO of Thrive Global. “Our whole-human approach helps employees improve every aspect of their lives, from their physical and mental health to their relationships and productivity.  We’re thrilled to join Gympass and reach employees on a greater scale.”

 

Sign up HERE to get the latest updates about the Gympass and Thrive Global partnership.

To learn more about Gympass and its latest offerings, visit www.gympass.com, and about Thrive Global at www.thriveglobal.com

Employee Benefits, HR, HR News, News

Latest NHS maternity statistics highlight the need for employer support for new parents

The latest maternity statistics1 (released 29 November 2022) show that there were 578,562 babies born in NHS hospitals to the year-end March 2022. The trend for fewer spontaneous births continued: statistics show 20% of deliveries were via C-section, the highest since comparable data has been kept and up from 12% ten years ago, and inductions are at 33%, their second highest level in ten years, which can mean a more stressful, tense or painful start to parenthood for many.

For this reason, Peppy is advising employers to step up their support for employees at all stages of their parenting journey – not simply as parents return to work after maternity leave but from the very first stages of giving birth.

 

Vicky Carne, Director for Baby Services at Peppy said: “However a new baby enters the world, it can be a daunting time for the parents as they grapple with how best to care for their new baby and themselves. Being induced or having a C-section could mean the birth mother needs additional physical or mental support but in fact, any new parent could struggle with the practical and emotional considerations at this time.

“The best employer support will help from conception to the birth, during the immediate postpartum phase and beyond. Not only will support demonstrate the employers’ understanding of this exciting, yet often challenging time in employees’ lives but if it combines both practical and emotional elements it is a real lifeline for new parents.”

 

Peppy believes that in the workplace, absence does not necessarily make the heart grow fonder and that employees who have little support from their workplace or employer are less likely to return after maternity or paternity leave. However, the converse is also true: organisations that offer support via employee benefits and seek to maintain some connection are usually highly thought of and more likely to retain new parents as productive members of the workforce.

 

Vicky Carne, concluded: “Much of the workplace support available is aimed at the birth mother but it is vital that organisations provide support for families of all shapes and sizes. For example, the birth can also increase the risk of mental health issues developing in fathers and co-parents too.

“It’s not just the baby that might have teething problems. Parents need to adjust to their new role at home and then eventually back at work too. Many will want or need to work, so by providing holistic support from day one right through to those first few weeks and months at work, employers will make this particular milestone a much easier transition.”

 

  1. https://digital.nhs.uk/data-and-information/publications/statistical/nhs-maternity-statistics/2021-22#summary (See ‘Resources’:  NHS Maternity Statistics, 2021-22: Summary Report Tables – Summary Report 1 and Summary Report 3)
Cost of Living Crisis, Employee Benefits, HR, HR News, News

Aon offers guidance to employers on the impact of rising inflation on employee benefits

Aon plc (NYSE: AON), a leading global professional services firm, has published “The Impact of Rising Inflation on Employee Benefits,” to help employers understand how inflation affects talent, pay, pensions and employee benefits. The report also outlines how employers can balance their health and wellbeing commitments with rising costs as well as how employers can support employees facing the rise in the cost of living.

Carl Redondo, global benefits consulting leader, Aon, said:

“Employee benefit programmes are not immune to the repercussions of this high inflation environment, and the situation is complex and fluid. Responses from organisations so far have tended to be reactive and vary by industry, geography and company-specific factors. However, there are proactive steps employers can take to mitigate impacts and make better decisions.

“Each organisation will face different challenges but our guidance to employers is anchored around three main areas. The first is to get the basics right; for instance, optimising benefit spend, making sure fees and expenses are in line with market rates and eliminating duplicate coverage. Secondly, employers need to define their strategic position around talent, reward and benefits strategy – and pursue it. Thirdly, wellbeing needs to be at the heart of a strategy, so that it – and preventative healthcare – are prioritised. Financial wellbeing is also a critical part of this and there are a number of relatively small and cost-efficient benefits that can make a big difference to employees.”

Aon has also published guidance on how companies can support employees during the volatile economic period: “Increasing Inflation: Key Considerations for Employers Looking to Provide Better Support.” 

More information about how Aon helps businesses build resilient workforces is available here. To access Aon’s ”The Impact of Rising Inflation on Employee Benefits” report, click here.

About Aon

Aon plc (NYSE: AON) exists to shape decisions for the better — to protect and enrich the lives of people around the world. Our colleagues provide our clients in over 120 countries with advice and solutions that give them the clarity and confidence to make better decisions to protect and grow their business.

Employee Benefits, Employee Engagement, News, Wellbeing, Wellbeing at Work

e’ Gen Z Workers, are actually the Happiest and Hardest Working Generation, say Researchers

New Gympass report investigating the state of employee wellbeing finds Gen Z workers are happier and more engaged compared to older generations

A new report from Gympass, the world’s largest corporate wellbeing platform, has found that despite Gen Z’s reputation for shirking work, they are actually the happiest at work and also the hardest working.

The 2022 Gympass State of Work-Life Wellness Report surveyed employees across the globe, and in the UK found that:

  • 75% of Generation Z employees are happy at work, compared to 60% of over 50s
  • Generation Z are three times more likely to rank wellbeing at work as important compared to older workforce
  • Youngest generation are 20% more likely to engage with their employee benefits package than older colleagues
  • 89% of Gen Z employees would quit if their company didn’t focus on employee wellbeing

With countless stories citing Gen Z as a lazy demographic rejecting the idea of hard work, the new State of Work-Life Wellness Report from Gympass, the world’s largest corporate wellbeing platform, shows quite the opposite. Three quarters of Gen Z employees are happy at work and most importantly, more engaged with their work compared to older generations.

The data revealed that 75% of Gen Z workers are happy in their current jobs compared to just 60% of people over 50. Similarly, the vast majority (84%) of young workers are engaged at work compared to 75% of over 50s.

Wellbeing Wins

The data showed that this generation has an entirely unique perspective on careers and how to define success in life and in the workforce. With wellbeing as a top priority for many Gen Z employees, it is no surprise that they are 20% more likely to engage with their employee benefits package than their older colleagues. They are also three times more likely to rank wellbeing at work as critically important compared to colleagues 50+.

“The pandemic changed people’s approach to wellbeing but it appears this has been felt most with the youngest workers,” said Luke Bullen, Head of UK & Ireland at Gympass. “This generation is not lazy – they are reassessing their relationship with work in a way that older generations never did. They are prioritising their own wellbeing and taking stock of what they want out of their employment. Today, young people are simply not content with jobs they deem unsatisfying or potentially harmful to their health and they are not shy about sharing these expectations with their employers.”

Resignation or Reflection?

The State of Work-Life Wellness Report from Gympass also showed that 89% of Generation Z employees would consider leaving a company that didn’t focus on their wellbeing. This is important because recent news of “quiet quitting” and the “Great Resignation” may lead many employers to believe that young people are simply rejecting the idea of hard work. The data from Gympass reveals that the reality is a bit more nuanced. With more young people putting their health and wellbeing as their number one priority, it is no surprise that the report also showed Gen Z employees citing an improvement in their wellbeing in 2022 when compared to employees over 50 years of age.

“This data is key to understanding Gen Z in the workforce,” said Bullen. “Generation Z will soon surpass Millennials as the most populous generation on earth with more than one-third of the world’s population counting themselves as Gen Z’ers. Businesses need new employee engagement tactics in light of this changing demographic so it’s important to question the current narrative. They’re not simply rejecting hard work and indulging in leisure. They’re actually just prioritising their own wellbeing and speaking more publicly about the role of labour in their lives.”

The State of Work-Life Wellness Report is the first annual report from Gympass investigating the wellbeing of employees around the globe, investigating trends and data to assess how businesses should adapt in order to maximise employee wellbeing and productivity.

Employee Benefits, Healthcare, News, Wellbeing at Work

Survey reveals that half of all workforces reliant on the NHS for treatment this winter

Research* undertaken by national intermediary Partners& in September suggests that just 1 in every 7 employers provide all their employees with access to private healthcare treatments

A survey of senior HR and Finance experts suggests that many workforces remain heavily reliant on the National Health Service (NHS) for treatment, despite the NHS currently facing a record waiting list of more than seven million people.

The research was undertaken by national intermediary Partners& in September and reveals that just 15% of employers provide all workers with access to private healthcare treatments.  Exactly half (50%) of the employers questioned were reliant on the NHS to support at least some (35%) or most (15%) of their workforce should employees require medical treatment.

A further 20% of employers were seemingly unworried about the impact of NHS waiting lists this winter given that their organisation had previously experienced very low sickness absence rates.

 

Steve Herbert, Wellbeing and Benefits Director at Partners& said: “The NHS performed heroically throughout the pandemic, but the sad truth is that the service was already stretched even prior to Covid-19’s arrival.  It follows that – for the moment at least – the NHS is struggling to return to acceptable levels of service.  This is clearly worrying for any employee that may be in need of medical treatment in the winter ahead.”

 

Partners& also highlight that this issue could lead to employees being absent for weeks or months whilst they await treatment, meaning that employers may well be facing a further headwind to their efficiency and productivity numbers.

The same research also revealed that employees at 4 in every 10 employers (41%) were reliant on local GP surgeries to access NHS services.

 

Herbert continued:

“If the waiting lists were not worry enough, there are increasing reports of people being unable to secure appointments with their family doctor quickly and at a convenient time.  This adds yet another barrier to even reaching those NHS waiting lists, lengthening the time from initial symptoms to diagnosis and then corrective treatment. 

 The reality is that every day lost to illness damages the employer’s productivity further.  This is the very last thing employers – or indeed the wider United Kingdom – needs as we face the Bank of England’s predicted 2-year recession.”

 

Partners& suggest that employers should promote any private healthcare options they have in place to ensure usage, and point to their survey which found that just 2% of employers regularly remind their employees of the remote GP services on offer.  This is an oversight that could result in lower-than-expected usage and delays in treatment.

 

Herbert concluded:

“We would encourage employers to revisit their benefits offering to check that they are not overlooking options that would help employees bypass the dual challenges of GP appointments and those NHS waiting lists. 

 

Many employers will be pleasantly surprised to find that their existing employee benefits package might already include elements such as remote GP services, and others can implement a new scheme for a very modest cost.  There are also plenty of options to control the costs of group private healthcare offerings, a benefit that is much sought after by workers and which also speeds the recovery and return to work of employees.”

 

Please visit the Partners& website for details of remote GP and group private healthcare consultancy services.

 

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*The Research was undertaken at the Partners& Employment Webinar on the 8th September 2022 amongst an audience of more than 160 senior Human Resources (HR), Finance, Payroll, and C-suite attendees.

 

 

About Partners&

Partners& is a Chartered insurance broker providing specialist insurance, employee benefits, risk management and claims advice to businesses and private clients. As a next generation insurance advisory business, Partners& combines the best traditions of broking, such as technical advice and client service, with modern thinking and intelligent use of technology, to enhance the client experience and create a dynamic workplace for its talented team. The company recently received two awards, Best Diversity & Inclusion Programme and Best UK Start Up at the 2021 UK Broker Awards.

 

Employee Benefits, News

Ten actions to improve men’s health in the workplace from Howden Employee Benefits & Wellbeing

This Men’s Health Awareness month, Howden Employee Benefits & Wellbeing is giving employers tips to improve men’s health as its revealed men in the UK typically die 3.5 years younger than women, for largely preventable reasons[i].

In a new guide, ‘Men’s Health in the Workplace’, Howden details ten actions employers can take to support men and reduce the stigma around talking about men’s health and wellbeing. It outlines why employers need to focus on men’s health; the vital role of employee benefits and how to increase engagement and get the messaging right, along with practical advice and tips.

Research from the UK charity Men’s Health Forum[ii] highlights that one in five men die before they reach the age of 65 in the UK. Up to 75% of all premature deaths due to heart disease are male – and 67% of men are overweight. In addition, alarming statistics reveal that as many as four out of five suicides are male.

Men’s Health Awareness month is organised by Movember, the leading charity changing the face of men’s health on a global scale, focusing on mental health and suicide prevention, prostate cancer and testicular cancer. They highlight:

  • Testicular cancer is the most commonly diagnosed cancer in young men aged between 15 and 34[iii]
  • Prostate cancer is the most commonly diagnosed cancer in UK men. 1 in 8 men will receive a diagnosis for prostate cancer in their lifetime[iv].
  • In 2020, the UK lost 4,646 men to suicide[v]. Globally one man dies of suicide every single minute[vi]
  • The impact of COVID-19 has caused a fall in male life expectancy in the UK for the first time in 40 years[vii].

 

Mark Fosh, Director of SME at Howden says, “The statistics around men’s health are stark, and they can be exacerbated by a historical reluctance for men to seek help. Our new guide aims to help businesses change these statistics by helping employers understand men’s health better and suggesting actions that employers can take to support the men in their workforce.

 

Men sometimes have a perception that health is a ‘women’s issue’. So, the language used in health messaging is important if you want to reach everyone. Taking a proactive approach to meeting the needs of men could help improve performance, talent attraction and retention, and reduce rates of absence due to sickness. It could even save lives.”

Below are ten actions employers can take immediately to make a difference:

1. Share relevant information about their employee benefits and the services available. Consider the employee benefits you offer and whether or not they fully support the needs of men in your business. Some employers are enhacing their benefits to include cover and support for gender specific health issues. Ensure that benefits are widely communicated so people know how to access them when needed.

2. Encourage male employees to attend medical appointments, both virtually and in-person, by offering flexibility for these to take place within work hours. Offering a virtual GP service can also help men to attend appointments at a time and place that suits them.

3. If your employees are sitting behind a desk most of the time, it’s not great for their physical or mental health. Health and wellbeing initiatives are a great way to get everyone moving. Why not consider a sports club after work or subsidised gym memberships as a way to encourage everyone to look after their physical health. Health and wellbeing apps, such as Howden’s Be Well World, include activity challenges and simple and effective ways to increase exercise levels.

4. Listen to your employees. The best way to have a highly engaged and relevant wellbeing programme, is to hear the needs of the employees before creating the strategy. By issuing a survey and holding focus groups, you can discover what the needs of your staff are and then bring in the most appropriate solutions to support them.

5. Mental health support is often available through health insurance cover. This typically includes an Employee Assistance Programme (EAP) which can offer employees access to specialist counselling. Don’t forget there are lots of free resources available. Signpost employees to charities such as Samaritans, Mind and Mates in Mind.

6. Keep talking about men’s health as it will promote action and can be a valuable way to support employees. National awareness campaigns, like #Menshealthweek and #Movember, are a great way for employers to cover these important topics. They are also a way for employees to show that men’s health issues matter and create a feeling of community and support in the workplace.

7. Encourage health screens for men as part of an overall benefits package. This could include screenings for prostate and testicular cancers, cardiovascular health as well as mental health assessments.

8. Train and educate line managers on supporting men’s health & wellbeing to enable them to spot signs of poor mental and physical wellbeing. Ensure your managers are aware of resources or appropriate organisations they can signpost their employees to.

9. Ensure employees know who to speak to at work if they have health concerns for instance an Occupational Health Nurse or Mental Health Ambassador or First Aider.

10. Encourage them to take breaks, switch off emails after work and provide help with their workloads. This can help to reduce stress.

 

Leo Savage, Global wellbeing consultant at Howden adds, “Once employers have a better understanding of some of the health conditions and challenges men can face, the next step is to review the support available within the workplace and ensure its fit for purpose.

“Taking action to support men’s health will let your employees know they are valued and supported throughout their working lives, helping you to reduce sickness absence, boost performance and attract the best talent to your organisation.”

 

To download the free ‘Men’s Health in the Workplace’ guide click here.

For more information, please visit www.howdengroup.co.uk

[i] https://www.bupa.co.uk/business/~/media/files/mms/bins-05128.pdf

[ii] https://www.menshealthforum.org.uk/scale-challenge

[iii] https://cdn.movember.com/uploads/files/Media%20Room/Movember%20UK%20Press_Kit_2022.pdf

[iv] https://cdn.movember.com/uploads/files/Media%20Room/Movember%20UK%20Press_Kit_2022.pdf

[v] https://cdn.movember.com/uploads/files/Media%20Room/Movember%20UK%20Press_Kit_2022.pdf

[vi] https://uk.movember.com/about/mental-health

[vii] https://cdn.movember.com/uploads/files/Media%20Room/UK/Movember%202021%20press%20release(2).pdf