Specsavers Corporate Eyecare is proud to announce that household name, Fujitsu, is benefiting from its trusted eyecare services.

Part of the Japanese multinational information technology equipment and services company, Fujitsu employs over 10,000 people in the UK. Fujitsu benefits manager, UK and Ireland, Lorna Hawkes said: ‘Ensuring high-quality eyecare for this many people could prove an issue but the online management system offered by Specsavers Corporate Eyecare makes workplace eyecare straightforward and easy to administer. The national coverage by its many stores and excellent reputation for service made Specsavers the obvious choice.’

All Fujitsu employees in the UK who are classed as Display Screen users under the Health and Safety (Display Screen Equipment) Act are being provided with eVouchers for DSE eyecare. The benefits department merely needs to email the eVouchers to the correct recipients, who then make their own appointment directly with Specsavers. Employees may print their eVoucher or present it on their smart phone at the time of their appointment. Their DSE eyecare will then be taken care of, with the optician performing a full eye examination. Anyone requiring glasses, solely for DSE work, will be provided with these as part of the eVoucher deal.

‘There are many other deals and options that our employees are able to take up alongside their DSE eyecare,’ continued Lorna Hawkes. ‘This transforms the obligatory health and safety provision into a tangible employee benefit.’

Leonie Caul, corporate account manager at Specsavers Corporate Eyecare, explained: ‘The DSE eVoucher costs the employer £17 per person and can be used to provide the employee with not only the full eye examination but also DSE glasses from the £45 range, if required. Anyone not requiring DSE glasses can use the eVoucher as a contribution towards higher-priced glasses, including designer frames. They can also make use of our standard two for one offer and are given a £20 Premium Club eVoucher on top. This means that an employee could purchase two pairs of designer frames for just £35 of their own money, as well as getting the vital eye examination. We even offer Premium Club eVouchers, worth £20, to friends and family as well. Those who do require DSE glasses can choose from the standard range at no cost to themselves, or they too can use the other deals to upgrade.’

Specsavers Corporate Eyecare won the work with Fujitsu via the tender process and is contracted to provide DSE eyecare for three years.

Nicola Priestley has ditched a high flying career in law to bounce around the world – after swapping her desk for a trampoline.

In a move which has seen her halve her working hours and double her income by becoming a Boogie Bounce instructor – Nicola couldn’t be happier.

For as long as she could remember, her ambition was to become a lawyer. However, Nicola, now 25, of Sheffield, South Yorkshire, quickly discovered that the reality didn’t quite match the dream…

Not only did she hate sitting in an office day in, day out – but the talented dancer also missed the joy, exhilaration and rush of ‘happy hormones’ that an active lifestyle had always given her. “I felt like I’d lost a part of myself,” she says.

The final straw came when she was refused time off for a Christmas trip to New York in 2015.

“It suddenly struck me that life was too short to be stuck at a desk sorting out boundary disputes,” she says. “There was a big world out there and I wanted to see it.”

After booking her flights she promptly handed in her resignation. “I felt like the weight of the world had been lifted from my shoulders,” she recalls.

Returning from her trip to the Big Apple, Nicola set to work creating her new career.

Two years on, she has halved her working hours, more than doubled her income, and has just returned from her eighth holiday in 12 months.

The secret? Boogie Bounce – an exercise class that involves bouncing to music on a mini trampoline. “I absolutely adore teaching people to bounce – and never think of it as work,” she says. “Because there is no stress on the body anyone can do it; it boosts mood and metabolism and transforms lives.”

Nicola’s love for dance and fitness came about almost by accident: “I was 13 when I enrolled in a weekly street dance class – so was quite a late starter.

“When my teacher took me to one side, and said I should do other classes, I didn’t take her seriously. In fact, I only took up ballet, tap and jazz dancing as she challenged me to give them a go.”

Nicola began helping out by teaching pupils at evenings and weekends. “But I was completely focused on my law studies. I was the first person in Hillsborough College to score 100 per cent in a criminal law A’level,” she adds, proudly.

At 18, Nicola secured a job in civil litigation which would enable her to study the Chartered Institute of Legal Executives course at night school. “I worked so hard and was so relieved to gain associate status but my heart just wasn’t in it. I remember thinking ‘something’s not right. I’m just not happy’.”

“Being turned down for holiday leave made me revalue my life. I realised I was happiest when I was both dancing and teaching others how to dance.”

After her New York trip, Nicola became a freelance dance teacher. “But I was on a meagre salary and really struggling financially,” she says. “I had to do something else – but what?”

While browsing Facebook Nicola stumbled across a video of a Boogie Bounce class – which involves exercising to music on mini trampolines with bespoke handles.

“It was the first rebounding class to launch in the UK more than 20 years ago – and looked amazing. I knew instinctively that this was what I was meant to do, and signed up for the next training course,” she says.

Qualifying and launching three Boogie Bounce classes across Sheffield gave Nicola the confidence to launch her own dance academy – and she now runs both companies simultaneously.

Best of all, she has an enviable work/life balance.

Since becoming a Boogie Bounce instructor 18 months ago (June 2016) she has clocked up a staggering TEN holidays.

Here’s how her holiday calendar adds up:

July 2016 – one week in Kos, Greece

October 2016 – weekend in Barcelona, Spain

February 2017 – five days in Rekyavik, Iceland

April 2017 – one week in Marbella, Spain

Early July 2017 – four days in Portugal

Late July 2017 – four days in Rome

August 2017 – long weekend in Paris

September 2017 – four days in Madrid, Spain

October 2017 – long weekend in Dublin

And on Christmas Day 2017 she jetted off to Thailand for a fortnight in the sun.

“I’ve never been better off – and happier,” she says. “In the village of Stockbridge where I live they call me the Boogie Bounce lady! The men say their wives couldn’t cope without me.

“My clients are amazing and feel like family to me. The best thing is being my own boss and having control over my own time and working hours. I have three shadow instructors who step in if I want a day or weekend off.”

Nicola now has a starring role with Boogie Bounce featuring in their promotional videos. She also plans to become a Master Trainer – running courses for instructors all over the world.

And Nicola’s message to anyone out there envious of her lifestyle? “You can do it too,” she urges. “Don’t settle for a job you think you ought to do – do what really makes you happy. It’s true what they say; find a job you love and you’ll never work a day in your life.”

For information on Boogie Bounce and becoming an instructor log onto www.boogiebounce.com

TUI, the world’s largest travel company, has announced plans to create 175 new jobs in Swansea with the support of a Welsh Government Business Finance grant of £525,000.

The company’s Swansea-based customer services centre has already grown from 48 people to over 280 over the last three years. The support will both secure existing customer services jobs within the UK, and support further growth of the company’s successful operations here in Wales.

As the world’s leading tourism business, TUI understands it has a real opportunity to shape the future of sustainable tourism.

In 2015 TUI launched their ambitious ‘Better Holidays, Better World’ strategy. The strategy focuses on reducing the environmental impact of holidays, creating positive change for people and communities and pioneering sustainable tourism.

By 2020 TUI aims to be the most carbon-efficient airline in Europe as well as delivering 10 million ‘greener and fairer holidays’ enabling more local people to share in the benefits of tourism.

The company has begun recruitment, seeking advisers to help customers in their choice of flights, holidays, hotels and increasingly, cruises. TUI’s commitment to training and development means TUI staff will be supported in an exciting and rewarding career, giving them real opportunities to progress.

Economy Secretary Ken Skates said:

“I am delighted that with Welsh Government support TUI is creating 175 new jobs in Wales. The company’s expansion in Swansea is testament to our reputation for delivering excellence in customer service.

“Our growing and vibrant customer service sector now employs in excess of 30,000 people in over 200 centres across Wales.

“Also, TUI’s commitment to sustainability reflects our commitments in our new Economic Action Plan, which has the principles of growth, fair work and decarbonisation at its heart.”

Helen Caron, Director for Distribution and Cruise for TUI UK & Ireland said:

“We opened our Alexandra House Office in Swansea which is home to our contact centre team in 2015 and it’s continued to go from strength to strength. We are really grateful for the support of the Welsh Government as we look to further grow our office in Swansea. This came out of extensive research, consideration and discussion about the future of our business and ensuring we can best serve and communicate with our customers as we move forwards.”

Finance North, the specialist protection adviser based in Cheshire, has today announced its partnership with RedArc in order for its clients to benefit from the practical advice and emotional support provided by the company’s nurse advisers. The service will be available at no additional cost to individual and business protection clients who don’t already have RedArc services built in to their selected policies.

The importance of support beyond financial is well known to owner-manager Mark Roberts. He experienced the benefits of RedArc support first hand when his wife died in 2010: Mark’s wife received both medical and emotional support whilst she was undergoing treatment.

Having taken time out of the business to run a £1m appeal for the hospital she was treated at, and set up a national cancer charity (for which he was awarded a British Empire Medal by Her Majesty The Queen), he wanted to remove barriers that would prevent other people from receiving the support which he found so invaluable.

The agreement between Finance North and RedArc begins on 1 December 2017. Around 70 per cent of Finance North’s business is currently individual, 5 per cent business and 20 per cent group but the company is aiming to specifically grow the number of group and business protection clients, believing that many SMEs are under-insured or uninsured.

Mark Roberts, Owner, Finance North said:

“Unfortunately I’ve had first-hand experience of a claim and being a specialist protection adviser means that I can help others understand how difficult it can be to cope when you or a loved one is diagnosed with a serious illness. Most people think it won’t happen to them but the statistics for some illnesses such as cancer and diabetes show a different story. Having a professional medical expert on standby to help navigate the NHS, understand diagnoses & treatment options, as well as provide every-day practical advice and emotional guidance is just as important as the financial support.”

Christine Husbands, MD, RedArc said:

“We’re proud to be part of the legacy that Mark and Finance North are creating. Protection insurances and their inherent benefits are often considered as unnecessary or exclusive for many individuals and it’s a breath of fresh air for a company to be really tackling this lack of understanding with its clients so directly. They really are putting their money where their mouth is.”

Mark previously spent 14 years with Barclays, and 7 years in wealth management before Finance North was founded in 2008. The company also offers a free basic Will writing service to all individual protection clients and will donate £15 to Sands, the stillbirth and neonatal deaths charity for every for every family protection policy the company writes in 2018.

Blue Monday (Monday 15 January) is recognised as the most miserable day of the year for many staff with Christmas debts being realised, New Year’s resolutions broken, uninspiring weather and relationship strains coming to the fore. Therefore, it’s not necessarily surprising that RedArc usually receives 30 per cent more* referrals for mental health conditions during the month of January than at any other time of the year.

RedArc is urging employers to recognise this trend amongst staff and understand that there is a very fine line between a stressed member of staff and the emergence of a mental health condition: for those who have a history of depression and anxiety, the condition can also become more complex and difficult to manage during the winter months.

With this in mind, the company recommends the following actions to help employers support their staff all year round – but especially during January. The company believes that taking steps towards more positive mental health will not only benefit the individual but also promote improved productivity across the workforce:

1. The easiest step, and the one with least associated costs, is to ask employees how they are feeling and really take time to listen to the answers.

Christine Husbands, managing director for RedArc says:

“Annual staff reviews, where career objectives are discussed, may not pick up the early signs of mental health issues. Asking people how they are from a work perspective but also taking into consideration outside-of-work pressures can go a very long way in showing that your organisation cares about the welfare and wellbeing of its staff, and making that individual feel valued.”

2. Review your company’s wellbeing policies and procedures – do your employees have access to mental health support, does support start early enough and last long enough?
3. Do employees know how to access the mental support you offer and do you constantly remind them of its availability? Mental health support often falls on deaf ears until it is needed, so regular communication is essential.
4. Utilise any support services that are available to the employer as well as the employee (via insurances or EAPs) – they may give the organisation some direction in introducing initiatives such as discounted gym memberships, fitness challenges, app & tech as well as providing fresh fruit: there is a strong link between physical health and good mental wellbeing.
5. Consider the middle (wo)man too: line managers and colleagues may also need support in dealing with members of staff who are struggling with mental health conditions.

Christine Husbands, managing director for RedArc continued:

“Every Monday can be a Blue Monday for someone who has mental health problems but employers can help that individual by providing the right support at the right time. That professional support often needs to be external to the organisation in order for the individual to fully benefit. By selecting a group risk product, private medical insurance or an EAP that includes this benefit, will give staff automatic access and is a significant step in managing the workforce’s mental health.”

*Statistics based on records of new patient referrals to RedArc nurses over the past ten years.

Blue Monday is the term coined to describe the day calculated to be the most depressing of the year. Typically falling on the third Monday of January, it is said that the weather, our bank balances and returning to work after the Christmas party season all combine to make the most dismal day of the year.

Nearly half of UK employees want to leave their jobs

Whether or not Blue Monday really is the most depressing day of the year is open to debate, but with research by Investors in People, showing that nearly half of us are unhappy with our jobs, feeling demotivated about returning to work can be real for many people.

Blue Monday is a helpful reminder for employers to review how they are supporting their staff. The Health and Safety Executive report that last year 12.5 million working days were lost due to work-related stress, depression and anxiety, and pointed to lack of managerial support as a leading cause. The Investors in People research backs this up, with 49%* citing poor management as the main reason for wanting to leave their jobs.

Are managers being properly equipped and supported?

Being responsible for the management of individuals and teams can be incredibly stressful, are the managers themselves being forgotten on Blue Monday?

It is critical that managers receive support, not only to deal with any issues they may be experiencing themselves but also in their role as managers. Otherwise, managers can become the cause of workplace stress and staff illness rather than part of the solution to reduce or avoid it.

The causes for mental health issues can be broad-ranging and may fall outside any previous experience a manager has had. Spotting that there is an issue may be the easy part, but knowing how to offer support whilst still fulfilling the managerial role can be challenging. Making sure managers feel properly equipped is essential.

What can companies do?

There is a wealth of help available and it can be confusing to know where to start. Organisations should look for tailored advice, and support specifically for its people managers. Products are available that offer managers access to qualified counsellors who are able to help them constructively and compassionately deal with staff issues before they develop into serious problems. Having an employee assistance programme (EAP) in place is also a good first step for all companies regardless of size, providing all staff with access to professional help

Promoting the use of support programmes is also vitally important because even the most comprehensive programme will not be effective if managers are unaware or uneasy about using it.

Brett Hill, managing director, The Health Insurance Group said: ‘Managers shouldn’t be forgotten on Blue Monday. They have a fundamental role in maintaining staff morale and productivity. Support is available, and companies should take advice on the specific help they can put in place to help managers deal with staff issues before they develop into serious issues.’

Blue Monday doesn’t have to be depressing, companies can use it as a helpful moment to pause and review the programmes they have in place for their staff and especially for their managers. It is also an excellent time to communicate and encourage managers and staff to use the support and resources that are available.

Only 32 per cent of employers say they make regular use of all the extra support within group risk products, according to new research undertaken by Group Risk Development (GRiD), among 500 HR decision makers across small, medium and large organisations. Others admitted to only using some of the support available, or using it fairly irregularly. Over one in ten organisations either did not use any of the additional support available via group risk products, or were completely unaware that any support existed at all.

The third Monday in January is often referred to as Blue Monday, with employees feeling the strains of an expensive Christmas, going back to work and with little on the horizon in terms of weather or holidays to boost morale. Family issues, always heightened at this time of year, and any underlying health problems also add to the mix, leaving many staff feeling gloomy and low. For an unfortunate few this can trigger more serious mental health problems or resurrect previous conditions.

GRiD, the industry body for the group risk protection sector (employer-sponsored life assurance, income protection and critical illness protection benefits), is urging employers to be vigilant to staff who may need extra help at this time, and also to encourage take-up of the support available via group risk products.

Katharine Moxham, spokesperson for GRiD said:

“The support available via group risks products is wide ranging, from employee assistance programmes and fast-track access to counselling through to support for staff affected by a colleague’s stress. It can also include mental health first-aid training for managers to spot the signs of mental ill health and stress so they can be more effective in signposting staff to help.”

However, group risk support is not only there for times of need but preventative care is also available such as giving access to GP services and health tracking apps.

This support, both pre-emptive and responsive, is available at no extra charge and can be used every day if needed, even if a claim is never made.

Moxham continued:

“We want HR Directors to re-look at their group risk purchase and see what hidden treasures are not being adequately shared with staff. Increasingly the support services are available to the entire workforce, not just the insured population, and there is also help for line managers and business owners as well, so it’s worth the effort.  Although the term Blue Monday may somewhat trivialise real mental health issues, the day could serve as a good reminder to ensure group risk benefits and support are better communicated and well used.”

As business travel becomes ever more integral to corporate growth plans, employers need to be aware that the threat of kidnap and ransom can occur in any region. As companies expand into new territories this can potentially increase the risk to business travellers, yet according to The Health Insurance Group International, employers underestimate this risk and need to do more to protect their employees.

Approximately 40,000 kidnappings occur every year and over 40% of these are of business personnel or their dependants. Regions with the highest risk such as Mexico, Libya and Bangladesh*, are well known and employers may have been aware of these risks for some time. However, kidnappings can occur in any region and it’s important that employers consider the risks wherever they send their staff.

It is vital that companies have adequate protection for their staff to ensure they are properly prepared should the worst happen. Employers also need to remember, this isn’t only relevant for expats, but any staff that travel for work.

What has changed?

Data suggests high-risk areas are expanding their territory and getting more dangerous. Business travel to these regions is also rising. Result Group, the risk and crisis management consultancy, reports a significant deterioration of the safety situation across Africa in the last four years – an attractive continent for business due to its rapid economic growth.  A quick glance at the map below makes for sobering reading:

Kidnap and ransom, whilst most common in high-risk regions is not exclusive to them, it can happen anywhere, so it is understandable that employees may be getting more worried about their personal safety. Indeed, research from ABTA shows that safety is employers’ number one concern for staff that travel abroad for work.

Given this context, it is now a priority for employers to be prepared, wherever they are sending staff. In practice this includes conducting research before travel, getting advice from experts and ensuring the relevant insurance is in place. Not only will such steps ensure adequate protection is in place, it also enables a company to fulfil its legal obligations to staff, and is a reassurance for staff working abroad.

Sarah Dennis, Head of International for The Health Insurance Group said:

“Sadly, we have to recognise that the risk of kidnap and ransom is increasing and it isn’t just limited to high-risk areas. The good news is, there are specific kidnap and ransom policies that have been designed to specifically protect companies with staff working abroad. A kidnap and ransom policy should be an integral part of the provisions that employers make to meet their duty of care for overseas and travelling staff – wherever they’re working.”

What is needed?

Employers must recognise the increasing threat of kidnap and ransom as they seek to grow their business, not only in high-risk areas. To meet the duty of care they have to staff it is essential for businesses to seek expert advice and have kidnap and ransom policies in place before sending staff abroad.

New figures from Specsavers Corporate Eyecare suggest there is a lack compliance among SMEs with the Health and Safety Display Screen Equipment regulations. The research shows that 44% of SMEs provide no eyecare at all to screen users, compared to 20% of larger companies. Businesses with less than 10 employees are the least likely to comply, with two-thirds (66%) providing screen users with no eyecare whatsoever.

In fact, just 10% of SMEs are fully complying with the DSE regulations by providing both eye tests and glasses. Although over a quarter (26%) of SMEs do provide eye tests for all screen users, it is the provision of glasses that seems to be the sticking point.

Jim Lythgow, director of strategic alliances for Specsavers Corporate Eyecare, explained:

‘Under health and safety regulations, the employer must provide not only eye tests for all screen users but also glasses, but only if they are required solely for DSE use. This is the case regardless of the number of employees or the size of the company. The rules are specific about DSE use and employers are not obliged to fund glasses if screen users need them for everyday use as well.’

Drilling down further into the figures, 13% of SMEs provide eye tests for some screen users, but not all, and 7% correctly provide both eye tests and glasses for DSE use but still fail in that they only provide these for some screen users. Added to the 26% providing eye tests only and the 10% actually fully complying with the regulations, and a stronger 56% (over half of SMEs) are at least providing some level of eyecare to screen users. This compares, however, to 80% of larger companies. The research also shows that SME employers on average class around 67% of their employees as screen users.

Jim Lythgow, continued:

‘The good news is that there is an overall willingness among SMEs to provide eyecare but this is not to the extent as required by law. We believe there are two vital elements in increasing the number of employers complying with the DSE regulations: the first is to ensure they are educated about the full requirements of the legislation; the second is to make DSE eyecare as simple and cost effective as possible to procure.’

Specsavers Corporate Eyecare has worked hard to raise the profile of the DSE eyecare. Its website includes a knowledge bank for employers and useful tools, like downloadable posters, to communicate benefits to employees. With simplicity being the key to eyecare procurement, Specsavers has created an online eyecare management system, where employers can purchase, distribute and manage eyecare eVouchers with just a few clicks of a button.

The eVoucher system caters for companies of all sizes as there is no contract, and no tie-in; employers can make a one-off purchase of as few as just five eVouchers. It is also possible for employers to use DSE eVouchers to allow the employee to upgrade, using the eVoucher as a contribution towards higher priced glasses, or glasses that are for everyday wear as well screen use.

To view the online resources, find out more information, or purchase eyecare eVouchers visit www.specsavers.co.uk/corporate

More information on the Health and Safety (display screen equipment) Regulations can be found at www.hse.gov.uk