Category Archives: Wellbeing News

Appointments, News, South East England News, Wellbeing, Wellbeing News

Bridge Health & Wellbeing Boosts Clinical Team with New Sports Massage Therapist

Family-run clinic Bridge Health & Wellbeing in Christchurch, Dorset, is delighted to welcome another experienced sports massage therapist to its growing clinical team.

Alice Loveridge (SM, MA, CPT) is a Level 3 Sport Massage Therapist, trained in Deep Tissue, Pregnancy and Post Natal Massage and a Medical Acupuncturist. She qualified in 2017 and completed her acupuncture training in 2018. She is also a Certified Personal Trainer.

Alice has worked with numerous sporting teams, including the Netherlands cricket team, helping to manage injuries and providing deep tissue relaxation treatments. She relocated to the New Forest from the Channel Islands in 2023 after working in a busy Sports Clinic in St Peter Port and setting up her own Sports Massage and Medical Acupuncture clinic.

A keen sportswoman herself, Alice is an active member of Lymington Cross Fit + Hyrox and will compete in the European circuit later this year. An accomplished table tennis player, Alice represented Great Britain at the 2010 Summer Youth Olympics and Guernsey at the 2014 Commonwealth Games.

Paul O’Connell, co-founder and lead physiotherapist at Bridge Health & Wellbeing, said, “We are delighted to welcome Alice to our team. With three massage therapists, we are able to offer a variety of sports massage and remedial massage services, as well as specialist services in pregnancy massage, post-natal massage and acupuncture. Discomfort, aches and pains are warning signs that something is not quite right in our bodies. Massage therapy can unlock soft tissue, decrease muscle tightness and provide welcome relief.”

Bridge Health & Wellbeing is a friendly, family-run clinic in the heart of Christchurch in Dorset, with high quality physiotherapy, chiropractic treatment, sports massage and rehabilitation services,  expert Pilates, yoga classes and other wellbeing classes, and state-of-the-art gym facilities all under one roof.

Whether you need help with pain or an injury or just want to stay fit and healthy, come and join them for the journey. Book your appointment now at www.bridgehw.com or call 01202 473800 to speak to their friendly team of wellbeing experts.

News, Wellbeing at Work, Wellbeing News

Wellbeing has plateaued since COVID – despite higher awareness and use of wellbeing support and tools

  • 80% of employees are aware and use wellbeing support and tools in 2023 compared to 77% in 2020
  • 70% of employees in 2023 felt part of a supportive community, down from 79% in 2020 
  • 68% of employees in 2023 felt that their line manager cares versus 79% in 2020
  • Employees who are supported feel three times more engaged at work
  • Research based on 30,000 responses across the UK and Europe

 

Employee wellbeing has plateaued since the pandemic despite awareness and use of wellbeing support and tools in 2023, according to Inpulse, experts in employee engagement.

Insights from 30,000 employees across the UK and Europe show that wellbeing was high in 2020 (73%). However it dropped to 66% in 2021, then 64% in 2022 before slightly rising to 66% in 2023.

 

Employees also feel less supported and cared about now than they did during the pandemic. Seventy percent of employees in 2023 felt part of a supportive community, which reduced from 79% in 2020.

 

Line manager support is also in the spotlight: in 2023, 68% of employees felt that their line manager cared about them versus 79% in 2020. However, awareness and use of wellbeing support and tools is higher in 2023 (80%) than in 2020 (77%).

 

Inpulse’s metric is called The Wellbeing Index, which measures five core elements of individuals’ wellbeing – work/life balance, support, workload, connection and mental health – and scores them from 0 to 100. The Index reveals if employees are effectively managing daily work and life demands and serves as guidance for organisations to provide appropriate support measures.

The plateauing figures show that over a third of people don’t have a high Wellbeing Index. Going deeper into segmentation by age, research highlights that the younger generation suffers the most – employees over 35 years have a 5 points higher Index than those under 34 years. This matters as 5 PP is statistically significant variance and will impact the day to day experiences of those employees.

 

Matt Stephens, CEO of Inpulse, explains: “Over the last few years we’ve seen companies throw millions into wellbeing apps, benefits and various activities, but it’s clear without insights and appropriate strategy, they can’t move the dial. These findings not only mean employees feel worse since the pandemic, but also their wellbeing is not improving very much at all, in fact it’s stuck.

“A large problem that we’re seeing is that people are more likely to feel not cared about or supported, which likely shows a lack of authenticity from line managers in truly connecting with their employees. Unfortunately, approachability and empathy are waning, and employees can see through it. Line Managers need some understanding and support – they are an immensely pressured group in organisations today. To add to an already complex situation, it’s important to remember there are different generations, each with different values and expectations. It means that HR and managers need to think carefully before applying the same set of principles across the entire workforce.”

 

The research also highlights that employees who feel supported are almost three times more engaged at work—only 28% of employees who do not feel supported by their line manager are engaged at work, compared to 81% of engaged employees who feel supported by their line manager.

 

“Teams are tending to be leaner than they might have been pre-pandemic, increasing the pressure. It’s having a spiral effect on engagement and retention – where people are  disengaging because they need to pull the weight of those who left the company, creating a much wider impact.

“Trusting employees to do their jobs and providing support are key elements of the line manager role and have the greatest impact on how engaged people are at work. People need to find a sense of purpose in order to be happier, more resilient and more successful, positively contributing to society and the environment.

“Considering that 70% of the variance in team engagement is determined by the manager, organisations need to put more investment into coaching and growing the role of line managers,” concludes Stephens.

 

News, Wellbeing, Wellbeing News

Investors in People launches new standard for wellbeing with We invest in wellbeing framework 

Community interest company, Investors in People, has launched its new standard for wellbeing – ‘We invest in wellbeing’.
Launched to support organisations aiming to reach high performance in wellbeing, the standard will focus on three indicators that are built on the quality and safety of the workplace, as well as how people feel about their work and the culture they experience within it – or put simply Leading, Supporting, and Improving a culture of wellbeing.
With 35 million workdays lost to ill health in 2022-23, the total cost of sickness absence to UK business at around £15bn per year and absenteeism costing the UK economy £138bn, creating better and more productive workplaces has long been a priority for Investors in People.
With this new standard created after an extended period of engagement with leaders and innovators in the wellbeing space, the framework has been designed to suit organisations of all sizes and sectors.
In the face of widespread change in the workplace, the need to create a culture of wellbeing that supports high performance in a healthy and sustainable way has never been more important, with this a main priority throughout the design of Investors in People’s framework.
Paul Devoy, CEO, Investors in People, said:
“We all know that healthy and happy workforces perform better, adapt better to change, and have increased levels of engagement, which are all pivotal for organisations.
“Through the launch of our new We invest in wellbeing framework, organisations using our product will be able to take control of their workplace wellbeing, with wellbeing as much shaped by employee engagement, as it is by physical and psychological health.
“Our We invest in wellbeing standard centres on a pro-active and engaging approach to enhancing the health and wellbeing of people in your organisation and I am already looking forward to seeing and hearing the many success stories which will come from the first cohort of organisations already on board with this product.”
Michael Smyth, HR Director, GRAHAM Group (one of the first organisations to work with Investors in People on their new Wiiw framework:
“GRAHAM have been working with Investors in People since 2017 to support our approach to Wellbeing, and most recently have found the three key components of their new ‘We invest in wellbeing’ framework (leading, supporting and improving), to be a well-balanced and structured approach to creating and maintaining excellence in wellbeing, that delivers real results for both our employees and the business.”
Working with Investors in People’s skilled practitioners, organisations will go through a 3-year journey full of in-depth wellbeing focused planning, discussions, surveys, engagement, analysis, feedback, and reviews, before eventually receiving their Standard, Silver, Gold, or Platinum accreditation.
With the We invest in wellbeing journey able to be tailored to suit the needs of any organisation, the framework includes everything needed for organisations to shape, own and live their own culture of wellbeing.
If you are interested in speaking to Investors in People about starting your own employee wellbeing accreditation journey or hearing more about, We invest in wellbeing, visit: https://www.investorsinpeople.com/accreditations/we-invest-in-wellbeing/ 
HR, HR News, Mental Health, Mental Health at Work, News, Wellbeing News

April is Stress Awareness Month

With 17.1 million working days lost to stress, depression and anxiety in 2022/23, WorkNest experts explain how to manage an employee who is off for work-related stress and urges employers to prioritise mental health in the workplace

April is Stress Awareness Month and with stress, depression and anxiety accounting for almost half of all work-related ill-health cases (49%), it is clear that effective strategies for dealing with workplace stress are urgently needed.

WorkNest, the employment law and HR specialists who support 40,000 organisations across the UK, handled an average of 3,000 sickness absence related enquiries every month in the past year. In line with the HSE’s statistics, it calculates that around half of these cases are specific to employees suffering from stress, anxiety or depression. A particular area of concern for employers is how much contact to maintain with an employee who is off with work-related stress.

Keeping in touch  

Whilst there is no law to prevent an employer contacting an employee who is off work due to stress, employers are understandably apprehensive about exacerbating what can already be a sensitive situation. Furthermore, there is legislation which can be relevant when managing an employee who is absent because of stress, such as the Equality Act and the Health and Safety at Work Act.

For employers who find themselves in such potentially challenging scenarios, Lesley Rennie, Employment Solicitor at WorkNest, has the following advice to enable businesses to support their employees, whilst meeting their legal duties:

  1. Ensure policies and procedures on managing sick leave are up-to-date and are communicated to all employees
  2. Maintain a reasonable amount of regular contact with the absent employee to demonstrate concern and gather updates on their health status
  3. Strike the right balance of communication and review this regularly in partnership with the employee
  4. Request medical documentation from the employee to verify extended sickness absence and better understand their situation
  5. Conduct a return-to-work interview to discuss the reasons behind the absence and offer support if needed
  6. Consider workplace adjustments to facilitate a smooth transition back to work such as shorter hours or flexible working

Prevention is better than cure

With 17.1 million working days lost to stress, depression and anxiety in 2022/23, the experts at WorkNest are urging employers to emphasise wellbeing in the workplace to help prevent their employees from being signed off for stress in the first place.

Susan Doran, Health and Safety Consultant at WorkNest, says:

“We really need a shift in mindset to focus on a broader sense of health in the workplace, not just occupational diseases and safety. We would encourage employers to apply the same urgency to mental health in the workplace as they do to accident reduction.

“Health and safety legislation has traditionally emphasised an employer’s obligations in regard to safety but we have seen a notable shift towards protecting overall health with the Health and Safety Executive spotlighting mental ill-health in its 10 year strategy. We may therefore see a clamp down on employers who neglect how their workplace environment is contributing to poor mental health.

“Clearly employers should be cognisant of their legal duty to assess the risk of work-related stress. It is also important however, that they recognise the wider business benefits of creating initiatives and processes centred around individual wellbeing such as increased productivity, decreased absenteeism and a lower staff turnover. Beyond complying with regulations, fostering a mental healthy workplace is not just a legal obligation but a moral imperative.”

Steps to better manage stress in the workplace

The key to dealing with stress is tackling the problem early, as this may reduce the impact on the employee. Susan advises employers to take the following actions to better manage stress in the workplace and ready themselves for the HSE’s renewed focus on mental health.

1. Implement a policy
Implement a comprehensive stress management policy which fosters a collective commitment to identifying, addressing and managing stress in the organisation.

2.  Provide training
Provide training so that managers are able to identify signs of stress in the workplace and equip them with the tools to address stress at the earliest opportunity.

3. Collect data
Collect data on stress-related sick-leave to better understand what factors may be contributing to stress.

4.  Empower managers with Talking Toolkits
Utilise the HSE’ Talking Toolkits designed to help line managers have simple, practical conversations with employees about stress. These are particularly useful for smaller organisations to gather the sort of data that larger organisations may obtain through surveys.

5.   Conduct risk assessments
In instances where an employee has communicated their struggle with stress, it’s imperative for the employer to conduct a risk assessment and promptly implement relevant control measures to provide support. There are various ways stress can be managed, but the HSE Management Standards document outlines 6 key stressors and gives examples of how these stressors can be addressed.

Employee Benefits, Health & Care, News, Wellbeing, Wellbeing News

Plane Saver Credit Union launches Vivup benefits for 26,000+

In the first of its kind move, Plane Saver, one of the largest credit unions in the UK, has introduced a range of lifestyle, health and wellbeing benefits for its members and its employees. Now, in addition to savings accounts, affordable loans and financial tips, Plane Saver is providing its 26,000 members and 36 members of staff with Vivup benefits.

Plane Saver will be supporting individuals’ health and wellbeing, including social, mental, physical, spiritual and financial. In particular, the financial institution wanted to help alleviate the cost of living burden for employees and members. Now, each member and employee will be able to access over 1,150 ways to save money at popular retailers through discounted eGift cards, physical gift cards and discount codes. They’ll benefit from savings on everyday essentials such as grocery shopping as well as leisure activities like going to the cinema.

Alongside lifestyle savings, Vivup’s benefits platform also provides Your Care Wellbeing, 24/7 in the moment support and information, and an online GP focussing on proactive wellbeing and preventative services. Plane Saver members and employees can access expert advice any time of the day for issues ranging from debt advice, menopause, smoking cessation, domestic abuse to getting support with trauma, bullying or sleep.

They will receive:

  • Immediate access to employed counsellors should they need it
  • Access to secondary mental health support with clinicians at highest level of clinical accreditation (APPTS)
  • Early intervention, self-service and proactive wellness platform which includes assessments, recommendations and signposting to suitable treatment
  • Award-winning dedicated menopause support.

Rachel Downing, Head of Marketing & Business Development at Plane Saver Credit Union, explains: “Everyone in the UK is dealing with the rise in living costs. Being able to provide our members with benefits that save them an average of over £2,000 per year is over £160 a month back in their pocket that’s going to make a huge difference for them and their families. On top of this, with Vivup, we are supporting our members and employees with a full range of health and wellbeing benefits which is core to our values of decency, dignity and inclusivity”.

Simon Moyle, CEO of Vivup, adds: “This is such a groundbreaking initiative. Plane Saver is a financial institution that helps its members to think, plan and save. They’re now supporting their employees and thousands of members with their overall health and wellbeing. Normally, Vivup is in the business of helping engage employees, yet with this launch, we’re helping one of the largest credit unions in the UK to support health and wellbeing of members and employees”.

For more information visit www.vivupbenefits.co.uk.

 

—

About Plane Saver

Plane Saver was founded in 1993 by a group of British Airways Engineers. They wanted to provide a range of flexible savings and affordable loans to their colleagues. Now with over 25,500 members, it is one of the largest Credit Unions in the UK.

Over the last 30 years, Plane Saver has been dedicated to assisting people in managing their finances. As we have grown, we have embraced modern technology while preserving the essence of personalised service. We firmly believe that the human touch is what matters most when handling money matters, and this principle remains unchanged.

For more information, visit Plane Saver.

 

About Vivup

For 18 + 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. Vivup partners with over 2,000 clients and supports 2.5 million+ employees throughout the UK.

Vivup was awarded UK Employer of the Year at the Investors in People Awards in 2022 and won Best Supplier to Work for at the Employee Benefits Awards in 2023. Simon Moyle, CEO was awarded UK Leader of the Year at the Investor in People Awards in 2022 and won Scale up Entrepreneur of the Year (North East) at the Great British Entrepreneur Awards in 2023. Vivup has also just been awarded number one SME in the UK by Elite Business.

Interiors, Wellbeing, Wellbeing News, Work from Home

Should everybody be back in?

Written by Jacqueline Bird, Head of Move and Change Management at Crown Workspace

 So, the debate on whether staff should return to the office rumbles on.

Two years ago, hybrid working was being embraced and adopted with open arms. It felt like our workplaces had come of age and we had all finally been given permission to untether ourselves from our desks and work in a way that truly embraced the freedom to be your best, whenever or wherever that may be.

 

However, over the last 12 months, some of the world’s most famous organisations have made a conscious effort to return their staff to the office. Strong enforcement tactics have been enlisted as they have reminded their staff that “the office remains the primary workplace.” The Chancellor famously weighed into the debate earlier this year, saying, ‘The default will be you work in the office unless there’s a good reason not to be in the office.’

Such opinions have elicited resistance from many workers, politicians, and some employers, who are very happy with the new WFH/hybrid working models.

The hybrid model does offer many benefits – organisations such as Airbnb have told their staff they can work anywhere in the world without experiencing a pay cut! The ultimate endorsement on how you can do your best work from any location.

This unchallenged level of freedom comes with an overwhelming climate of trust, which focusses and empowers your workforce to do their best work. Hybrid working has resulted in the need for less real estate, so less energy and resources are required to fuel giant buildings and travel to and from them, reducing the world’s carbon footprint.

 

This model does also bring challenges for some; the disconnect from colleagues and peers, diminished friendship groups and relationships can bring a real sense of loneliness and isolation. This solitary model has a knock-on effect on our cities and high streets. With falling demand, they become lifeless as businesses close, leading to job losses for the staff that worked there.

 

There are entrenched views on both sides, but how can employers who would like their staff to be in the workplace more nudge them back gently, without damaging relationships by making it compulsory or going even further and monitoring and reporting on individuals.

A route we have guided several organisations down recently, is to make it an inviting destination of choice that employees want to be in – and stay in.

 

Create an appealing environment

One way to get teams back into the physical office space is ensuring the working environment is agile and meets the unique demands of everyone within the team. Employers should focus on the aspects that employees value the most and ensure that they provide a distinctive environment that home working cannot equal.

A good way to ensure that you are providing your teams with what they want from a workspace is to get regular feedback and let them be involved in the design decisions. This could take the form of monthly forums or possibly online polls so teams can vote on the interior décor, fixtures and fittings.

 

Employers are competing with the comfort of home so they must work to transform workplaces to be welcoming environments, with the right tech needed to do the job effectively and provide ergonomic equipment that matches any orthopaedic requirements that individuals may have.

Look at where you can add value for teams, this can include introducing things such as guest chefs on the days people are less likely to come in, offer free weekly fitness and meditation classes or introduce free snacks and hot drinks.

 

At one with nature

Another way to create an inspiring environment is to incorporate biophilic design. This draws inspiration from the natural world and can be useful for spaces that have no access to outside areas. Spending time in green space or bringing nature into your everyday life can reduce feelings of stress or anger, improve mood and help with anxiety.

Simple improvements such as adding living walls, plants, water fountains, and even photographs of nature to the office are examples of this. Where the space allows, adding window boxes and rooftop gardens can also add an extra natural element to the workspace.  Look to maximise natural light in the office, placing desks as close to windows as possible, and locating less frequented sections, such as conference rooms in the centre of the building.

 

Designated areas

Offices are not just places to do work anymore; they need to have multiple functions and be spaces that employees want to spend time in. A modern office might, for instance, provide quiet areas, hubs, recreation areas, phone booths for mobile calls, lounge areas and ad-hoc touchdown spaces, instead of requiring employees to complete all tasks at one desk in a designated spot.

By creating a vibrant think-tank space, employers can help make the office a place that sparks spontaneous idea generation and this is more likely to encourage employees to want to spend time there.

 

Use scent

Scents can be used to immediately engage with employees as soon as they enter the workspace, as well as setting the mood and atmosphere for the day or meeting ahead. Research has shown that smell is the sense most closely linked to emotional response and recollection and it is the most sensitive one.

A workspace with a pleasant scent can lead to positive outcomes, such as increased productivity and overall job satisfaction. Popular choices for offices are fragrances that illicit calming, soothing emotions and create a welcoming space that are not too divisive – such as vanilla, tea and camomile.

 

Looking to the future

Employers can communicate to their staff that the physical workplace can have benefits and advantages over the home by making modifications, altering areas for changing needs, developing new collaborative spaces, and focusing on sustainability.

My advice is to find a healthy balance, a place where you get the best from both ways of working. Few people long to return to the office full-time, but many can be persuaded to attend more often, if it’s made a pleasant, worthwhile experience.

Striking the perfect balance has many benefits for both your staff and your organisation – it’s the best of both worlds.

 

News, Wellbeing News

Female Founders Unite to Banish Stigma Surrounding Women’s Health in the Workplace

In response to alarming statistics revealing that 23% of working women in the UK have contemplated leaving their jobs due to the impact of menstrual and menopausal symptoms (Simply Health, 2023), The Independent Health and Wellbeing Group (IHWG), an employee wellbeing group, has joined forces with Grace & Green, a sustainable period product company, to offer a unique workplace training. Together, they are on a mission to dismantle the taboo surrounding women’s health in the workplace, aiming to prevent the potential loss of 3.5 million female employees.

This partnership bridges the gap between menstrual health and menopause, providing organisations with a comprehensive approach to support women’s health needs. Grace & Green, renowned for its award-winning organic and sustainable products, collaborates with IHWG, experts in menstrual health education, to offer products, education, and confidence-building solutions.

Founder of The IHWG, Hazel Hayden, expresses enthusiasm about the partnership, stating, “As we embark on this journey with Grace & Green, our shared mission is to dismantle the barriers surrounding women’s health in the workplace. By combining forces, we aim to cultivate a culture where menstrual health and menopause are not only understood but actively catered for in the UK. This partnership signifies a crucial step towards fostering inclusive workplaces where every individual, regardless of their gender, can thrive without fear or stigma. Together, we are rewriting the narrative around women’s health, creating a brighter and more equitable future for employees across the board.”

Grace & Green’s 100% organic and sustainable products aim to alleviate the worries associated with menstruation in the workplace. By providing free period products, companies demonstrate a commitment to inclusivity and support for all employees. IHWG specialise in providing unique learning experiences that normalise menopause and menstruation in the workplace. Through education on menstruation, menstrual conditions, menopause, and everything in between, the partnership seeks to break down barriers, reduce stigma, and encourage open conversations across the board. 

This includes offering menstrual products, flexible work arrangements, and fostering a supportive culture to destigmatise women’s health, ensuring all employees feel valued and supported.

Founder of Grace & Green, Fran Lucraft said: “We believe that access to safe and sustainable period products is a fundamental human right. No one should have to compromise their health, career or dignity because they don’t have access to essential menstrual products when they need them. Having free period products that are visible and starting conversations in the workplace is an important and simple way to begin breaking the stigmas associated with menstruation. We believe this partnership will be a significant step towards breaking down barriers for people who menstruate within the workplace. It’s cheaper than buying toilet roll. The question isn’t why are we starting this partnership, it’s simply why isn’t everybody doing it?”

To find out more about the collaborative training, or book your company session, CLICK HERE. 

More information:

The Independent Health and Wellbeing Group

At IHWG, commitment to enhancing wellbeing is delivered through a holistic approach to women’s health and corporate wellbeing solutions. Specialised services and support empower a healthier, more informed, and empowered community.

With an extensive background in women’s health, Hazel Hayden founded IHWG to address the gap in support. IHWG medical professionals, led by Hazel, aim to smash the stigma around women’s health in the workplace through comprehensive training workshops.

Grace & Green

Grace & Green’s mission is to bring dignity to all through taboo-breaking body literacy education and ethical products. Recently certified as a B Corp with a top 10% global ranking, Grace & Green offers sustainable period products, managing periods and incontinence safely and sustainably.

With a decade in environmental management, Fran Lucraft founded Grace & Green to provide safe, effective, and sustainable period products. The company’s commitment to environmental responsibility has positioned it as a leader in the period care sector. 

 

Employee Benefits, Finance and Banking, Mental Health, Mental Health at Work, Wellbeing News

New Benchmarking & Insights report from Howden reveals mental health is the top concern for asset management firms, plus predictions for 2024

Mental health is the biggest concern for asset management firms, according to a new ‘Benchmarking and Insights Report’ from Howden Employee Benefits & Wellbeing (Howden), and two in three firms offer specific initiatives to support mental health.

Physical wellbeing is of equal importance; however, the report showed that just 35% of firms ranked financial wellbeing as a priority.

The research was conducted with 174 companies within the asset management industry of different sizes – small firms with less than 20 employees; mid-sized firms between 20-99 employees and large firms with 100 plus employees.

Other key findings included:

 

Wellbeing

  • Addressing stress and resilience were pressing concerns across all organisations, and the number one priority in large firms.
  • In mid-sized and small firms, ensuring a good work-life balance is the top priority.
  • Other important wellbeing areas are sleep, ranked third by large firms, along with nutrition, physical inactivity and musculoskeletal issues.

 

Technology

  • 57% of asset management firms do not currently use benefits technology but are considering using it in the future.
  • 16% offer a discounts portal and 16% have a flexible benefits platform.

 

Communications

  • Face-to-face presentations are the top preferred employee benefits communication channel.
  • Most companies lack a dedicated communications budget – which is a missed opportunity to ensure staff fully utilise and appreciate benefits.

 

Private Medical Insurance (PMI) and Risk Benefits

  • All firms offer PMI as standard to all staff; but 72% offer PMI to staff and dependents, reducing employee stress and anxiety related to family healthcare needs.
  • 20% of firms offer both UK and international PMI, which is becoming more common.
  • Majority of firms expect PMI costs to increase by 10%, but the reality is this is expected to increase by 25-30% for a standard renewal.
  • 97% offer life insurance, 86% income protection, but only 28% critical illness cover.

Robbie Weston, Executive Director, Asset Management at Howden Employee Benefits & Wellbeing said: “Asset management employees are highly skilled and expect high quality benefits.  Our report shows that firms are increasingly aware of their employees’ wellbeing and mental health and the effect it can have on their performance, the culture and the overall employee experience.

“It is also interesting to note that PMI is a standard offering to all employees across firms; however, PMI alone does not provide comprehensive cover in times of need and in times of hardship. Employee benefits, such as critical illness cover and income protection, can play a major role in strengthening benefits packages. Despite this, financial wellbeing seems to be the least important concern, with greater emphasis placed on mental and physical wellbeing.

“It’s good news that more companies offer mental health support. Some though may assume their mental health provision is well catered for by PMI, but this is most often used to treat conditions rather than prevent symptoms. Companies should continue to invest in preventative care and ensure they communicate their benefits effectively to maximise support for staff.”

 

Robbie outlines five key benefit trends for asset management firms in 2024:

  • Mental health is the area of most concern and firms will be looking for solutions in 2024 to continue supporting their staff in this critical area.
  • Increasing numbers will adopt benefits technology to support a better employee experience and increase engagement with their benefits package. This goes hand in hand with improving communications.
  • More firms to offer an International PMI (iPMI) solution to their globally mobile employees. Having both a UK domestic and iPMI solution ensures firms can offer employees the most relevant medical insurance for their requirements.
  • Providing additional support outside of insured medical benefits in key areas such as menopause, mental health and private GPs will be on the rise.
  • Increasingly firms will be looking to provide benefits that “look and feel” like they are provided by larger companies while their employment comes with the advantages of working in a smaller or mid-sized company.

 

Robbie Weston adds: “Employers continue to demonstrate a commitment to providing comprehensive benefits packages to their employees. Our report reveals that asset management firms provide significantly better benefits than many other companies, although smaller firms with lower headcounts, may not offer the same range of benefits and or communicate in the same way as their larger peers.

“Most companies don’t have a communications budget. This could be an area for improvement across the sector as having a dedicated budget for communicating their benefits would help to ensure staff fully utilise and appreciate them. As the war for talent continues, firms are focusing more on the employee experience they offer and the tools they use to communicate the reward and benefit programmes. Without a proactive approach though, firms run the risk of their benefits being their best kept secret.”

 

To read the Benchmarking and Insights report in full, click here.

 

Howden has developed a range of benefits designed specifically for new or growing asset management firms. It includes all the core benefits with the added opportunity to access the market for dental, travel and other benefits. This unique offering gives start-ups the chance to match the benefits provided by their larger competitors.

Wellbeing at Work, Wellbeing News

Menstruation Friendly launches to support employers

Menstruation affects half the world’s population for a very significant part of their life. Despite this, there is a stigma attached to talking openly about menstruation, especially at work. Figures from charity Bloody Good Period show 89% of female employees have experienced anxiety or stress in the workplace, 63% want their employer to normalise the conversation about menstruation at work, 59% want their employer to provide more information to support them and 25% report the time they had to take off due to menstrual health issues has impacted their career.

As with menopause before it, breaking the taboo about menstruation in the workplace is vital to promote gender equity and ensure female colleagues feel supported and valued at work. The recently published BSI Menstruation, Menstrual Health and Menopause in the Workplace guidance (BS30416) further highlighted the importance for employers to make changes, but it can be difficult for managers to know where to start.

 

Introducing Menstruation Friendly

In direct response to requests from employers for guidance and resources, the award-winning, industry-recognised team behind Menopause Friendly – Henpicked: Menopause in the Workplace – has launched a Menstruation Friendly community to give employer members access to a comprehensive programme of on-site and online education and training resources. Taking employers step-by-step, the Menstruation Friendly membership will include:

  • Education resources (including Menopause Friendly Standards)
  • Workplace Training
  • Monthly Webinars
  • Library of ‘best practice’ policies
  • Engagement toolkits
  • Masterclasses
  • E-learning options
  • The chance to apply for The Menstruation Friendly Accreditation

“Having successfully broken the taboo around menopause in the workplace, we are keenly aware that employees and employers now want to tackle the stigma around menstruation and associated female health conditions,” says Deborah Garlick, CEO of Henpicked: Menopause In The Workplace.  “Removing the stigma around menstruation at work promotes gender equity, makes colleagues feel valued at work and allows them to have a far better chance of performing in their job to the highest level of their ability.”

 

Business reasons for being Menstruation Friendly

The business benefits of being menstruation friendly cannot be under-estimated. By supporting and nurturing their female staff, Menstruation Friendly employers will boost gender equity, increase their wellbeing, reduce absenteeism and improve productivity.  Furthermore, being menstruation friendly will help to attract and retain talent as people opt to work for an employer who cares for their welfare and demonstrates a commitment to equity.

“Our Menstruation Friendly programme seeks to change the way people think and feel about menstruation​ in the workplace,” continues Deborah. “As with menopause before it, we need to stop people feeling that they ‘just have to get on with it’ and create an environment where menstrual health issues don’t get in the way of someone achieving their potential in the workplace. Quite apart from supporting people today, by setting new standards and following best practice, employers can create a different experience for future generations.”

 

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Finance and Banking, Menopause, Menopause at work, News, Wellbeing at Work, Wellbeing News

BNP Paribas Corporate & Institutional Banking (CIB) UK awarded Menopause Friendly Accreditation

BNP Paribas Corporate & Institutional Banking (CIB) UK – provider of sustainably tailored financial services – has been awarded with The Menopause Friendly Accreditation. With a strong emphasis on risk and regulatory management for corporate and institutional clients worldwide, BNP Paribas aims to contribute to responsible and sustainable economy by financing and advising its clients according to the highest ethical standards.

BNP Paribas CIB UK has three offices in the UK: Dundee, Glasgow and London, its head office.  Its UK territory is one of over 50 countries in which CIB operates.  An employer who cares about wellbeing and understanding in the workplace, BNP Paribas is on a mission to continue to create an inclusive environment where its employees can be their best selves. They aim to ensure staff feel supported, enabling them to make informed choices that are right for them and their wellbeing.  It is this desire which led the organisation to work from being Menopause Friendly to achieving the Menopause Friendly Accreditation.

The Menopause Friendly Accreditation, established by Henpicked: Menopause in the Workplace (www.menopausefriendly.co.uk), recognises high standards and proven practices which embrace menopause in the workplace. To achieve the Menopause Friendly Accreditation, employers are assessed by an Independent Panel and must demonstrate evidence of their effectiveness in these six key areas: culture, policies and practices, training, engagement, facilities and evaluation.

In working towards accreditation, BNP Paribas highlighted three areas which have brought the most positive changes to their workforce: 

  • The implementation of a UK Menopause Policy
  • The introduction of unlimited Menopause GP appointments with HCA Roodlane Medical
  • The expansion of private medical provision to include benefit in relation to menopause symptoms

To complement these, the introduction of referral pathways between its providers Peppy & HCA Roodlane Medical, had the biggest impact on staff by creating seamless routes to care and support.

“The Menopause Friendly Accreditation provided internal recognition for the great work we have implemented within the menopause space,” says Ian Mackenzie, UK Head of Pension and Benefits. “Importantly, it also makes it clear to all staff that we are fully committed to supporting their wellbeing and take pride in providing an inclusive and caring environment.”

Ian offered advice to other organisations looking to start the journey to become Menopause Friendly, based on BNP Paribas’ experiences.  “Don’t be afraid to have gaps in your services. There is always more that can be done and we, alongside all other accredited companies, will have key areas of focus into 2024 and beyond. The accreditation process is just as much about helping you achieve your goals as well as validating any existing menopause offering.

“We were surprised at the detail of the application process,” continues Ian. “You can tell that a lot of hard work has gone in to make it as robust as possible. A key benefit of the process requiring so much evidence, is that you can take stock of what you have or don’t have in place. The whole process acts as a great gap analysis!”

Deborah Garlick, CEO and founder of Henpicked: Menopause in the Workplace, offered her congratulations, “The independent panel, which assesses all applications, was incredibly impressed by the range and depth of evidence which BNP Paribas CIB UK provided to support all the work they have been doing.  Whilst the accreditation is given to UK companies, I’m delighted to see BNP Paribas reach out to its sister territories around the world. Allowing them to be part of the learning journey, facilitate change and bring support to their employees shows tremendous vision.”