All Analysis articles – Page 12
-
AnalysisHow can employers support the work-life balance of staff on their return to the workplace?
Employers have to demonstrate that they are listening, learning, and that the wellbeing of staff remains a number one priority.There is a need to focus on the positives of returning, such as increased productivity, less loneliness and improved communication.A more dispersed workforce also requires better technology to easily access, understand ...
-
AnalysisWhat are the benefits of personalising total reward statements?
Need to know:A total reward statement (TRS) can present a huge amount of information about the employee experience, from salary and bonus to tax and National Insurance savings through benefit schemes.TRSs were traditionally printed but have evolved into digital, real-time accounts.Demonstrating the entire value of an employee’s package can increase ...
-
AnalysisHow can employers strike the right balance between financial and non-financial rewards?
Need to know:With vacancies at record levels as the economy recovers, getting the right balance between financial and non-financial rewards is more important than ever to retain and attract employees.Non-financial benefits can improve employee satisfaction, self-confidence, security, engagement and productivity.Employers need to be proactively surveying and talking to employees to ...
-
AnalysisShould employers use total reward to attract and retain the talent they need?
Need to know:Money is no longer the deal-breaker when it comes to hiring and keeping talent. Post-pandemic, employees are seeking a more holistic rewards package.A total rewards strategy must align to a firm’s unique strategic objectives and the broader employee experience.All areas of benefits can and should be promoted, and ...
-
AnalysisTop tips for introducing salary sacrifice pension schemes
A salary sacrifice pension arrangement should not be agreed if the effect of this, such as a reduction in the employee’s pay, would lead to a breach of the national minimum wage legislation. A simple step, such as giving employees full transparency on which businesses the ...
-
AnalysisHow do staff travel schemes vary around the world?
The low benefit-in-kind of just 1%, which will be capped at no more than 2% until 2025, means zero-emissions cars on a salary sacrifice scheme can be a truly affordable way of driving.Most employers have restricted travel into the office and discouraged people from travelling on public transport, but there ...
-
AnalysisHow can employers support staff who are neurodivergent?
Need to know:Neurodiversity awareness workshops can encourage employees to disclose their conditions and are a good way to start changing workplace culture.Clear, unambiguous communications are important for neurodivergent employees but also benefit the wider workforce.Technology such as noise-cancelling headphones and dictation software can help but employers must also rethink work ...
-
AnalysisHow can employer build a formal diversity, equity and inclusion (DE&I) framework?
Need to know:A diversity, equity and inclusion (DE&I) framework should start by looking at the organisation’s overall mission and identifying its key objectives.It can assess how any initiatives and benefits schemes it offers can best support the framework. A DE&I framework should be reflected in all areas of an employer’s ...
-
AnalysisWhat are the most effective ways of addressing pay gaps?
Need to know:A culture of transparency and a commitment to reporting all pay gaps within the organisation is a first step to tackling them.Sharing an action plan of next steps, for example, organisation-wide salary reviews and providing access to all pay data, builds on that transparency.The disaggregation of data will ...
-
AnalysisHow can reward and benefits drive an employer’s diversity, equity and inclusion agenda?
Need to know:Reward and benefits can help organisations achieve their diversity, equity and inclusivity (DE&I) goals.Organisations should start by reviewing existing arrangements to make sure they are not discriminatory.Benefits such as recognition schemes and financial education can also have an impact.The issue of diversity, equity and inclusivity (DE&I) has shot ...
-
AnalysisCan a reward strategy be truly agile while still delivering on an employer’s philosophy?
Employers have had to quickly amend their benefits approach to best support employees working through challenging circumstances.Recent times have shown us how important resilience is and the ability to cope with change swiftly, so why shouldn’t that translate to reward strategies as well?Constant change to an underlying philosophy would be ...
-
AnalysisTop tips for introducing fertility and pregnancy-loss support
Line managers should have additional training to help someone in their team who might be experiencing a fertility challenge or a pregnancy loss.Offering paid leave for fertility treatment and pregnancy loss is a good start, but employers should also make sure their policies include flexible working, support groups and counselling.Whatever ...
-
AnalysisHow has the pandemic changed the shape of Christmas incentives and rewards?
Need to know:Employers are taking a more personalised and imaginative approach to gifts this Christmas. Think pamper days, bespoke hampers and personalised gift cards.This year, many employers will be using the budget they would have spent on Christmas parties on rewards and gifts.Many are also offering blended rewards, combining high ...
-
AnalysisWhat role do employers play in protecting staff from pension scams?
Need to know:Pension scheme trustees will soon have a new obligation to assess transfers for fraud.If a red flag has been identified, the transfer can be stopped.Every transferring member must receive Pension Wise guidance, or actively opt out.Employers can do much to educate employees using websites such as ScamSmart.Pension schemes ...
-
Analysis
Infographic: Group risk benefits engagement in numbers
!function(e,i,n,s){var t="InfogramEmbeds",d=e.getElementsByTagName("script")[0];if(window[t]&&window[t].initialized)window[t].process&&window[t].process();else if(!e.getElementById(n)){var o=e.createElement("script");o.async=1,o.id=n,o.src="https://e.infogram.com/js/dist/embed-loader-min.js",d.parentNode.insertBefore(o,d)}}(document,0,"infogram-async");Group risk engagement in numbers 2021Infogram
-
AnalysisDo group risk benefits need a different communications approach?
Need to know:Too much technical information is a turn-off when it comes to raising awareness of group risk benefits.Focusing on the embedded health and wellbeing services enables employers to communicate group risk regularly and with messages that will be relevant to more employees.Simple steps such as changing a group risk ...
-
AnalysisHow benefits technology can support the changing saving needs of employees
Need to know:Digital technology is transforming the workplace savings field by giving employees better control of their finances, and access to the support they need to manage them more prudently.When providing employees with financial education, little and often as opposed to information overload is the most effective way of helping ...
-
AnalysisTop tips for introducing a financial aid fund
Education and financial coaching can help address underlying symptoms of financial stress for some staff.Being able to access immediate and practical support will not just help employees financially, but will also better their emotional wellbeing and improve their quality of life.The end goal of a financial aid fund should be ...
-
AnalysisWhat are the challenges and benefits of introducing the living wage?
Employers can use paying the living wage as a recruitment or retention tool to make them an attractive organisation.For those employees who are paid the living wage, it can mean the difference between being able to afford the things they need for a decent standard of living or not.As the ...
-
AnalysisWhat employee engagement lessons can the UK learn from across the globe?
To engage the employees they lead, managers themselves need to feel engaged, otherwise it will prove difficult to sustain high levels of team engagement.Gaining advantage through employee engagement involves challenging previously held assumptions and accepting that employees want to show up to work for reasons beyond salary alone.Find ways to ...