All Analysis articles – Page 45
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AnalysisQuirky ways to communicate health and wellbeing benefits
Need to know:Creating memories for employees when introducing or revamping health benefits can encourage take-up and increase awareness.Encouraging a sense of competition can boost engagement with certain health and wellbeing benefits.Thinking outside the box to transform traditional communication can make a benefit stand out.Employers are increasingly recognising the importance of ...
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AnalysisWhat role do healthcare trusts play in a modern health and wellbeing strategy?
Need to know:Healthcare trusts can provide an alternative to private medical insurance (PMI) where the employer is in control of the benefits schedule.A trust can be part of an overall health and wellbeing strategy, encompassing benefits such as employee assistance programmes (EAPs) and health screening.Healthcare trusts may become more attractive ...
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AnalysisThe latest trends in health cash plans
Need to know:Providers are expanding the cash plan offering to offer a broader range of treatments and services.Cash plan design is becoming more flexible to help employers better manage their health budgets.Health cash plans could offer a cost-effective alternative to private medical insurance for some employers, following the insurance premium ...
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AnalysisHow to stay engaged with mental health issues
Need to know:Managers have an important role to play in addressing mental health in the workplace, but this cannot be the only line of support.Making a visible commitment to mental wellbeing can help tackle the stigma surrounding mental ill health.Best-practice sharing, collaboration, and drawing on employee feedback can help employers ...
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AnalysisHow to maximise CSR policies through benefits
Need to know:Corporate social responsibility (CSR) policies allow employers to highlight important values to staff.Employers can promote their CSR policies through certain benefits provision.CSR strategies are most effective when they are connected to the organisation as a business and an employer.Employers take corporate social responsibility (CSR) policies seriously, and employees ...
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AnalysisWhat is driving employers' flexible benefits strategies?
Need to know:Any flexible benefit scheme should factor in both employee and employer needs.Technology and administration requirements also need to be considered.Businesses should also think about the frequency of enrolment windows.Find out why flexibility is vital for the modern workforce at Employee Benefits Live 2016 on 11 October at Olympia ...
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AnalysisHow to engage the 30- to 40-year-old generation with retirement savings
If you read nothing else, read this...The 30-40 age group still has time to make up a pension saving shortfall, but delaying past 40 makes the task much more difficult.The first step in encouraging this group to save more is to explain the tax advantages of pensions, the paucity of ...
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AnalysisTop tips for running a successful winter wellbeing promotion
If you read nothing else, read this… Employers must make sure their winter wellbeing provision is part of an overall wellbeing strategy. To ensure take-up, the initiatives offered by organisations should appeal to staff. Essentials such as encouraging healthy eating and exercise should be utilised.As the evenings grow longer and ...
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AnalysisHow is the management of global reward changing?
If you read nothing else, read this…Employers are increasingly establishing governance teams and appointing global benefits brokers to work with their benefits teams.Growth in technology, especially smartphones, has boosted the communication of global benefits programmes, but this can still be a challenge.Employees are looking for more benefits that improve their ...
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AnalysisAre employers returning to a paternalistic benefits approach?
If you read nothing else, read this...The traditional paternalistic benefits approach, which is based upon employees staying in a job for life, is considered to be expensive and outdated.Benefits strategies have moved towards the approach of offering employees choice and control over their own benefits package.The new paternalism landscape empowers ...
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AnalysisHow to deliver a cost-effective emergency childcare strategy
If you read nothing else, read this… Employers must carefully communicate emergency childcare benefits to staff. Making employees aware of their emergency childcare options is pivotal to cutting costs. Emergency childcare provision can support employees with childcare commitments and help organisations to retain talent in the workplace.Emergency childcare services can ...
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AnalysisWhy employers should communicate the value of group risk benefits to staff
Need to know: Communicating group risk benefits can drive appreciation and engagement with the benefit It can raise awareness of how staff can use the benefits for key life events Employers can use communication materials offered by their group risk insurance providersWith the state welfare purse strings drawing ever tighter, ...
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AnalysisGroup risk trends at a glance
Key points: As big data rises up the agenda, a uniform approach towards data gathering and sharing will enable employers and industry to make the most effective use of the insights it can offer. Services that support the changing needs of employees throughout their working lives could help to address ...
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AnalysisHow to cut the cost of flex without cutting corners
If you read nothing else, read this… It can be tricky for employers to find the balance between overspending on flex and not offering suitable benefits. Employers can utilise technology to enhance their flexible benefits. Flexible benefits reviews can help organisations ensure their benefits package remains competitive.Cost is often cited ...
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AnalysisHow integrated to the workplace should an employee’s finances be?
If you read nothing else, read this…Workplace savings platforms allow employees to bring together their financial products to give them an overview and insight into their wealth.While some platforms offer access to a range of savings and investment products, others allow employees to pull together different products, including current accounts, ...
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AnalysisHow can group risk benefits support staff wellbeing?
If you read nothing else, read this…Initiatives that demonstrate employers are putting mental wellbeing on the agenda can encourage more open dialogue about mental health in the workplace.Employers can incorporate a preventative approach within health and wellbeing strategies by utilising the aditional services offered through group risk provision.Early notification can ...
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AnalysisHow can providers and advisers help employers to develop a group risk strategy?
If you read nothing else read this…Discussing benefits outside of the renewal cycle allows time for more in-depth strategic considerations.Group risk providers offer a range of additional services alongside core products that can help employers support their staff.Employers can draw on the combined expertise of advisers and providers to develop ...
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AnalysisCommunicating the value of group risk benefits
If you read nothing else, read this…To feel the full value of group risk benefits, employers should be aware of the advantages such benefits provide and the range of additional services that are available.An effective communications strategy will utilise a range of channels that reflect how employees want their benefits ...
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AnalysisHow to avoid the pitfalls of pensions auto-re-enrolment
If you read nothing else, read this… Employers must auto re-enrol their eligible staff in a six-month window around the anniversary of their original staging date. The government has introduced some exclusions to avoid duplication of effort regarding staff who have stepped away from the pension scheme within the last ...
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AnalysisHow to develop a benefits strategy post merger or acquisition
If you read nothing else, read this…The volume of mergers and acquisitions is growing, meaning more HR and benefits teams are having to think about integrating different benefits propositions.Whereas once organisations would leave the benefits of an acquired or merged business alone, this is now less common.If employers do decide ...