case studies – Page 2
-
Case StudiesOvo Energy targets employee financial wellbeing with benefits strategy
Utilities provider Ovo Energy has experienced a sharp growth trajectory over the 10 years it has been operating, and as such, has created a benefits strategy that can both meet the needs of a fairly young workforce, while also supporting a talent management strategy that focuses on attracting and retaining ...
-
Case StudiesCGI UK uses share purchase scheme to engage employees
Information technology organisation CGI UK uses an employee share purchase scheme to engage and motivate its 6,000 UK-based employees, creating an organisational culture of ownership and belonging.The share plan has been a facet of the global benefits package since the organisation was founded around 42 years ago, and was introduced ...
-
Case StudiesThe benefits offered by CGI UK
The benefits offered by CGI UK:Pensions, pay and group riskA contract-based group personal pension (GPP), defined contribution (DC) scheme is used for auto-enrolment when employees reach two months of service. Minimum contributions are 9%, with at least 3% contributed by employees and 6% provided by CGI UK. This increases depending ...
-
Case StudiesRoyal Mail delivers financial wellbeing focus to support employee health
Between March and April 2019, national postal and courier organisation Royal Mail introduced a focus on financial wellbeing to better support its 140,000 staff and mitigate the effects that financial difficulties could have on employees’ overall wellbeing.Ian Dockerill, employee share plans and benefits manager at Royal Mail, explains: “We were ...
-
Case StudiesThe benefits offered by Royal Mail
The benefits offered by Royal Mail:Pensions, pay and group riskRoyal Mail's defined benefit (DB) pension scheme was closed to new members in March 2008 and new employees are provided with a defined contribution (DC) pension. The DB arrangement closed to future accrual in March 2018; members of this scheme have ...
-
Case StudiesThe Phoenix Group places wellbeing at the centre of benefits strategy
After an acquisition in September 2018 that saw life fund consolidator The Phoenix Group grow from 800 to around 4,300 employees in the UK, the organisation set out to ensure that benefits provisions are clearly aligned, and that there is a strong emphasis on employee wellbeing.Although the acquisition of Standard ...
-
Case StudiesThe benefits offered by The Phoenix Group
The benefits offered by The Phoenix Group, excluding Standard Life Assurance:Pension and protectionFor auto-enrolment purposes, The Phoenix Group provides a defined contribution (DC) pension scheme, matching employee contributions up to 5%. From April 2019, employees contribute a minimum of 2% of their base salary and the organisation contributes 5%, in ...
-
Case StudiesSiemens changes pension structure ahead of 2019’s auto-enrolment increases
Ahead of the auto-enrolment minimum contribution changes in April 2019, global technology organisation Siemens amended its defined contribution (DC) structure with a view to creating behavioural change.Siemens, which employs 15,000 staff in the UK overall, 11,000 of whom are enrolled in the pension scheme, now offers enhanced matching contributions based ...
-
Case StudiesSevern Trent Water places strong focus on health and wellbeing of employees
Severn Trent Water has positioned its benefits strategy to place a strong focus on the health, wellbeing and engagement of its 6,500 UK and Ireland-based employees.The organisation launched a virtual GP service in December 2018, available through its health cash plan and its contractual private medical insurance (PMI), in order ...
-
Case StudiesThe benefits offered by Severn Trent Water
The benefits offered by Severn Trent Water:Pension, protection and payA defined contribution (DC) pension scheme for all employees, offering 2:1 matching contributions and a maximum 15% employer contribution.Group income protection, available for all staff on an employer-funded basis. This operates on a phased reduction model: once an employee's sick pay ...
-
Case StudiesStone Junction offers flexible reward to support employees' work-life balance
Specialist technological PR agency Stone Junction was established in 2016, at which point founder and managing director Richard Stone created a system of clearly defined, personalised objectives for each member of staff. This system allows employees to progress through salary scales and gain promotions by achieving set goals.As a result, ...
-
Case StudiesMundipharma updates group risk benefits to increase employee choice and flexibility
Pharmaceutical organisation Mundipharma updated its group risk benefits in April 2016, in order to afford its 1,000 employees more flexibility around their coverage while mitigating increasing costs.Mundipharma provides two group risk benefits: group life insurance and group income protection. Both schemes were redesigned when the organisation introduced flexible benefits in ...
-
Case StudiesThe benefits offered by Equifax
The benefits offered by Equifax:Pension and group riskDefined contribution, salary sacrifice pension scheme for all employees. From April 2019, those contributing 3% into their pension direct from salary will receive a 5% contribution from Equifax; if employees contribute 4%, Equifax will contribute 6% and if they contribute 5%, it will ...
-
Case StudiesAspen Insurance uses online financial education to prepare staff for new financial benefits
Global organisation Aspen Insurance launched an online financial education programme for its 700 UK employees in May 2018, to help equip staff to make relevant financial decisions prior to the implementation of new financial flexible benefits in June 2018.The programme, provided by Nudge, allows employees access to a personalised online ...
-
Case StudiesThe benefits offered by Weetabix Food Company
The benefits offered by Weetabix Food Company:Pension and group riskDefined contribution group personal pension plan, available for all employees alongside pre-existing defined benefit scheme, which closed in 2013.Healthcare and wellbeingPrivate medical insurance, employer-funded for all employees. Available for employees' family members as a flexible benefit.Dental insurance, employer-funded for all employees ...
-
Case StudiesPageGroup incentivises employees to find out more about their flexible benefits package
Recruitment organisation PageGroup has found a fun way of promoting its flexible benefits offering to all 1,500 of its employees, across 25 UK locations.The organisation decided that just inviting staff to a presentation to find out more about the flexible benefits package was not tempting enough, so it entered every ...
-
Case StudiesThe benefits offered by Kier Group
The workplace benefits offered by Kier GroupPension and financial benefitsA defined contribution (DC) master trust open to all employees, with matching contributions up to 7.5%.Sharesave and share incentive plan (Sip) open to all employees.Financial education.Healthcare and wellbeingPrivate medical insurance dependent on grade.Eyecare: employees can claim back the cost of an ...
-
Case StudiesKier Group develops reward and benefits in line with business growth
Having gone through a period of considerable change in the last five years, construction, property and services organisation, Kier Group aims to be as flexible as possible with its reward and benefits offering.The organisation has developed from regionalised construction businesses to a national business, which has included the acquisition of ...
-
Case StudiesSiemens UK launches benefits platform to align with business digitalisation
Global technology organisation Siemens has launched a new benefits platform for its 15,000 UK and Ireland-based employees in order to align its benefits technology with the organisation’s overall business focus on digitalisation.Heike Avramovic, head of reward for UK and Ireland at Siemens, says: “It’s about culture, and the culture needs ...
-
Case StudiesHermes to design new benefits strategy based on employee feedback
Hermes is looking to its 2,473 employees to direct a reward and HR transformation. The logistics organisation has designed a continuous employee feedback programme that it will use to create a new benefits approach specifically tailored to the wants and needs of its workforce.Jill Maples, HR director at Hermes, says: ...
- Previous Page
- Page1
- Page2
- Page3
- Next Page