All Case studies articles – Page 48
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Case StudiesNHBC uses group risk benefits to prepare for the future
Employees receive group life insurance if they are part of the homeowners insurance firm’s group personal pension (GPP) scheme. The insurance policy consists of four times the employee’s annual salary to be passed onto dependants. Dependants of employees who are not a member of the pension scheme receive one year’s ...
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Case StudiesWelcome Break plans for smooth pensions re-enrolment
The motorway service operator began planning for its initial auto-enrolment six months prior to its staging date in June 2013, and found that by working with advisory service Aspira it was able to ensure a relatively smooth operation once the first contributions were made.Welcome Break operates two pension schemes for ...
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Case StudiesHyde Group builds employee engagement with benefits strategy
Hyde’s external brand is strongly associated with its internal brand, with reward linked to the organisation’s goal of ‘making a lasting difference’ to both residents in the 50,000 homes it owns and manages and the people it employs. Employees have had a constant say in Hyde’s benefits offering through its ...
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Case StudiesBalreed boosts cancer awareness at work
The programme, provided by HealthScreen UK, offered male staff over the age of 40 a free prostate-specific antigen (PSA) test following a workshop. Invitations were extended to family and friends of female staff, as well as to men under 40.The organisation created its ‘Be A Hero’ campaign when its managing ...
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Case StudiesThe benefits offered by Hyde Group
Pension:Trust-based defined contribution pension scheme, with the option to make contributions via a salary sacrifice arrangement available via flexContribution rates are set at 1%, 3%, 4% or 5%, which are doubled by the employer. Employees can pay more but employer contribution is capped at 10%A number of legacy trust-based defined ...
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Case StudiesCapital One develops proposition to become a destination employer
Its vision of ‘making lives better’ underpins everything the employer does, having gone on a journey of rebuilding trust between the business, leadership, management and its employees.Karen Bowes, vice-president of international HR and sustainability at Capital One, says: “It is hard to compete with employers with a big external brand ...
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Case StudiesUKTV creates ideas culture to attract and retain employees
The TV broadcaster builds on this strategy to become a destination employer for top talent. It operates a strong focus on reward and recognition with three schemes to incentivise people to be creative, including a peer nomination scheme, on-the-spot thank yous from manangers and an employee awards ceremony.It also offers ...
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Case StudiesLuton Borough Council supports staff through the pledge
The council started to implement a number of initiatives to boost its workforce’s wellness in 2012, such as: health checks with referrals to specialist support for weight loss and improved physical activity, training for staff around managing employee sickness and supporting returns to work, mental health first-aid courses, monthly challenges ...
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Case Studies?BuroHappold Engineering taps into technology for global communications
The international engineering consultancy operates in around 24 offices around the world and so keeping employees up to date and aware of their benefits package is challenging. With engineers on site, for example, working on ancient sand palaces in Riyadh, the organisation has developed a global intranet with a mobile ...
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Case Studies
Santander communicates through defined benefit pension changes
The banking firm closed its defined benefit (DB) pension scheme in 2002 to new hires although the scheme still has some 5,000 employee members.Its objective was to manage and reduce the scheme’s financial risk to the bank. Instead of closing to future accrual, it took the decision to implement a ...
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Case StudiesThe employee benefits offered by McDonald’s Restaurants
Pension:Defined contribution scheme for all salaried employees. Staff can contribute a minimum of 3% and receive matching employer contributions on a 1:1, 1.5:1 or 2:1 ratio depending on age and length of service, to a maximum employer contribution of 10%. Salaried employees who do not wish to contribute 3% will ...
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Case StudiesMcDonald's Restaurants puts motivation and reward at heart of business strategy
The organisation has boosted performance and productivity by ensuring all of its reward programmes are aligned to its business strategy. The employer was recognised for its approach in 2012, when it won an Employee Benefits Award for best alignment of benefits to the business strategy, and in the years since ...
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Case StudiesVodafone supports employee demand for flexible working
The ability to work flexibly is one of three demands being presented by employees coming into the workforce that Vodafone has identified and addressed, along with a flexible working environment and a work space within this location that is as collaborative and innovative as possible.For example, none of the staff ...
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Case StudiesAxa includes a range of benefits for staff travel
The insurer has a comprehensive company car policy, which offers all its employees the opportunity to have a company car, using three funding methods: employee car ownership, contract hire and a salary sacrifice arrangement.It also offers a number of other travel-related benefits such as a cash allowance towards the cost ...
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Case StudiesCarlsberg offers staff a refreshing approach to total reward
Nick Court, reward manager at brewing firm Carlsberg, believes that actively meeting staff is what makes benefits professionals understand what employees want and need in terms of total reward.He says: ”Total reward is more than just pay, it is a combination of pay, benefits, culture, learning and development.”Total reward at ...
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Case StudiesNexen wins buy-in for new flexible benefits technology
It also had to agree with directors the move to outsourcing benefits.The moves were designed to help employees get a greater understanding of the benefits the organisation offered and to open up its benefits to be more flexible for staff, moving away from an annual flex window to enable staff ...
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Case StudiesMarks and Spencer takes a mixed approach to staff motivation
With 75,000 employees across more than 800 UK stores, M&S uses traditional cost-cutting methods and technology to engage staff. For example, its internal social media network Yammer helps bring workers together, as well as congratulate them for hard work.Throughout February 2015, 15,000 M&S staff were in conversation across the Yammer ...
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Case StudiesCiti introduces shared parental leave to equalise support for working parents
The result is a package that offers up to 26 weeks’ fully-paid SPL for each working parent planning to share leave with their partner.Carolanne Minashi, head of diversity, employee relations and employee engagement at Citi, says: “We ended up with a policy massively governed by our intention and priority around ...
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Case StudiesHertfordshire County Council uses rehab benefits to control absence
The council offers benefits such as an onsite occupational health unit and rapid referrals from line managers, which also help the organisation to understand underlying issues or changes in an employee’s illness. The employee is then referred to their GP and contacted by their line manager bi-weekly.Each case is treated ...
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Case StudiesThe benefits offered by Arup
PensionTrust-based defined contribution scheme with 96% take-up. Employees contribute 2% to 6% of salary, and Arup double matches employee contributions up to a maximum of 12%. Healthcare and wellbeingPrivate medical insurance: core and upgrade available through flex.Employee counselling.Health screening.Occupational health.Free flu vaccinations.Eyecare.Dental.Discounted gym membership.Group riskLife assurance at four-times salary.Income protection.Critical ...