#EBAsks answers key healthcare benefits questions


The inaugural Employee Benefits Twitter takeover took place on 10 March in partnership with Johnson Fleming.

A number of questions were asked and answered on Maximising the value of your protection, health and wellbeing benefits Winter School tutorial video by Angela Jones, senior consultant at Johnson Fleming.

The event took place between 1pm and 2pm on the @EmployeeBenefit Twitter account.

If you missed the event, here is a round up of the all important questions and answers:

Employee Benefits (EB): @JohnsonFleming How often should health and protection benefits be audited and reviewed? #EBAsks

Johnson Fleming (JF): @EmployeeBenefit #EBAsks Rates are generally guaranteed for two years, which will automatically trigger a review. However, it may be appropriate to review benefits if there are changes within the business or market generally. Good governance would be to conduct an audit every two to four years. 

EB: @JohnsonFleming Who should be involved in auditing health and protection benefits? #EBAsks

JF: @EmployeeBenefit #EBAsks All parties that take part in the decision making process relating to the benefits in question should be involved, for example finance, reward and HR professionals as appropriate. It really depends on the business structure and benefit. This is because every business is different.

EB: @JohnsonFleming If an audit shows employers can get a better deal, what is the next step? #EBAsks

JF: @EmployeeBenefit #EBAsks Ensure terms quoted meet any contractual obligations and benefit promises made to employees, insurer caveats are answered and cover is on a like-for-like basis. Negotiate final terms and ensure cover for all existing employees will be in place prior to any benefit switch.

EB: @JohnsonFleming what should employers look for when selecting a #healthcare #benefits or protection provider? #EBAsks

JF: @EmployeeBenefit #EBAsks They need to look for a provider that they feel comfortable with and that they can establish a great working relationship [with]. In addition to providing a competitive service proposition, meeting the business needs from both a budget and service perspective, as well as providing comprehensive cover for employees, is paramount.

EB: @JohnsonFleming What are the key elements for a successful tender process? #EBAsks

JF: @EmployeeBenefit #EBAsks Having a full understanding of the business, its structure and workforce in addition to the benefit provisions in place and future benefit aspirations, whilst being aware of budgetary restrictions.

EB: @JohnsonFleming What are the best #rehabilitation #benefits to offer for staff? #EBAsks

JF: #EBAsks It depends on the nature of the business. For example, if a company has a high occurrence of musculoskeletal absence, physiotherapy may be appropriate, or if high absence is in relation to stress then face-to-face counselling or CBT [cognitive behavioural therapy] may be more appropriate. The benefit needs to be tailored to a business’s individual needs. This can sometimes be determined by industry sector, or by carrying out a full audit of [an employer’s] absence records. This is something that @JohnsonFleming can help with.

EB: @JohnsonFleming Are there any benefits in replacing group income protection benefits with critical illness cover? #EBAsks

JF: @EmployeeBenefit #EBAsks The benefits are completely different. For more information about this, take a look at our guides: goo.gl/qwnw46 (critical illness insurance), goo.gl/PBPf56 (group income protection). We hope this provides you with a clear understanding of the differences between the two products.

EB: @JohnsonFleming How should employers engage with, and get the most from, the new Fit For Work Service? #EBAsks

JF: @EmployeeBenefit #EBAsks Full details are available on this websit: fitforwork.org It is important to use this service to complement your existing benefits offering, as it is possible in some cases that the benefits you have in place may be better suited or more appropriate to your business needs and that of the absentee, as every case will be different.

EB: @JohnsonFleming How can employers measure the success of their #health and #protection #benefits? #EBAsks

JF: @EmployeeBenefit #EBAsks By the understanding and appreciation employees have of the benefits provided to them. Also, this can be measured by the premium spend associated to the benefits and potential savings from having an effective benefit structure. Find out how we can help you achieve this from a #communications perspective – click here goo.gl/RkJgqT.