www.employeebenefits.co.uk January 2015 I £6.95
ALIGNING REWARD WITH BUSINESS STRATEGY
Inspiring choices Motivation tactics for the new year
Wellbeing channel Discovery Networks tunes into staff health
Financial education supplement Pension changes spur need for knowledge
ROLE OF MANY COLOURS Why employers want benefi ts generalists rather than reward and pension specialists
EBC_0115 1 12/12/2014 15:21 EB_0115_002_Specsavers_FP.ps 2 03/12/2014 17:39 @ www.employeebenefi ts.co.uk CONTENTS
IN THIS ISSUE LEADER
Briefi ng 5 Tax and legislation 6 Benefi ts professionals Events 9 Interactive 10 need wider skillsets The big question 11
Stress in numbers 13 An almost constant evolution of business strategy in response to the Cover story 14 economic climate, the need to identify new revenue streams and a Why do employers want benefi ts requirement to keep up with market developments are all part and parcel generalists rather than reward of today’s business world. And with this comes the need for different employee skillsets. and pension specialists? As a result, over the past few years, many of us will have seen our jobs change, and in many Cars 21 cases expand, to support the evolution of our employer. How to boost take-up of a For some benefi ts professionals, this will have involved taking on an internationally focused role salary sacrifi ce car scheme for the fi rst time. For others, it will have meant evolving from a specialist benefi ts role, for Flexible benefi ts 22 example focusing on pensions or health and wellbeing perks, to a more generalist role covering Technology will play a vital role a much broader range of benefi ts. Our cover feature this month (Wider spectrum, page 14) in future fl ex developments delves into this trend. The numerous pension changes we have witnessed over the past Pensions 25 The sheer volume Employees face a race to get few years are just one of the drivers of this trend. The move from ready for pension reforms defi ned benefi t to defi ned contribution pension schemes has led to of work around Motivation 28 many pensions professionals taking on a broader benefi ts remit as pensions has Battle plan to motivate their pensions workload has become lighter. made it necessary employees in the new year On the other hand, the sheer volume of work around pensions for many benefi ts in recent years has made it necessary for many benefi ts Healthcare 33 professionals to expand their remit and knowledge to professionals to Supporting staff with include pensions. expand their remit musculoskeletal disorders One way that reward and benefi ts professionals are being Employer profi le 36 recommended to expand their knowledge base (although this certainly applies in other industries, Discovery Networks focuses on too) is by attending industry conferences and networking events. At the risk of straying into the workforce health and wellbeing realms of self-promotion, those of you who are looking to do so may be interested in attending Buyer’s guide 39 Employee Benefi ts Connect on 4 March in London. I Employee assistance programmes The day-long event will focus on future market trends to stimulate inspirational thinking around Confessions 42 key benefi ts areas. Roundtable discussions, meanwhile, will give delegates the opportunity to Contact directory 43 network and delve further into these ideas with their peers and our expert industry sponsors. Key service providers I hope to see you there.
Debbie Lovewell-Tuck, Editor Follow on Twitter: @DebbieLovewell
Editor Debbie Lovewell-Tuck [email protected] Associate editor Clare Social media Bettelley [email protected] Reporters Robert Crawford robert.crawford@centaur. co.uk, Marianne Calnan [email protected] Art editor Mark Richardson, [email protected] Sub editor Bob Wells Contributors Sam Barrett, Alison Coleman, Andrea Finney, Howard Gannaway, Nick Martindale Commercial manager David D’Souza david. Follow us on Twitter.com for
SUPPLEMENT [email protected] Business development manager Barry Davidson barry.davidson@ breaking news:
January 2015 Account manager Media sales twitter.com/employeebenefi t FINANCIAL centaur.co.uk Luke Roberts [email protected] EDUCATION executive Adrian St John [email protected] Event director Juliette Losardo juliette. 3 [email protected] Account manager Richard York [email protected] Centaur NUMBERS GAME Education plans HR portfolio director Beth Pedersen [email protected] PA to directors Alice 4facts and fi gures Like us on Facebook: Look for our HELPING HAND Gerard-Pearse [email protected] Group marketing manager Rochelle Guidance eases 6pressure on staff Jayawardena Group production manager Wendy Goodbun [email protected] ‘Employee Benefi ts’ page WINNING WAYS What goes into an 11eff ective strategy? Cover photo Jacko UP TO SPEED What HR staff 14need to know TOP TIPS How to get the Employee Benefi ts Subscriptions 020 7292 3719 message across Sponsored by Wells Point, 79 Wells Street, London W1T 3QN Editorial queries/press releases email Join our Linkedin group by Tel 020 7970 4000 [email protected] searching EmployeeBenefi ts Supplement: Fax 020 7943 8094 Web www.employeebenefi ts.co.uk Financial education
www.employeebenefi ts.co.uk I January 2015 I 3
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EB_1214_002_TheAA_FP.ps 2 17/11/2014 16:09 BRIEFING
SUPPLIERS TOP 15 MOST VISITED Benefi ts market consolidates STORIES ON THE WEB
Robert Crawford has become a product provider.” Consolidation of the benefi ts In December, Aviva and Friends Life market is seen as good news for Government to simplify fi nalised the terms and conditions benefi ts professionals. 1 auto-enrolment of a proposed £5.6 billion merger. Hugh Nolan, chief actuary at JLT legislation bit.ly/1yc4W2C The deal will create the UK’s Employee Benefi ts, part of the JLT Lloyds Banking Group largest insurance and savings Group, which acquired Alexander 2 staff to receive back pay business, serving more than 16 Forbes Consultants and Actuaries in bit.ly/1p5uJv4 million customers. October 2012, said: “While Government to go ahead According to Aviva chairman John consolidation obviously reduces the 3 with OTS benefi ts McFarlane, the deal will consolidate Employee Benefi ts in June and overall number of players in the simplifi cation reforms the organisation’s market-leading Arthur J Gallagher taking over market, whether employee benefi ts bit.ly/1w29dL0 position in the UK and allow a much The Oval Group. or insurance, both markets still have Deloitte, PWC and Shell to stronger dividend fl ow and balance There are number of reasons plenty of competition and choice.” 4 offer enhanced paternity sheet position than would have behind such deals, including Integrated product and service packages bit.ly/1xP0OYP been possible otherwise. improvements in the economy offerings may also provide better Also in December, Sodexo helping to create the right climate value for money, as well as fewer Is benefi ts benchmarking 5 still relevant? acquired incentive and recognition for consolidation. competing products for bit.ly/1vTxDDl provider Motivcom, which owns Jon Bryant, London area director organisations to choose from. brands including P&MM Employee at Aon Employee Benefi ts, Meanwhile, for providers, the Higher-rate tax threshold Benefi ts, AYMTM, Allsave, Filmology attributed the consolidation to obvious business benefi ts arising 6 to rise bit.ly/1s42oav and The Voucher Shop. regulatory changes, such as from mergers are greater brand Jaguar Land Rover strikes The deal means Sodexo will now pensions auto-enrolment and the recognition and better economies 7 pay deal with staff be able to offer a wider range of Retail Distribution Review (RDR). of scale, which are reasons why bit.ly/1FNA3aN programmes, including recognition, “The market is also changing,” he consolidation is likely to continue. Employers should act employee benefi ts, sales said. “Post auto-enrolment and JLT’s Nolan added: “With credit 8 now to manage holiday promotions and incentives. post-RDR, there has been a blurring likely to remain cheap for some pay bit.ly/1yDqS9D Some consolidation also of the lines in some areas. For time and confi dence in the took place in the intermediary example, Aviva and Friends Life economy steadily increasing, 9 Fujitsu to pilot emotional market during 2014, with Aon are becoming broadly like consolidation deals may continue to resilience programme bit.ly/1vvuR8y completing its acquisition of Lorica intermediaries and Aon, post-Lorica, emerge over the coming months.” Autumn Statement’s BETTELLEY’S BROODING Follow Clare Bettelley on Twitter: @ClareBenefi ts 10 impact on benefi ts bit.ly/1vqVM5w Consolidationtion and Sodexo’s £41 million wellbeing space, so how A reduction in the B&Q keeps reward simple in the takeover of incentive do employers choose number of market 11 bit.ly/1tYjb8T benefi ts and recognition between A and B? It’s players may also make market is a Becton Dickinson provider Motivcom. like searching for a beauty parades for good thingg 12 personalises fi nancial For many benefi ts needle in a haystack.” provider appointments education bit.ly/1p2makE Clare Bettelley professionals, The proliferation of less labour-intensive, consolidation cannot benefi ts providers in and even encourage What does group risk 13 benefi ts provision of come soon enough to some market sectors employers to become the future look like? A fl urry of mergers and help tackle market results, in part, from a more proactive in bit.ly/1vatydo acquisitions worked saturation, particularly in move by some keeping their benefi ts their way through the the healthcare arena. organisations to fresh and aligned to Caring Homes Group 14 launches voluntary benefi ts market in 2014, As Jackie Buttery, an reposition themselves employees’ needs. benefi ts plan with the most recent independent benefi ts to stay in business after Benefi ts professionals bit.ly/15ZlggP making for an eventful consultant, said at the regulatory changes. who fear provider end to the business year. exclusive Employee Hopefully, market monopolies should take 63% of FTSE 100 staff 15 interested in shared Two higher-profi le Benefi ts/Aon 100 Club consolidation should heart from the bigger parental leave deals saw insurance thinktank debate: “There streamline product product and service bit.ly/1AmBZXv giant Aviva’s £5.6 billion are so many one-man choice and reduce ranges that enlarged takeover of Friends Life bands in the health and employers’ costs. providers will offer. 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www.employeebenefi ts.co.uk I January 2015 I 5
EB_0115 5 12/12/2014 15:04 TAX AND LEGISLATION @ www.employeebenefi ts.co.uk/compliance
The latest information on legislation and tax issues affecting employee benefi ts, including key measures in the Chancellor’s Autumn Statement, taxation of death benefi ts and a round-up of compliance matters
LEGISLATION ADVICE FROM THE EXPERTS Autumn Statement key points Marianne Calnan Richard Kandler is a pensions counsel Measures announced by Chancellor George at Linklaters Osborne in the 2014 Autumn Statement included simplifi cation of the taxation of employee benefi ts and expenses, investment in mental health, the Changes to the taxation abolition of the ‘death tax’ and annuity changes, a of death benefi ts fuel duty update, partners inheriting the tax benefi ts of individual savings accounts (Isas) and In his Autumn Statement, the Chancellor changes to the higher-rate tax threshold. announced that, from 6 April 2015, The Chancellor said the government had benefi ciaries of individuals who die under accepted 51 of 58 recommendations made by the the age of 75 with a joint life or guaranteed Offi ce of Tax Simplifi cation (OTS) that are aimed at term annuity will be able to receive future making the taxation of employee benefi ts and payments from those policies tax-free. expenses more straightforward. This will help to The changes do not affect either the reduce the administrative burden on employers, inheritance tax or lifetime allowance (LTA) saving an estimated £20 million a year nationally. This equalisation of ‘death taxes’ for annuities positions, but they do ease the burden of Alastair Kendrick, tax director at MHA MacIntyre and income drawdown means more people can the current 55% ‘special tax charge’. Hudson, said: “We welcome the government’s take advantage of annuity risk-sharing. For payments made before 6 April 2015, commitment to implement many of the OTS Tom McPhail, head of pensions research at the current law continues to apply as recommendations, but surely we want to know Hargreaves Lansdown, said: “Confi rmation that follows. If the member dies before reaching when these changes will take place.” death benefi ts paid from annuities will enjoy the age 75, the question of whether there is a The Chancellor also announced fuel duty will be same tax treatment as income drawdown is a special tax charge depends on whether the frozen and the government will invest £3 million welcome equalisation of the new rules. It means lump sum is tested against their LTA. to expand existing psychological work and investors will not be penalised for selecting the If the benefi t is tested against the wellbeing pilot schemes. security and effi ciency that an annuity offers.” member’s LTA, it does not attract a special He confi rmed the abolition of the 55% tax The Chancellor also announced that the income tax charge. If it is not tested, the special tax charge levied on benefi ciaries of individuals who tax personal allowance will rise to £10,600 from charge applies. This applies to lump sums die under the age of 75 with a joint life or April 2015, slightly more than the increase of on death after reaching age 75. Where the guaranteed term annuity. Benefi ciaries will be able £10,500 announced in the Queen’s Speech in June. charge applies, it is calculated as 55% of to receive any future payments from such policies Also from April 2015, if an Isa holder in a the lump-sum death benefi t. tax-free if no payments have been made to the marriage or civil partnership dies, their spouse or But when the reforms come into force, benefi ciary before 6 April 2015. civil partner will inherit the Isa tax benefi ts. for payments made on or after 6 April 2015, the position will be as follows. There will be COMPLIANCE no special tax charge on death before age 75, but the charge will apply to lump sums Round-up of compliance matters in December on death after reaching age 75. For the 2015/16 tax year, the special tax The government plans to An Employment Appeal Tribunal The draft Finance Bill 2015, charge will be reduced to 45% from its simplify pensions auto-enrolment has ruled that holiday allowance published on 10 December, gave current rate of 55% of the lump-sum death to ease the burden on employers. can be carried over if staff cannot further guidance on changes to benefi t, and for subsequent tax years, no The Department for Work and take leave because of reasons pension fl exibility. The bill also single uniform rate of special tax charge Pensions’ consultation Technical beyond their control. In 2012, NHS legislates for changes to will apply, but the benefi t will be taxed as changes to automatic-enrolment: v Larner established that staff can individual savings account (Isa) income at the recipient’s marginal rate. consultation on draft regulations take holiday at a later date allowances between spouses The changes make matters a bit simpler set out changes to legislation that because of sickness, but in Sash on death, as announced in the for post-5 April 2015 payments, and in include the introduction of an Window Workshop v King, the EAT 2014 Autumn Statement some cases will reduce the tax burden. alternative quality requirement for ruled this principle can apply for (see story above). @ To read more advice from tax and legal experts, DB schemes. bit.ly/15NzDVd other reasons. bit.ly/1zTu8xp bit.ly/1yCdfdg go to: bit.ly/RYrvb6 SHUTTERSTOCK
6 I January 2015 I www.employeebenefi ts.co.uk
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EB_0115_008_FEMHSE_FP.ps 8 16/12/2014 10:53 EVENTS
Preparations are well under way for two of the biggest events in the industry calendar for 2015, Employee Benefi ts Connect and the Employee Benefi ts Awards Get set to be better connected Minister to open keynote session Employee Benefi ts Connect 2015 will give attendees an Steve Webb MP, minister insight into the future thinking of state for pensions, will of the benefi ts industry’s elite. open Employee Benefi ts The event, to be held at Connect 2015. Lancaster London on 4 March Webb (pictured) will 2015, offers the ideal issues and explore solutions deliver the opening opportunity for HR, benefi ts with their peers in an informal, keynote at this year’s event, which and global reward managers to relaxed environment. takes place on 4 March 2015 at the gain valuable insights and Feedback from exhibitors Lancaster London. updates on the latest industry workshops, conference and visitors to the 2014 event In his keynote address, Webb will cover innovations and to meet sessions and networking was hugely complimentary. pension fl exibilities, progress on the leading benefi ts providers. facilities for sharing ideas Details of the conference Pension Schemes Bill and auto- This highly popular one-day and knowledge. programme and sponsors enrolment, as well as pension reforms. event focuses on enabling The dedicated networking are available at www. The four streams at the 2015 benefi ts professionals to exhibition and roundtables will employeebenefi tsconnect. Employee Benefi ts Connect conference connect, and offers a range of enable delegates to discuss co.uk. will cover fi nancial wellbeing, benefi ts I Employee Benefi ts Connect is free to attend for HR decision-makers and buyers. Register to attend: strategy, global reward, and wellbeing www.employeebenefi tsconnect.co.uk in the workplace.
The Employee Benefi ts Awards Don’t miss the extended 2015 entry deadline has been extended to Monday 12 January, so deadline to enter Awards there is still plenty of time to submit your entry. Entries will not be accepted beyond this date, so make sure you don’t miss out on the chance to win an industry-leading award for benefi ts excellence. after stress-related absence. If so, For all the information you need the award ‘Best mental health to enter, along with the category resilience strategy’ could bring you details and entry forms, see www. the recognition you deserve. employeebenefi tsawards.co.uk. Meanwhile, the category for There are 23 categories, so ‘Best DC pensions change’ could there is sure to be one to suit organisations that have taken recognise your hard work. steps to change their defi ned Workplace stress and mental contribution pension scheme to health issues form one prominent improve member outcomes. category in the 2015 awards. Have And if your organisation you launched a resilience operates internationally, the ‘Best programme for staff or an international or expatriate benefi ts’ employee assistance programme? accolade could be for you. Perhaps you have taken steps to Providers, consultants and reduce stress in the workplace or advisers can also enter employers supported staff with rehabilitation with which they have worked.
@www.employeebenefi ts.co.uk/events
www.employeebenefi ts.co.uk I January 2015 I 9
EB_0115_009.ps 9 15/12/2014 11:08 INTERACTIVE Follow us on Twitter: twitter.com/employeebenefi t
@ email us at [email protected] with your views
PEOPLE MOVES LINKEDIN DISCUSSION BOARD Amey appoints Deninson In Employee Benefi ts’ December cover merely comparing your offering with that of Ian Deninson has joined public service feature, editor Debbie Lovewell-Tuck competitors. What is done with that provider Amey as group HR and questioned whether benefi ts information is a completely different thing.” communications director. As part of benchmarking is still relevant. Laurence Power, technical consultant, the executive team, Deninson will lead and Generali Employee Benefi ts deliver the group’s HR strategy and play a role “Benchmarking what benefi ts are offered, in driving growth targets. Previously, he held to which people and at what cost, will always “Benefi ts benchmarking is most useful in senior UK and international HR director be a vital piece of research and analysis. checking the level of provision you should offer positions at organisations including Carlsberg However, merely ‘keeping up with the Joneses’ is for the benefi ts you have selected. Benchmarking will Group, Chesapeake Corporation and Dulux. not the answer…” only tell you what everyone else is already doing, and Michael Cope, reward and performance manager that doesn’t help [employers] focus on employees’ HSBC promotes Strid needs or help to differentiate and become an “Benchmarking merely compares benefi ts to the employer of choice. It is more important to talk to your HSBC has promoted Maria Strid to market, thus avoiding the possibility of overspend, but staff and fi nd out what they value and are interested in. group performance and reward global keeping in line with the market. The point is that A limited number of valued benefi ts is better received projects lead. Strid’s previous roles at benefi ts packages may need to change as workforce than a wide portfolio of benefi ts they will never use.” the bank were head of performance and demographics change. I think people are possibly Adam Nuckley, reward consultant, Innecto reward UK, and deputy head of performance missingg the point of benchmarking. Benchmarking is Reward Consulting and reward. Before that, Strid spent six years at Santander UK, most recently as head of Have you say and join our Linkedin group by searching EmployeeBenefi ts reward and international mobility, and fi ve years at Arup as a reward specialist.
Holt moves up at BAE Systems BAE Systems has promoted Natalie Holt to UK head of compensation. She 100 Club column will work with the HR director, reward to ensure high-quality, accurate and effi cient Nadeen Jackson-Barker is HR reward manager at Axa UK reward services, and will develop effective and positive relationships with the business. Holt’s previous roles include HR manager, Make communications engaging group reward at BAE Systems, senior HR Is there a right way to this fast-paced world of adviser at Raymarine and a reward and communicate that will drive digitalised information, recognition analyst at Twinings. engagement in your employees may think such In association with Wall joins Parabis Law organisation’s employees? communication is just another With workforces becoming form of spam. Law fi rm Parabis Law has appointed Patricia Wall head of reward. She will increasingly diverse, it is more The tide of change for how develop reward structures, defi ne a and more diffi cult to fi nd the we communicate with our programme of reward improvements and right communication approach employees is certainly upon receive their communications. build a reward philosophy to underpin the to engage staff. us, but what is the right Perhaps employers think organisation’s reward strategy. Wall’s previous And with shrinking benefi ts direction to take? this is likely to be too costly roles include interim reward manager at HJ budgets and soon-to-be fi ve A huge number of articles and burdensome. Heinz, reward manager at British Gas generations in the workplace, have promoted segmentation But as employers, we Business, and compensation and benefi ts how can employers be sure to as the best way to go, but I already create a multitude of consultant at Dentsply. communicate benefi ts think more focus should be communications, so my programmes in a way that is placed on personalisation, question is this: are we Nisbett moves to FCA effective and packs an rather than just a blunt looking to segment in the The Financial Conduct Authority has engagement punch? attempt by the employer to wrong place? appointed Patricia Nisbett reward Like many organisations box employees into groups Perhaps benefi ts manager. She will be responsible for today, Axa UK’s approach is based on age and gender, with communication should maintaining a strong employee reward often multi-channel, with a personal preferences not be about segmenting structure at the fi nancial regulator. Nisbett’s scattergun effect, using all necessarily identifi ed. existing communication previous roles include total pay manager, Europe, the Middle East and Africa (EMEA) at possible methods, from Imagine a world where materials and distributing it Starbucks, reward manager at Fox posters to deskdrops, to email employees could personally according to employees’ International Channels, and HR reward alerts and roadshows. But in choose the format in which to individual preferences. manager at Marks and Spencer. The 100 Club comprises industry leading lights who have contributed to Employee Benefi ts
10 I January 2015 I www.employeebenefi ts.co.uk
EB_0115 10 12/12/2014 12:53 THE BIG QUESTION
This month’s big question: Is shared parental leave a good thing?
The right to shared Shared parental leave is a These reforms are a very parental leave can lead to crucial next step in welcome development. It better staff satisfaction, developing family-friendly is truly encouraging to see motivation and retention. workplaces. the government The fl exibility of the Any organisation that acknowledging the new right can benefi t both wants to attract and retain importance of supporting male and female the best staff must parents to make genuinely employees. Fathers can recognise the signifi cance free choices about their take a more prominent of this legislation to its work and family lives. role in caring for their children from day one talent management strategy. By removing one of the key barriers to and mothers will have the opportunity for more Shared parental leave should build on a fathers playing a full and equal part in family support at home or can return to work earlier. bigger commitment to workplace agility, life, the reforms will both support more new Most employees will welcome this extra recognising employees’ needs and ensuring fathers to be involved in caring for their child, fl exibility, and if they don’t, traditional maternity that they can work in a way that supports and give mothers more choice as to when, and and paternity leave is still available. them in managing their priorities inside and if, they return to work after the birth or The big advantage of the new rule for outside work. adoption of a child. employers is in the way it supports a diversity For example, 50% of the requests for our Embracing shared parental leave is agenda by breaking down the gender Time Out arrangement, which is a four-week undoubtedly a good thing for employers. stereotype of women as the primary child block of unpaid leave in addition to normal Not only will it lead to improved employee carer, thereby encouraging the engagement leave entitlement, which we introduced in June retention, reducing the necessity for and retention of women in the workplace. 2014, have come from men. recruitment and the associated costs, but In practice, a larger number of employees Over the last decade, we have seen the supporting new parents allows businesses taking shorter periods of leave to care for expectations of our staff (regardless of gender) to keep talented staff who will make a children may be easier to manage than current change and, although remaining extremely positive contribution to a business over a lengthy periods of maternity leave. This is hard-working and ambitious, they recognise number of years. because a mother may be more willing to the importance of prioritising family life. Ensuring that employees who have a new return to work early from maternity leave to It is this behavioural and cultural change that child have a good experience of parental leave work on a specifi c project, for example, if businesses must be aware of and adapt to. and returning to work is one way that shared leave can be taken later in the year. By communicating their policy for shared employers can demonstrate commitment to Staff who are too stretched by balancing parental leave now, organisations will give their their employees’ wellbeing and earn their work and domestic responsibilities in the early employees time to understand and prepare for long-term loyalty. days of childcare are unlikely to be productive any impact it might have on the workplace. The workplace itself benefi ts from the and the leave enables men, in particular, to take I believe shared parental leave will improved motivation and wellbeing among a longer period of leave when it helps them. encourage growth in the acceptance and employees with young children who are Employee satisfaction is key to motivation adoption of agile working across the UK confi dent about both working and meeting and retention, and shared parental leave can business community, with both fathers and their family commitments. help employers achieve this. Ultimately, its mothers seeking to balance their family There are a number of issues to address, and value rests on employees actually taking it, and commitments with their careers. I am sure we a range of areas where more work is required, employer endorsement, including through the will see this lead to a happier and, in turn, more but, as a fi rst step, shared parental leave is, at offer of enhanced pay, is key to this. productive workforce for those that get it right. least, a welcome move in the right direction.
Gemma Parker is senior employment lawyer Emma Codd is managing partner for Ellen Broome is director of policy, research and at Linklaters talent at Deloitte communications at the Family and Childcare Trust
Do you agree with these views? Join the discussion by searching for the EmployeeBenefi ts group on
www.employeebenefi ts.co.uk I January 2015 I 11
EB_0115 011 11/12/2014 16:37 Have a Haven new year Did you know one of the most popular employee benefit sectors is holidays and travel?
We partner with a number of organisations and employee benefit programmes to offer employees and members’ exclusive discounts or added value offers for our holidays on top of our publicly advertised price, giving your team member or customer a real value in working for you or being part of your scheme.
Here are just a few ways your employees can benefit from being part of our Haven exclusive member benefits: We don’t charge any fees for you to join Haven offers national coverage with 35 Holiday Park’s around the Coast of England, Scotland and Wales Early booking offers saving up to 50% on holidays, plus exclusive savings of up to an extra 10% Haven is a brand that you can trust, with guest satisfaction rates of over 81% Monthly emails giving your team/members the latest offers, plus editable posters for display within your organisation
To find out how your organisation can become part of our exclusive member benefits or to discuss more about how we can provide you with a bespoke offering: Please contact [email protected] me via email Exclusive member benefits
Terms and conditions: Exclusive Member Benefits extra discounts are additional savings which you can combine with our general offers and will be added on after all other discounts have been taken into account. Save an additional 5% applies to school holidays and Bank Holidays throughout the year on all grades of accommodation. Save an additional 10% applies to all other dates throughout the year on all grades of accommodation. Facilities and activities will vary by park and date, and some are ‘paid for’ activities. Save up to 50% discount applies to holidays of seven nights or more across selected dates in spring, May, June early July and autumn. For all other dates and all short breaks throughout 2015 the discount will be up to 25% off.. Offers are subject to availability and may be amended or withdrawn or reduced without notice. Haven Holidays is a trading name of Bourne Leisure, registered in England and Wales, no 04011660. Registered office 1 Park Lane, Hemel Hempstead, Hertfordshire, HP2 4YL. 70383
Do you follow your head or your heart?
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Join the conversation #WH_HeadvHeart ZHVWƪHOGKHDOWKFRPIROORZ
EB_0115_012_Haven_HH_Westfield_HH.ps 12 16/12/2014 15:23 HEALTH AND WELLBEING @ www.employeebenefi ts.co.uk/benefi ts/healthcare-and-wellbeing STRESS IN NUMBERS Robert Crawford rounds up facts and 48% fi gures around stress and mental health over the
cite stress and (Group Risk past year to highlight the Development: Group mental ill-health risk employer issues and trends as a main cause research, November of employee 2014) 56% bit.ly/1xc35xS absence fi nd work very or fairly stressful affecting employers and (Mind, November 2014) their workforces bit.ly/13LQKpA
94% 30% of UK business (Canada Life leaders admit 21% Group would take Insurance, mental health time off if October 2014) prejudice is still bit.ly/1o11gCl suffering from present in their said they would not be able to talk stress-related organisation openly with their line manager illnesses (Bupa, if they were stressed October 2014) (Mind, November 2014) bit.ly/1yiSG0g bit.ly/13LQKpA
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3 of those with high stress to employees w who suffer levels feel a disconnect with (Department of Health: their employer from mental Employment is good for mental health report. September (Towers Watson: Global benefi ts ill-health attitudes survey. September 2014) (Bupa, October 2014) 2014) bit.ly/1poh1wO bit.ly/1yiSG0g bit.ly/1lSZlyz
www.employeebenefi ts.co.uk I January 2015 I 13
EEB_0115B_0115 013013 110/12/20140/12/2014 11:2011:20 WIDER SPECTRUM There is a growing trend among employers to transform reward and pensions specialist staff into benefi ts generalists, says Clare Bettelley
pensions specialist recently teams, as well as their budgets, is many of its employer clients, is expressed concern about a helping to drive the trend for benefi ts dispensing with the pensions plan by their boss to transform professionals to expand their specialists within its benefi ts team Athem into a benefi ts generalist. knowledge base, particularly in small because of the shift from defi ned Not only did the specialist fear the and medium-sized enterprises. benefi t (DB) to defi ned contribution learning curve involved in Dale Critchley, policy manager at (DC) pension schemes, with providers understanding the complexities of insurer Friends Life, which has been and trustee boards picking up this issues such as pay setting and share acquired by Aviva, says: “It’s something workload. Although this is not a new scheme management, but they also we are seeing and something we’ve development, it is still happening in a questioned how they could fi nd the actually done within our organisation, number of organisations. time to expand their knowledge base in so it’s not something that’s limited to For some benefi ts professionals that, light of their already-enlarged remit. smaller employers. so far, have chosen to specialise in A reduction in the size of benefi ts He says the provider, along with particular areas of benefi ts, this move
14 I January 2015 I www.employeebenefi ts.co.uk
EB_0115 14 12/12/2014 16:58 COVER STORY
We may not see HR laying off specialists, but they are not replacing them”
Tim Johnson, Arthur J Gallagher
towards a more generalist approach is a compensation and benefi ts specialists, signifi cant change. Employee benefi ts but they are not replacing them when IF YOU READ NOTHING ELSE, READ THIS. . . consultancies (EBCs) are therefore they move on.” being drafted in to support many Benefi ts teams’ mounting workloads > Many employers are replacing benefi ts teams. are causing employers to rely more benefi ts specialists with Tim Johnson, chief executive of on EBCs, which also explains their generalists. benefi ts and HR consulting at employee diminishing need for in-house > benefi ts consultancy Arthur J Gallagher, benefi ts specialists. The shift from DB to DC pension schemes is a driving factor. says: “We have seen the trend of Jonathan Kitterhing, head of the employers outsourcing their benefi ts reward practice at recruitment fi rm > Professionals can add knowledge [support] to consultants over the last Frazer Jones, says: “Benefi ts by attending conferences and couple of years. We may not be seeing professionals are less strategic than networking with industry peers.
JACKO HR departments laying off people think because they are relying
www.employeebenefi ts.co.uk I January 2015 I 15
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EEB_0115_016_Ybs_FP.psB_0115_016_Ybs_FP.ps 1616 115/12/20145/12/2014 14:4914:49 @ www.employeebenefi ts.co.uk/jobs COVER STORY
on EBCs to give them ideas about what McDonald’s Restaurants, has their [benefi ts] package could look like. experienced this struggle. “Years ago, They aren’t creating it from scratch.” we used to ensure that two of our three However, not all organisations want team members knew about everything to outsource their benefi ts workload to [in the market], so if one of us was off consultancies, according to Janine sick, there was always someone who Sparks, head of reward and knew what was going on, but in the last performance at Southern Water. two years, that has become more Sparks, who is currently diffi cult because of our increased transforming the utility fi rm’s reward workloads,” he says. professionals into broader benefi ts All his team members now have specialists, says there will always be a specifi c areas of focus within reward need for reward professionals who and benefi ts, while interns are tasked understand reward and how it can best with helping to manage the team’s be used to drive business results. administrative duties. However, having employees with a But however employers approach broader knowledge base is better for their benefi ts team structure, line organisations because they can avoid managers need to allow staff to take having to rely on one individual for all time out from their working day to the knowledge in one specialist area develop their skillsets. (see box below). Industry bodies, such as the But it is not always possible, or Chartered Institute of Personnel and indeed realistic, for benefi ts Development (CIPD), along with trade professionals in smaller teams to keep publications and employee benefi ts abreast of all market areas, even if it is events, can help benefi ts professionals not in any great detail. to expand their knowledge base. Neal Blackshire, reward manager at Industry events But industry events are not always CASE STUDY SOUTHERN WATER within easy reach, which means staff may need to take a whole day out of the Janine Sparks, head of reward and 10% formal training. offi ce to attend them. and performance at Southern “We build it into the work we Nevertheless, benefi ts professionals Water, is in the process of are doing to develop the reward should try to attend as many events as transforming the organisation’s strategy, so we learn by doing, possible. “Benefi ts professionals need reward professionals into while buddying up with to attend more events and network, so broader benefi ts specialists in someone who is already an they know what other organisations are order to better support the expert in that element of doing,” says Kitterhing. needs of the business. reward,” says Sparks. Johnson adds: “It’s easy for them to “Having staff with a broad Southern Water also offers pay lip-service to these things and with more fl exibility by understanding of reward rather a number of internal subscribe to industry magazines and than a narrow understanding of programmes to develop expanding their skillsets, and leave them on their desk for a month, a specialist area is, in my view, employees’ personal skills. would encourage other reward and not go to conference sessions a win-win [situation],” she says. Sparks explains that she and benefi ts managers to when they should be broadening their “It is good for the employee cherry-picks external training do the same. reading, their engagement and their because it gives them more based in London because of the “A lot of research has been conference attendance.” choices in terms of career employer’s location in Worthing done about different development; it is good for the on the south coast of England. generations, and learning and He says HR and benefi ts organisation because it does “Employee Benefi ts Live is career development is what professionals also need to take not have all the knowledge of really good value to learn from generation Y wants in advantage of the training and support one specialist area vested in others,” she adds. “We had a particular,” she says. offered by their EBCs, many of which one person; and it is good for session when we shared Aspiring reward and benefi ts offer in-house and out-house training the line manager in terms of learnings from the seminars we professionals should also seek for clients, often for free. teamwork and collaboration.” all attended at Employee to broaden their knowledge, Provider support may be less Each team member has a Benefi ts Live in September.” says Sparks. “Once employees common, but it is often available on development plan, which is Sparks believes she is get the learning bug, there is request, says Friends Life’s Critchley. based on 70% learning at work, helping her team members to normally no stopping them,” “HR and benefi ts professionals need 20% coaching from others create greater career choices she adds. to ask for information; they have to be proactive about it,” he says. “I say to any
www.employeebenefi ts.co.uk I January 2015 I 17
EB_0115 17 12/12/2014 16:58 COVER STORY
HR and benefi ts professionals need to ask for information; they have to be proactive about it”
Dale Critchley, Friends Life
(CIPD), believes the acquisition of ancillary skills, such as the tender management required for benefi ts provider appointments, should not be neglected in the process. “Benefi ts professionals have got to become more savvy and aware around, for example, their legal colleagues, to ensure that contracts are drawn up in such a way that providers deliver what is required to meet the needs of their organisation,” he says. Specialist skillsets Frazer Jones’s Kitterhing says benefi ts professionals with specialist skillsets should consider that they may reduce their opportunity to demand a higher employee who is in a new role that if medical changes. Why should they?” salary if they become a generalist. they don’t know, they should ask. They But benefi ts professionals should not But Friends Life’s Critchley adds: “If shouldn’t suffer in silence and think that become so intent on expanding their this is becoming the expectation among a lack of knowledge is in some way a knowledge base that they lose sight of employers [to become a generalist], sign of weakness. Just because their primary role within the then as far as career prospects are someone is given them a job to do, it organisation. “They are there, fi rst and concerned, it can only be a good thing.” doesn’t mean they can do it.” foremost, to help their management Benefi ts professionals therefore Arthur J Gallagher’s Johnson agrees. run their business,” says Johnson. “They need to evaluate their current role and “There is defi nitely a fear factor [with HR are not there to try to be an outsourced their employer’s plans for team and benefi ts professionals],” he says. benefi ts expert or a fl exible benefi ts development and then decide which “They fear that if they make it obvious expert or an actuary.” career direction they want to take and they don’t understand something, they’ll Benefi ts professionals must what is required for that to happen be embarrassed and also get charged a therefore recognise and understand the lot of money [for support]. evolution of their roles and the time “When we talk to HR professionals, constraints they will face in looking at Clare Bettelley is associate editor at we realise they understand HR and the the number of market areas they can Employee Benefi ts law around HR and the nature of people realistically learn about. and talent management, but they don’t But Charles Cotton, performance and generally understand the intricacies of reward adviser at the Chartered @ Read also How to develop a career in employee benefi ts at bit.ly/12y85kR pensions legislation or life assurance or Institute of Personnel and Development
dh 18 I January 2015 I www.employeebenefi ts.co.uk
EB_0115 18 12/12/2014 16:58 EVERYONE BENEFITS
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EB_0115_020_Tusker_FP.ps 20 09/12/2014 14:46 @ www.employeebenefi ts.co.uk/benefi ts/company-cars-and-fl eet CARS DRIVING HOME THE POSITIVES The right tactics can help employers boost take-up of a salary sacrifi ce car scheme, says Marianne Calnan
alary sacrifi ce car schemes looked set add fuel and the scheme can be tax-effi cient if fast food restaurant chain KFC, says: to be the fastest-growing benefi t a low-emission car is chosen.” “Depending on what the scheme objective is, offering via fl exible benefi ts plans in A comprehensive communications an employer may tailor its communications, S2014, according to the Employee campaign is one of the most effective ways for audience and structure.” Benefi ts/Towers Watson Flexible benefi ts employers to boost employee engagement A robust communications campaign can research 2014, published in April, which found with a scheme, and staff seem receptive to also help to dispel any fears staff may have that 22% of respondents were planning to add receiving such information. about a salary sacrifi ce car scheme, which the perk to their benefi ts offering. A survey by car salary sacrifi ce scheme often relate to its overall cost. So how can employers boost employee provider Zenith, published in July 2014, showed For example, employees should be made engagement with the perk in order to that 85% of employees who are eligible to aware that a scheme will enable them to buy a maximise take-up levels? take part in a salary sacrifi ce new car for below the retail car scheme would be open price and make signifi cant Range of cars to further communication savings in income tax and They can start by offering employees a wide about the perk. As staff take up a national insurance range of cars from which to choose, including A positive, sustained and scheme, its popularity contributions. low-CO2 (carbon dioxide) models. concise campaign delivered But employers must Staff who drive cars that are provided through roadshows, intranet will increase” ensure they have the through a salary sacrifi ce arrangement can sites, internal magazines, Naomi Barringer, Transport Research Laboratory scheme basics right before reduce their motoring carbon footprint by up to emails and fl yers can thinking about employee 42%, according to research by car salary succeed in engaging employees. engagement. This means having a clear sacrifi ce scheme provider Fleet Evolution in For example, geographical information objective for the scheme, and a robust system February 2014. systems organisation Esri UK communicated for keeping up to date with administration. Naomi Barringer, head of HR at the Transport the launch of its car salary sacrifi ce scheme Research Laboratory, says: “As long as through a workplace roadshow, where staff Key risks employees look after the car, they only need to were invited to discuss the benefi t with the Organisations must also be sure to identify scheme provider and Esri’s HR team. the key risks associated with a car salary TRL’s Barringer says face-to-face sacrifi ce scheme. IF YOU READ NOTHING ELSE, READ THIS. . . presentations, with plenty of opportunity for Common risks include road traffi c accidents, staff to quiz the scheme provider and their which could result in the death of an employee > Employers should have clear objectives employer, work well. “I also believe that, as staff or a third party, and staff terminating their for their scheme. take up a scheme and share their experiences scheme membership early because of with their colleagues, its popularity will redundancy, for example. > Scheme risks include the early termination increase,” she adds. But most importantly, employers must of contracts. Communication campaigns should typically ensure the scheme aligns with the needs of be launched a couple of months before a their workforce, which they can determine by > Staff may be more engaged with a scheme scheme is rolled out. conducting staff surveys and focus groups to that offers low CO2-emission cars.
SHUTTERSTOCK Andrea Wagley Talreja, reward manager at assess employee requirements
www.employeebenefi ts.co.uk I January 2015 I 21
EB_0115 21 11/12/2014 12:04 FEATUREFLEXIBLE BENEFITS
FLEX INTO THE FUTURE Technology will play an increasingly important role in fl ex with non-fl ex items of remuneration to give employees the full picture.” fl exible benefi ts this year, says Alison Coleman For example, an employer might provide share plans or different types of pension IF YOU READ NOTHING s another year begins, HR and arrangements, based on variable pay, yet ELSE, READ THIS. . . employee reward teams will be fl exible benefi ts systems will traditionally show refl ecting on what has worked well in a single, often basic, salary. Some systems, > Technology will be a key driver of flexible their fl exible benefi ts schemes so far such as Buck’s Compass scheme, consolidate benefits developments in 2015, A and looking ahead to what 2015 might bring to fl ex with share plans, multiple legacy pension particularly around integration technology the broader fl ex arena.. scheme arrangements and other aspects of that combines access to flex with personal Edward Smithson, head of fl ex and share non-fl ex remuneration. finance and external links, such as price plan at Buck Consultants at Xerox, says HR comparison sites. technology will continue to play an important Consolidated information > Health and wellbeing will feature role in the evolution of fl ex. This will help to “Busy employees want access to consolidated prominently in flex offerings, with more drive the integration of fl exible benefi ts information in one place and don’t want to options for health monitoring as well as schemes into employers’ wider reward have to look up separate pieces of information access to health and wellbeing initiatives strategies, as well as how plans are on different systems to get the full picture,” and support. communicated to staff. says Smithson. “Currently, an employer’s fl ex scheme will The sophistication of the latest platforms > Flex could be a deal-breaker in talent often sit to one side of the wider reward and portals also enables the aggregation of acquisition because benefits that reflect package, particularly in how it is smart educational and fi nancial modelling individuals’ needs are likely to attract communicated,” he says. “We are seeing tools, as well as links to other sites. Some high-quality candidates.
SHUTTERSTOCK greater demand for platforms that integrate technology systems go further by enabling
22 I January 2015 I www.employeebenefi ts.co.uk
EB_0115 22 10/12/2014 12:29 @ www.employeebenefi ts.co.uk/benefi ts/fl exible-benefi ts FLEXIBLE BENEFITS
staff to bring together their personal fi nances years ahead. One change is likely to be more FASTEST-GROWING BENEFITS and workplace benefi ts, combining traditional use of ‘anytime’ benefi ts, says Smithson. IN FLEXIBLE BENEFITS PLANS banking and workplace reward plans, including “We talk about fl exible benefi t schemes, but fl exible benefi ts. they are often not that fl exible, forcing Growth For example, Aon Employee Benefi ts’ employees to set their benefi ts at the start of Emergency eldercare 142% platform Bigblue’s money module aggregates the year and only allowing changes following Cars (salary sacrifi ce) 122% an employee’s personal fi nance-related lifestyle events,” he says. “The relaxation of products and services, such as credit cards, salary sacrifi ce rules around pensions are the Gadget insurance 100% bank accounts, mortgage payments and fi rst step towards a truly fl exible environment Cars (low emission) 92% standing orders, which where employees can adapt Corporate individual savings 69% cannot be seen by their their benefi ts to fi t their account (Isa) employer, alongside their lifestyle throughout the year.” Computers for home/tablets 62% employee benefi ts. The A one-size-fi ts-all This will allow employers to technology is agnostic and approach to reward is integrate more seasonal Mobile phones 52% works with an employer’s no longer suitable” initiatives into their fl ex Company cars 48% providers, supporting its packages, for example around Financial advice/counselling 34% corporate and staff needs. Jade Gange, Capita Specialist Recruitment Christmas and Easter. The Jon Bryant, area director technology will also be in Dining card 30% for London at Aon Employee Benefi ts, says: place to enable staff to log into their package Gym membership 16% “The money module analyses income and and make changes to their benefi ts choices at Buy/sell annual holiday leave 14% expenditure, and can therefore help an any time to suit their needs. Give-as-you-earn/payroll giving 14% employee to make the most appropriate fl ex choices. For example, they can use disposable Wearable technology Hospital/health cash plan for 14% income to fund tax-effi cient fl ex choices, or Another likely development is further employees avoid duplicating personal insurances that are integration of health and wellbeing benefi ts Health screening for employees 12% part of their core benefi ts. Or they may take into fl ex schemes. For example, wearable Employee critical illness 11% advantage of fl ex benefi ts rather than using technology is already being introduced into insurance high-street insurances.” the workplace to help employees to track, The fl exible benefi ts offering itself will also log and monitor their wellbeing progress online, Source: Employee Benefi ts/Towers Watson Flexible benefi ts research 2014 come to look quite different in the months and as well as access information and resources
to help them lead healthier lifestyles. CASE STUDY WOLSELEY As organisations compete for the best talent, fl exible benefi ts are also likely to Relaunched fl ex scheme is hot topic among staff become a vital negotiation tool. Heating engineering fi rm Jade Gange, consultant at Capita Specialist Wolseley UK relaunched its Recruitment, says: “As more employees seek a fl exible benefi ts scheme to package that fi ts their individual needs, a update its offering and give one-size-fi ts-all approach to reward is no the scheme a new lease of longer suitable, making the ability to provide life. Last year, it moved its tailored benefi ts ever more important. With fl ex enrolment window to this focus, online fl ex will continue to be rolled August in line with its out as employers hand control of reward fi nancial year and introduced schemes back to staff. a broader range of benefi ts. “However, the current pace of change is All 6,200 employees such that it is diffi cult to predict what is in store receive a fl ex fund worth 1% even a few months down the line, so Employees can also choose bikes-for-work option. of salary, which they can use [organisations] must be willing to be adaptable to pay the 1% of salary into Neil McCawley, head of to buy additional benefi ts. with employee benefi ts and prepare for a their defi ned contribution reward, benefi ts and policy at New options offered through rather unpredictable future.” the plan include a bikes-for- plan, or take it as cash. Wolseley, says: “Our benefi t work scheme, AA breakdown Wolseley UK’s relaunch of scheme is part of our HR and cover and a Gourmet Society its fl exible benefi ts scheme is reward strategy and Alison Coleman is dining card, in addition to already paying off, with 25% recognises the individuality of a freelance existing benefi ts, such as of employees logging on to our employees and the fact journalist dental insurance, life the system when the new that they may require benefi ts were introduced, and different benefi ts, depending insurance and critical @ Read also The pros and cons of moving away from illness cover. 140 of them selecting the on their circumstances.” annual fl ex enrolment windows at bit.ly/1psBhyC
www.employeebenefi ts.co.uk I January 2015 I 23
EB_0115 23 10/12/2014 12:30 WE ARE SO PLEASED TO BE RECOGNISED BRIAN NEWMAN VICE PRESIDENT AMONGST HUMAN RESOURCES INTERNATIONAL LIVE NATION ENTERTAINMENT OUR PEERS WINNER 2014 BEST FINANCIAL AS A LEADER EDUCATION STRATEGY IN EMPLOYEE ENGAGEMENT
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EB_0115_022_EBAwards_FP.ps 22 08/12/2014 09:54 PENSIONS
Pension Schemes Bill must be fi nalised and receive royal assent before they can do so. Nevertheless, the market will have to be ready because many pension scheme members, especially those that have reached the age of 55, want to take advantage of the new fl exibilities. Pension providers are currently mulling over the creation of new products to help staff access their pension savings. Michael Jones, pensions lawyer at Linklaters, says: “Pension providers are in a race to design new products that offer scheme members a choice of annuity, income drawdown and fl exible lump sums, while also providing good investment returns.” But Graeme Bold, head of workplace propositions at Standard Life, adds: “The critical thing is [for employers] to offer two different routes of support by building something online and to offer support to members over the phone. It could be a mixed approach between providers, but one area where there will be innovation is annuities.” Access savings The time it takes for pension providers to allow employees access to their savings is also expected to vary. Savers with Legal and General and Aviva, for example, could have to wait up to two weeks from April 2015, whereas Scottish Widows aims to process requests in a week and Standard Life in just a few days. “There are two aspects to this: being able to BEAT THE pay out quickly and staff being paid in a tax-effi cient way,” says Bold. “It is about making sure we keep moving during the upsurge in demand come April 2015. It will be diffi cult, but CLOCK we will be ready.” Employers face a race against time to be ready for While pension providers work to bring new products to market, employers and trustees this year’s pension reforms, says Robert Crawford are grappling with the task of weighing up which fl exibilities, if any, to offer their DC scheme members. “It is a diffi cult task when ith just a few months to go before weighing up the administrative and cost IF YOU READ NOTHING ELSE, READ THIS. . . major pension reforms take effect implications of the various options with the in April 2015, will the market be paternalistic pressure to do the right thing > Pension providers are mulling over the Wready for employers to make the by the member and offer enough fl exibility,” creation of new products to help staff necessary changes to their defi ned says Linklaters’ Jones. access their pension savings. contribution (DC) schemes? This may explain some employers’ lack of The changes include a charges cap, new communication with staff about the reforms. > Eligible employees might have to wait up governance requirements and the Chancellor’s Aubrey Harrison, head of trustees at AT&T, says: to two weeks to access their pension ‘freedom and choice’ reforms, announced in “Unfortunately, we have not yet started to savings from April 2015. the March 2014 Budget. inform members about the forthcoming > Employers, trustees and providers are But the legislation is still progressing changes. It is something we realise we have to now waiting for the pension reforms to through Parliament, which makes it impossible do, but at the moment we have not got receive royal assent. for employers and pension providers to ensure anything in place.”
SHUTTERSTOCK they will comply with the new rules. The But this is not to say employers are doing
www.employeebenefi ts.co.uk I January 2015 I 25
EB_0115 25 10/12/2014 15:10 PENSIONS @ www.employeebenefi ts.co.uk/benefi ts/pensions
around member behaviour. Ultimately, on 6 April a member with multiple DC pots who calls Viewpoint up the various scheme administrators to withdraw their pension pots immediately could Richard Wilson receive a variety of responses.” is defi ned The National Association of Pension Funds contribution (DC) suggests there is still confusion over the pensions and pension reforms and warns that some pension investment policy schemes and providers will not be ready. lead at the National Association of Questions raised Pension Funds The trade body has raised 101 ‘known unknown’ Pension schemes are always up for a questions with the government ahead of the challenge and are used to dealing with a changes (see column right). constant stream of regulatory change. If pension schemes and providers are not However, the volume of change that ready, members may have to fi nd an alternative schemes are grappling with for April nothing while they wait for the legislation to be route to access their new freedoms. 2015 is unprecedented, with the charge passed. Many employers are reviewing their Ian Neale, director at pensions technology cap, new governance requirements and pension scheme design and operational issues, provider Aries, says: “It is a segmented market the ‘freedom and choice’ reforms. such as training. and all pension schemes have DC providers, But, as I write, the legislation is still Ben Bramhall, commercial director at while some employers will set up schemes. It progressing through Parliament and pensions and benefi ts consultancy Xafi nity, will largely be down to providers as to whether many of the regulations that schemes says: “There is a lot of activity as schemes look the reforms can be fully implemented.” will have to comply with in April cannot to prepare for the reforms. Decisions are still be fi nalised until the Pension Schemes being made in relation to exactly what changes Bill has received royal assent. Robert Crawford is will be implemented with effect from April and, This means that schemes may not a reporter at in some cases, employers are still awaiting see the fi nal regulations, covering areas Employee Benefi ts information from providers to enable them to such as the new transfer rules and make these decisions. requirements on members’ @ Read also What are the new fl exible retirement “Strategies will also evolve as we move communications, until a few weeks options? at bit.ly/1udyOxi through April, and there is more evidence before 6 April. We have an excellent relationship WHAT THE MARKET AND SCHEMES HAVE TO BE READY FOR with the offi cials at the Department for Work and Pensions and the Treasury Charge cap of 0.75% working on the new regulations, and are GOVERNANCE REQUIREMENTS: Pension providers will have to set up independent committees to doing all we can to help them draft the monitor their investment and administration activities from April 2015. rules quickly. We will also be working FREEDOM AND CHOICE REFORMS: Schemes need to provide an annuity, allow employees to take hard to help pension schemes prepare, 25% cash and allow drawdown. with a series of events in January and WHAT PROVIDERS ARE DOING February to update schemes on what we know about the requirements. LEGAL AND GENERAL: The trustees of the L&G master trust have redesigned the default strategy To help focus minds, we have worked around three primary exit routes: exit to cash, exit to drawdown and exit to annuity. This is to reduce with schemes and advisers to produce a the de-risking period from 10 years before retirement to three years before members plan to list of more than 100 questions that access their funds. need to be answered so they can AEGON: It will introduce a new default lifestyle approach to offer a multi-asset fund as the default as prepare effectively for April. staff approach their retirement date. This will offer better investment returns and is more suitable in The more preparation time schemes cases where employees work for longer than they had expected. have, the easier it is for them to manage THE NATIONAL EMPLOYMENT SAVINGS TRUST: Nest is seeking single-year maturity gilt funds to the costs and risks of change. Doing bolster its default investment strategy for members’ savings. The government-backed auto- things at the last minute is not enrolment pension scheme plans to use 10 single-year maturity gilt funds, to be replaced as they impossible, but it is expensive and mature, in its Nest Retirement Date Funds. members can end up footing the bill. We know pension schemes will do all B&CE: The People’s Pension will have the uncrystallised funds pension lump sum option in place in their power to deliver the reforms in a for April and will look to put a fl exible access drawdown option into its offering at some point way that is cost-effective for members later in 2015. and gives them the best chance of STANDARD LIFE: It is managing its readiness to shrink waiting times for employees to access benefi ting from the new freedoms. pension savings down to just a few days.
26 I January 2015 I www.employeebenefi ts.co.uk
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EB_0115_025_PQM_FP.ps 4 08/12/2014 09:52 DRAW UP A BATTLE PLAN Employers must target several key factors to motivate staff, says Nick Martindale
he economy may have largely staff to take more control of their work recovered from the global and personal lives. Paul Hannam, downturn, but conditions remain managing director of performance Ttough for many businesses, and management fi rm iPerform, says: organisations will need employees to be “Managers often try to motivate staff at their best when they return from the using systems, processes, incentives Christmas festivities. and remuneration, yet research and For many HR and benefi ts psychology consistently show that the professionals, motivating staff for the most powerful motivators are intrinsic: year ahead will be top of their to-do list autonomy, fulfi lment, purpose and a in the new year. sense of progress.” Jackie Waller, Hannam says principal reward employers need to consultant at Aon give staff the tools Hewitt, says the Managers need to make to manage stress consultancy’s jobs fl exible to allow for better, as well as global employee helping them to database reveals the expression of talent” achieve a better that career Sharon Olivier, leadership development specialist work-life balance. progression is the Research main motivating factor for today’s staff. published in 2014 by Waller, Reuz, Poole “That is what we see coming up and Muir at Ashridge Business School across the age groups as the key backs this up, fi nding that when an engagement driver,” she says. “More employee experiences a negative employers are implementing things like emotion, such as being criticised by a career frameworks, so it is much manager, it triggers a fi ght-or-fl ight clearer for employees about where response, which may cause the they could go next if they want to individual to ‘shut down’. remain in the organisation.” There is also a move to empower Talents and strengths Sharon Olivier, a leadership IF YOU READ NOTHING ELSE, development and organisational READ THIS. . . wellness specialist, says: “Managers > Recognition, career progression need to make a far greater effort to and flexibility are all highly valued understand the talents and strengths of by today’s employees. their employees, and to fi nd ways to make jobs fl exible to allow for the > Empowering staff to succeed in expression of talent.” their work while retaining a Employee wellness in general will work-life balance is also gaining become more of a focus in 2015, prominence for employers. drawing on the strategy’s success in > Some employers are looking to use the US, says Toby Burton, reward the new pensions rules to help specialist at recruitment fi rm Eton motivate and retain staff. Bridge Partners, . “There is defi nitely increased awareness of the need to
28 I January 2015 I www.employeebenefi ts.co.uk
EB_0115 28 12/12/2014 15:49 MOTIVATION
According to ADP’s The workforce in view 2014-15, published in November 2014, there is a notable gap between what employees fi nd motivating and engaging, and what HR directors believe to be the case: 30.4% of employees rank fl exible working and the ability to shape their working life as the most important factor for their engagement, just ahead of praise and recognition (30.1%). 70% of HR directors believe praise and recognition is the chief motivating factor for their employees, followed by fair and open leadership (60%).
look after the wellbeing of employees, and recognition of the business benefi ts it can bring,” he says. “This is an area that will continue to grow.” The focus on staff wellbeing could see more organisations launch charitable or socially benefi cial initiatives, says Matthew Gregson, consulting director at Thomsons Online Benefi ts. “Millennials, in particular, want more than just a place to work,” he says. “They want an employer that inspires and enables them to make a contribution to the local community. Group fundraising initiatives, such as fun runs, hiking expeditions and bake sales, are becoming more popular.” Physical activity Where there is a physical activity attached to these initiatives, employers can benefi t too by having a healthier and less stressed workforce. But this is not to say that money is no longer valid as a motivator. According to the Financial stress survey, published by
www.employeebenefi ts.co.uk I January 2015 I 29
EB_0115 29 12/12/2014 15:49 MOTIVATION @ www.employeebenefi ts.co.uk/benefi ts/staff-motivation
CASE STUDY ROCKPOOL DIGITAL Acknowledge the fi nancial strain that Autonomy and business objectives connect with staff employees are under” Motivating its 50-strong workforce is a key objective for Iain McMath, Sodexo Benefi ts and Rewards Services Bristol digital agency Rockpool and its head of people and Sodexo Benefi ts and Rewards Services organisation development, in April 2014, 22% of staff say their Heather Newton-Lewis. fi nancial situation causes them stress. Its strategy has three main Iain McMath, chief executive at the elements: autonomy, career benefi ts provider, says: “Employers progression, and ensuring need to acknowledge the fi nancial staff can see how their role strain their employees are under, and fi ts in with the organisation’s consider fi nancial wellbeing and wider objectives. support as part of their wider “It’s really important to us that staff feel a level of motivation strategies in 2015.” autonomy in their work Here, employers may be able to take because they gain motivation advantage of the changes around from that,” says Newton-Lewis. pensions announced in the 2014 “We don’t have any set hours, Budget. Derek Miles, managing director and there’s also a level of of consultancy Aspira, has seen a surge autonomy in how they work of interest in helping staff understand and what they work on.” the implications of the pension reforms, Staff also engage in particularly employees’ ability to access 360-degree feedback in which business who is, to work with employee’s work and the wider their pots from the age of 55. they are peer-reviewed and them on that,” she says. “Being business goals also helps given the opportunity to tackle the very best at everything we motivate staff, says Newton- Poor choices any potential weak areas. “If do is a really important concept Lewis. “It allows people to feel “It could be quite demotivating if staff they are not very good at for us, and we fi nd that is really valued because they can see don’t know where to go or what to do, taking risks, we might look at motivating as well.” how their role affects the or indeed if they make poor choices,” he getting someone else in the Making the link between an greater business.” says. “If [employers] can give staff a face-to-face meeting to help them make the right decisions, that would who have gone beyond the call of duty, This also means giving staff greater stand them in good stead later on.” sometimes making nominations via autonomy in their jobs, says Professor Organisations that have to comply social media platforms. Vlatka Hlupic, author of The with pensions auto-enrolment There is also a move to link management shift: How to harness the legislation in 2015 can also use this to motivation, reward and recognition with power of people and transform your their advantage by making employer organisations’ wider business strategy, organisation for sustainable success. contributions higher than the minimum giving staff the skills they need to help “The best business leaders are geared amount, says Morten Nilsson, chief both them and their employer fl ourish. towards getting the best out of their executive of Now: Pensions. About 17% Thomas Giles, founder of people at all times,” he says. of employers intend to do this initially international HR consultancy Thomas “This means ditching the instruction- and a further 9% plan to do so further Giles Consultancy, says: “If you look at based ‘command and control’ approach, down the line, according to research very successful organisations, they involving and engaging people, published in April 2014. generally share one common ground: a establishing high levels of trust and Recognition is another motivational motivated and engaged team. collaboration, and inspiring them to strategy that is in vogue. One4all unleash their passion for work.” Rewards’ research The power of thank Professional development you, published in August 2014, shows “In part, that is through well-designed 34% of staff would be unlikely to leave compensation and benefi ts Nick Martindale is a freelance their employer if they were shown programmes, but they also provide the journalist regular appreciation and praise. This can training to equip their team members be done through points-based reward with the skills to do their jobs, as well as systems and peer-to-peer recognition, programmes to support their ongoing @ Read also Motivation can drive productivity at bit.ly/1rNaZM0 which sees staff nominate colleagues professional development.”
30 I January 2015 I www.employeebenefi ts.co.uk
EB_0115 30 12/12/2014 15:49 Employee benefits. We’re more than qualified.
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*The number one claim is based on Life Gross Written Premium at the end of the year, as per Axco reports. **Awarded Company of the Year at the Financial Adviser Service Awards 2012 & 2010. †Taken from MetLife internal portfolio data, as at December 2013. Products and services are offered by MetLife Europe Limited which is an affiliate of MetLife, Inc. and operates under the “MetLife” brand. MetLife Europe Limited (trading as MetLife) is authorised and regulated by the Central Bank of Ireland and subject to limited regulation by the Financial Conduct Authority. Details about the extent of our regulation by the Financial Conduct Authority are available from us on request. Registered address 20 on Hatch, Lower Hatch Street, Dublin 2, Ireland. Registration number 415123. UK branch address: One Canada Square, Canary Wharf, London E14 5AA. Branch registration number BR008866. The Trustee of the MetLife Master Trust for the MetLife Registered Group Life Policy is Castlewood Trust Corporation Limited, a company incorporated in England with company number 4240495 whose registered office is 9 Devonshire Square, London EC2M 4YF. www.metlife.co.uk © 2014 PNTS 1664/1/AUG14
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EB_0115_038_Health Shield_FP.ps 38 08/12/2014 11:42 HEALTHCARE
IF YOU READ NOTHING ELSE, READ THIS. . .
> Rapid diagnosis and treatment are ideal to tackle musculoskeletal disorders (MSDs).
> Education about health should encourage staff to make healthier choices.
> Exercise can help to improve employee health and prevent or treat MSDs.
> Healthcare strategies should focus on staff needs while also considering costs.
Trust, says: “Some of the most effective strategies to support MSDs in the workplace are pre-employment assessments, workstation assessments, self-referral or early access to physiotherapy treatment, A reasonably swift implementation of advice by managers, and diagnosis and reduced hours and job responsibilities for staff.” treatment is ideal” Early intervention is more likely to result in an employee returning to work sooner, Mike Blake, PMI Health Group particularly if their employer operates a structured return-to-work programme, possibly including a phased return to work and reasonable adjustments to an employee’s working environment. Physiotherapy is a key tool to help staff overcome MSDs. Blake adds: “Ideally, employers need a selection of provisions in place to prevent musculoskeletal disorders. Larger employers could have an in-house physiotherapist, but that is not really fi nancially BACK PAINS viable for smaller employers.” Physiotherapy sessions Private medical insurance (PMI) and health NEED SUPPORT cash plans can help staff to access and fund Musculoskeletal disorders are a major cause of staff physiotherapy sessions. Educating staff specifi cally about such absence and need tackling, says Marianne Calnan issues, as well as giving them more general information about health and wellbeing, can ore than eight million working days healthy working environments to minimise encourage healthier lifestyle choices, which were lost in the UK because of the impact of ill-health on productivity. This will can help to prevent health problems. musculoskeletal disorders (MSDs) in be increasingly important as employees For example, encouraging staff to exercise M2013/14, according to the Labour remain in work longer. can head off musculoskeletal issues, possibly force survey, published by the Offi ce for Early diagnosis and treatment of MSDs can reducing absences. Speaking at employee National Statistics in August 2014. help to minimise the length of absences. Mike benefi ts network Maxis’ global conference in The survey also found that MSDs caused by Blake, compliance director at employee Paris in November 2014, Professor Levon work-related activities accounted for 526,000 healthcare and risk management service Doursounian, head of orthopaedic surgery at out of 1,241,000 working days lost through provider PMI Health Group, says: “A reasonably Hôpital Saint Antoine, said: “Workplace work-related illnesses in 2013/14. So what can swift diagnosis and treatment is ideal. The interventions should be used to promote employers do to support staff suffering from sooner something is done about it, the better.” physical activity because [staff] with high MSDs and thereby reduce absence levels? Another effective strategy is to identify support have higher levels of exercise.” Professor John Savill, chief executive of the possible causes of musculoskeletal issues in However, in England, 66% of men and 56% Medical Research Council, says a better the workplace. Iain Loughran, physiotherapist of women claim to meet the Chief Medical
SHUTTERSTOCK understanding is needed of how to maintain and director at South Tyneside Foundation NHS Offi cer’s recommendations in terms of the
www.employeebenefi ts.co.uk I January 2015 I 33
EB_0115 33 12/12/2014 16:57 HEALTHCARE @ www.employeebenefi ts.co.uk/benefi ts/healthcare-and-wellbeing
INCIDENCE OF WORK-RELATED MUSCULOSKELETAL DISORDERS Estimated rates for total new cases of work-related musculoskeletal disorders in Britain, 95% certainty that graph for people working in the last 12 months (Source: Offi ce for National Statistics, August 2014) statistics are accurate Total cases New cases 2500 In 2012-13 and 2002-3 there was no data collected
2000
1500
1000 Rate (per 100,000)
500
0 01/02 02/03 03/04 04/05 05/06 06/07 07/08 08/09 09/10 10/11 11/12 12/13 13/14
amount of physical activity they take part in, be responsible for supporting staff suffering rather than as a preventative tool.” according to the Health and Social Care from MSDs: should it be down to employers to Loughran adds: “Beyond cost, it is often Information Centre’s 2013 Health survey for implement initiatives, or should individuals or down to what is practical, in that fi t staff and England: Is the adult population in England the NHS take more responsibility? those who are off sick are easy to manage. active enough?, published in July 2013. PMI’s Blake says: “The individual, the NHS and Staff on phased returns to work require more Employers can facilitate physical activity by employers are all responsible for health and effort to accommodate.” providing benefi ts such as on-site exercise wellbeing in the workplace. But the employer Supporting staff with MSDs can also reduce classes, an on-site gym or corporate gym has the biggest load to bear and the most employers’ costs, even when the benefi ts membership, via fl exible or voluntary benefi ts. capacity for prevention. Line managers need a spend is taken into account. But, despite the obvious advantages for back-up plan to refer people into, which they Mark Sharpe, rehabilitation clinical lead at employers, some have questioned who should can only do when there is a problem already, healthcare provider Aviva UK Health, says MSDs are one of the largest contributors to workplace costs, so employers need a robust CASE STUDY STAFFORDSHIRE COUNTY COUNCIL strategy in place to treat them. In future, employers will be able to draw on the fi ndings of the Arthritis Research UK/MRC Council cuts musculoskeletal-related absences Centre for Musculoskeletal Health and Work, Staffordshire County Council Achieving excellence led by the University of Southampton, which has reduced its level of quarterly performance was announced in 2014. musculoskeletal-related report, published in March Among other projects, the centre will look at employee absence and 2014, found that since how the three main musculoskeletal causes of absenteeism after December 2013, the average work disability, back, neck and arm pain, introducing a suite of health number of days lost through osteoarthritis and infl ammatory arthritis, affect initiatives in December 2013. sickness overall has fallen to employees within 24 hours of older staff approaching retirement. Before the initiatives, 7.06 days per employee per them calling in sick, so that So, effective MSD strategies need to be musculoskeletal disorders year from the previous fi gure physiotherapists can assess tailored to the needs of the workforce, focusing (MSDs) accounted for 30% of 7.2 days per employee. their condition and begin on early intervention, swift diagnosis and a of sick days for council staff. Ian Parry, deputy leader of treatment within 48 hours. structured return-to-work policy. Although the organisation Staffordshire County Council, Parry says: “Ensuring that has not yet formally says staff are provided with we support employees by calculated how much this physiotherapy and a identifying the main causes Marianne Calnan is fi gure has fallen, anecdotally counselling and therapy of absenteeism is imperative. a reporter at it has reported seeing fewer service that offers rapid There are rewards to be Employee Benefi ts musculoskeletal-related assessment and treatment gained from investing in staff absences. free of charge. workplace health for staff @ Read also GSK improves workstations to tackle The council’s latest Managers can refer and employers.” musculoskeletal disorders at bit.ly/1wj0oKW
34 I January 2015 I www.employeebenefi ts.co.uk
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EEB_0115_035_SimplyHealth_FP.psB_0115_035_SimplyHealth_FP.ps 3535 115/12/20145/12/2014 11:3211:32 @ www.employeebenefi ts.co.uk/industry-sectors THE BIGGER PICTURE After a series of acquisitions, Discovery Networks has been focusing on the health and wellbeing of its expanded workforce, says Robert Crawford
ver the past two years, Discovery Networks has grown its UK organisation through a number of Obusiness acquisitions that have resulted in an increase in the size of its workforce and in the number of benefi ts offered to staff. Driving growth is one of the pay-TV programme organisation’s key business goals. This has seen it take risks to launch new channels and make strategic acquisitions, while maintaining and growing its fl agship brands, the Discovery Channel, TLC and Quest. The organisation has had to rethink its benefi ts offer as it seeks to provide something for everyone, introducing the Discovery suite of benefi ts, where appropriate, to newly acquired organisations, which include Nordic broadcaster SBS and Italian broadcaster Switchover Media. Roland Baskeyfi eld, international compensation and benefi ts manager at Discovery Networks, says: “We have certainly changed our thinking in the light of acquisitions. What we found when we harmonised benefi ts was that an existing package was not as advantageous as it had been. Equality and clarity “We have done a great deal of work to CAREER HISTORIES understand how benefi ts compare in [acquisitions’] existing cultures and we look to Roland Baskeyfi eld, Jeanell English joined see how they stack up against the Discovery international compensation Discovery Networks in suite of benefi ts. Over a period of time, we have and benefi ts manager at January 2013 and has worked had to phase in different benefi ts to provide Discovery Networks, has in the US and the UK in the greater equality and clarity across all parts of been with the pay-TV role of global lifeworks and the Discovery Networks family.” programme organisation for inclusion manager. With an enlarged workforce, the more than 18 months. Before joining Discovery Networks, organisation has put a lot of focus on He has played a major role in the English was HR leadership development healthcare and wellbeing. As part of its goal to organisation’s launch of an enhanced, programme and project manager at grow its benefi ts offering, in October 2014 it market-competitive portfolio of benefi ts and Lockheed Martin. opened a medical and wellbeing centre at its compensation arrangements for a newly At Discovery, she has played an integral London headquarters, Discovery House, for acquired part of the business, where the role in the opening of its on-site medical and more than 1,300 employees. existing offering was more basic. wellbeing centre. She says: “It is a great The new centre, managed by Nuffi eld Health, Before joining Discovery Networks, opportunity for global collaboration with Baskeyfi eld held similar compensation and broader lifeworks and inclusion teams to gives staff access to on-site medical benefi ts manager positions at Kellogg’s and introduce a new resource tied to supporting professionals, including a doctor, nurse and BAE Systems. the health and wellbeing of our employees.” physiologist. Services on offer include GP consultations covering in-depth physical health
36 I January 2015 I www.employeebenefi ts.co.uk
EB_0115 36 11/12/2014 14:18 EMPLOYER PROFILE
BUSINESS OBJECTIVES THE BENEFITS IMPACTING BENEFITS Pension meditation sessions. G Continuing to drive organisational > Group personal pension plan. > Psychological and emotional wellbeing growth through acquisitions. workshops (meditation and stress G Reducing stress within the workplace. Work-life balance/family-friendly management, for example). G Winning the business case for > Extensive fl exible-working arrangements > One-to-one wellbeing coaching. benefi ts spend. for all staff. > Employee assistance programme (offering > New family support. one-to-one and online advice in nutrition > Childcare and eldercare assistance. and psychological wellness). and emotional wellbeing, clinical diagnosis, > Adoption assistance. > Employer-funded private medical health advice, minor surgeries and referrals. > Summer working hours. insurance for all staff. But the challenge for Discovery Networks > Dental care. Holidays has been to introduce new benefi ts, such as > Eyecare. > 25 days plus bank holidays as standard. the medical and wellbeing centre, while > Subsidised massage and refl exology. > Three additional discretionary days over keeping its overall benefi ts spend unchanged. > On-site fl u vaccinations. the Christmas period. Jeanell English, global lifeworks and inclusion > On-site gym, 50% subsidised membership. manager at Discovery Networks, says: “We Voluntary benefi ts > Range of health-related events. have grown so much as a business over the > Retail discounts. past year, which is exciting, but it also means > Childcare vouchers. Group risk we have a lot more employees to look after in > Bikes for work. > Life assurance. terms of the benefi ts we offer them. > Group income protection. “While that is a challenge and an opportunity, Share schemes as budgets remain the same, it becomes even > Sharesave scheme. Other benefi ts more important to know what is important to > Fresh fruit. staff and deliver on their requests.” Healthcare and wellbeing > Season ticket loans. > On-site medical and wellbeing centre. > Charitable giving. Testimonials and surveys > Mindfulness coaching and restorative > Incentive pay/performance-related pay. To ascertain its employees’ needs, the organisation uses data from employee testimonials and surveys. being a market-leading organisation and a stress awareness campaign. Demographic data Also, its HR team is part of an external group great place to work. Sitting alongside a group also plays a role in shaping our health and of reward and compensation specialists of media reward and compensation managers wellbeing strategy. You can also look at working in HR within the media industry. This allows us to share information and ideas, while employees’ age and the male-female split.” group enables Discovery Networks to share gaining insights into what other organisations Because of this approach, Discovery information about the benefi ts offered by other do for their employees.” Networks’ global employee survey continues organisations in a similar fi eld, which helps it to Discovery Networks’ most successful use of to show that staff have high levels of benchmark the benefi ts it offers. such data was to inform the design of its health engagement, scoring 93% in 2014. Also, 90% Baskeyfi eld adds: “We want to ensure that and wellbeing strategy, with data providing a of staff understand the benefi ts on offer, and what we have in place drives the philosophy of vital insight to help tackle stress in the 88% rate Discovery’s benefi ts highly. In July, workplace. The organisation works closely with Discovery Networks was named one of Britain’s its private medical insurance provider, Healthiest Companies. DISCOVERY NETWORKS PruHealth, to furnish regular reports, which are Baskeyfi eld adds: “The health and wellbeing AT A GLANCE anonymised, to help it see what health claims of our organisation is at the forefront of are made by staff. everything we do and roll out. High Discovery Networks is a pay-TV After this data highlighted that stress was an engagement levels are certainly helped by the programmer that reaches three billion issue for some employees, the organisation array of benefi ts on offer, and have seen us cumulative subscribers across 220 decided to address the issue proactively. In come second in Britain’s Healthiest Companies countries and territories a year. It has 11 October 2014, it launched a stress awareness two years running.” channel brands across the UK and Ireland, including Discovery Channel, TLC, Quest campaign to coincide with Mental Health and ID. It screens factual and Awareness Week in the UK. This included initiatives such as workplace yoga classes and Robert Crawford is entertainment programmes, which reach a reporter at time-management courses. 23 million unique viewers each month. Employee Benefi ts It has more than 1,300 employees in the “While it is anonymised, we see trends that UK, with a gender split of 50% male and are work-orientated,” says English. “We then @ Read more case studies at 50% female. see what interventions we can put in place to bit.ly/1lRQY0S combat and support employees, such as the
www.employeebenefi ts.co.uk I January 2015 I 37
EB_0115 37 11/12/2014 14:18 NEW YEAR, NEW APPROACH TO YOUR BENEFITS STRATEGY! Join us for a day of future thinking and networking with the industry G Discover the future of employee benefits G Blue sky thinking for the year ahead G Connect with the best minds in the industry
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EEB_0115_046_EBConnect_FP.psB_0115_046_EBConnect_FP.ps 4646 004/12/20144/12/2014 17:3817:38 @ www.employeebenefi ts.co.uk/resource-centre/buyers-guide BUYER’S GUIDE
PRODUCT FILE EAPs Employee assistance programmes offer a range of help to staff and will benefi t employers too, says Sam Barrett
he ability of an employee assistance programme (EAP) to provide staff with The facts Tconfi dential advice and support makes it a powerful tool in What are employee a health and wellbeing strategy, assistance programmes delivering benefi ts to both (EAPs)? employees and employers. An EAP provides confi dential Central to an EAP’s operation is information, support and a confi dential telephone line. This counselling to staff with personal should be available around the or work-related issues. The service is available around the clock by clock, providing staff with advice phone or online. A comprehensive and information on a variety of EAP also provides access to matters, including psychological face-to-face counselling. An EAP issues, relationship problems, can also give support to employers. addiction, childcare, eldercare, debt As well as providing advice to line and legal worries. managers, it can produce Most employees will be able to anonymised management data to access support by phone or online, help an organisation to identify and but an EAP can also refer staff for tackle any workplace issues. face-to-face counselling if necessary. This is available in more What are the origins of EAPs? comprehensive EAPs, which may EAPs fi rst appeared in the US in include a series of up to six or the 1950s to help employees tackle alcohol-related problems. eight counselling sessions. They made their way to the UK, in a more comprehensive format, Supporting employees in the 1980s. Just how effective an EAP is at supporting employees can be seen Where can employers get in research published by Capita more information and advice? Health and Wellbeing in June 2014. The UK Employee Assistance Analysing data on more than 3,500 Professionals Association (www. employees that used an EAP in eapa.org.uk) represents individuals 2013, it found the percentage that and organisations concerned were struggling with workplace with employee assistance, pressures fell from 51% before psychological health and wellbeing. counselling to just 5% afterwards. What are the costs involved? The research also found that an Costs depend on the number of EAP improved employees’ staff and the breadth of service, engagement with work, with just but the average annual running cost is £14 per employee for a STATISTIC 20% saying they had lost interest health and wellbeing, employers comprehensive EAP, according to after counselling, compared with can also benefi t from introducing a the UK Employee Assistance of respondents 68% who said so before. Also, just scheme. A healthier, happier Professionals Association. 65% said their 33% of employees said they were workforce means lower sickness relationships with colleagues struggling with concentration after absence rates, increased were good or very good after using the service, compared with productivity and higher levels of concerns they might have about EAP counselling, compared with 75% before. employee engagement. employment issues or employee 37% before counselling. As well as using an EAP to help An EAP can also help line health. Some EAPs have even Capita Health and Wellbeing, June 2014
SHUTTERSTOCK safeguard employees’ mental managers to deal with any developed specialist support for
www.employeebenefi ts.co.uk I January 2015 I 39
EB_0115 39 12/12/2014 15:53 BUYER’S GUIDE
PRODUCT FILE
employers, offering services where an EAP is not available to all such as trauma management employees, for example where it is and mediation. attached to a voluntary benefi t or The facts A further benefi t of EAPs to is part of the medical insurance larger organisations is the offered only to management. What are the legal management information they Although some providers will implications? A Court of Appeal ruling in 2002 yield. As long as the scheme is automatically extend a free EAP to (Sutherland v Hatton) stated that large enough for the data to all staff, if it is available only to a an EAP could protect an employer remain anonymous, an EAP can subset of employees, the service from employees’ stress claims, but provide an employer with details of can be diffi cult to promote, which this was clarifi ed in 2007 when the service’s usage. leads to low utilisation. judges said employers needed to This management information But this is not only a problem for do more to support staff than can give the organisation an insight free EAPs. Although these offer simply offering an EAP. into potential problems in its support across a range of areas, workforce, for example high levels the number of employees that pick What are the tax issues? of work-related stress, bullying or up the phone to call can be very An EAP can be regarded as a low morale. Armed with this low. According to the EAPA, business expense rather than a knowledge, it can make changes or average usage is about 10% of benefi t in kind as long as it satisfi es HM Revenue and adapt a health and wellbeing the workforce, and 16% is Customs’ defi nition of welfare programme to prevent any issues considered high usage for an counselling and is not provided from escalating. 2014, found that EAPs are one of EAP that offers online and directly to employees’ dependants, the most popular core benefi ts telephone support. unless in relation to an issue being Market growth offered to all staff, so it is no There are ways to push up faced by an employee. The recognised benefi ts of EAPs surprise that the EAPA expects to usage, however. Regular promotion have seen the market grow see further growth in the market. of the service and the areas it What is the annual spend? signifi cantly in recent years. It predicts that in 2015, about 16 covers can remind staff to use it, The EAP sector is worth about £70 Figures from the UK Employee million employees will have access but EAP providers also recommend million, according to the EAPA. Assistance Professionals to EAP services. including the service in line Association’s (EAPA) Market watch Large employers that have manager training programmes. Which providers have the report 2013 show that 8.2 million launched EAPs in the last couple of biggest market share? employees had access to an EAP in years include Whitbread, which Line managers No sales data is available, but the larger players include Axa Icas, 2008, but by 2013 this fi gure had rolled out a programme to more If line managers have referral to Bupa, Capita, Care First, Ceridian, risen to 13.8 million. than 40,000 staff in 2014; the EAP as one of their tools when CIC, ComPsych, Optum, Right This is equivalent to almost half Northern Powergrid, which dealing with employees, the Management Workplace Wellness, the UK workforce and includes 23 introduced a scheme for its 2,670 number of service users will Validium and Workplace Options. of the top 25 organisations in the employees; and Oxfam, which increase. For example, EAP Sunday Times’ 100 Best companies launched an EAP, provided by CIC, provider Validium found that where Which have increased their to work for. for its 1,300-strong UK workforce. it promoted this, utilisation rates market share the most? Employee Benefi ts’ The Benefi ts increased to as much as 40% This is impossible to say without research 2014, published in May Free EAPs among its clients. any sales data. As well as employers realising the Access to online services can STATISTICS benefi ts of EAPs, the market’s also help to increase usage, and an growth has also resulted from increasing number of EAPs now smartphones, as well as the ability Northern EAPs being added to other include online resources. to contact the helpline if required. 2,670 Powergrid staff health-related benefi ts. Logging into a service is simpler The growth in the EAP market, have gained access to an EAP An EAP is now often provided as and less personal than speaking to coupled with pressure on price and following a strategic review, an added-value freebie with a person, and this facility is the demand for more services, which led the organisation to products such as a health cash particularly popular among means consolidation among take a more proactive approach plan, private medical insurance younger employees and men. providers is likely in the next few to staff wellbeing. (PMI) or group income protection. Because of this, many EAP years. Although this may take of respondents But the quality of these free providers have taken steps to some niche players out of the 80%that offer an EAP EAPs varies greatly. Some will reach out to these groups. market, it will give those that do so as a core benefi t for all provide access to face-to-face For example, Ceridian launched remain the scale to deliver what staff, making it the second counselling and management its LifeWorks mobile app in 2013, employers and staff really need. most common benefi t offered information, but these elements giving employees access to @ Read more buyer’s guides at on this basis. are often stripped out. comprehensive health and The Benefi ts Research 2014, May 2014. bit.ly/1k0Zqbv Further complications arise wellbeing resources via their
40 I January 2015 I www.employeebenefi ts.co.uk
EB_0115 40 12/12/2014 15:53 the perfect fit for every employee.
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1. What do I need to know? 2. What is right for me? 3. How do I do it? Financial education can be delivered Individual guidance and support can We can then help them implement their via many routes such as seminars, be provided including a helpdesk and chosen retirement income plan in line webinars or through online tools but fully regulated advice. Questions can be with their requirements whether that is the most important thing is it will be answered such as, ‘should I retire now, taking some form of drawdown, buying tailored to your employees based on the delay retirement or work part time?’ and an annuity or a combination of options. benefits you provide. It will help your ‘how should I take my income?’ Also, Many employees may want to make a employees understand the advantages and other considerations such as their partner’s series of decisions over time rather than disadvantages of all the new retirement pension and savings can be taken into a single choice at retirement and we can income options available. In other words, account. support them through this. it explains to them what they need to know!
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EBS_0115_016_WealthAtWork_FP.ps 16 03/12/2014 11:40 CONFESSIONS OF A BENEFITS MANAGER A royal occasion The biggest boss in the organisation is paying a visit, and Candid is swept up in the general panic to create a favourable impression
veryone is twitchy because the To add to the excitement and Superboss, so my guess is his main Finally, at 1.30pm, I pick up a call Highest Being in the general terror in the offi ce, Big Bad interest will be the current tough on Big Bad Boss’s phone, but he is Eorganisation, yes Lord King Boss has been asked to make a quarter and how we can continue nowhere to be seen. I run round the Superboss himself, is coming to special presentation to Lord King to do more with less. whole fl oor, but he is lost. I nip visit European HQ again. Superboss on European reward. He I suggest to Big Bad Boss that we upstairs, but he isn’t there either. The effect this news has had on has me slaving away creating do a few slides on some of the cost Surely he wouldn’t have gone out us all is momentous. Reception has graphs and tables for his slides, so savings we have made, and put for lunch with such an important been redecorated. Facilities have that my keyboard is positively some of the ones that refer to appointment pending? We are all cleared away all the piles of junk smoking. At the end of it, I have spending into the appendix. That standing by our desks like army hiding in corners, and suddenly crafted a deck of 50 slides. way, we can sound like we are cadets waiting for inspection. The provided the new storage furniture I can’t believe Superboss is going doing our bit for quarter end results. assistant buzzes again. Can we we’ve been requesting for years. to want to hear all that. Does he Finally, the day arrives when the send someone up immediately? They have even bought a fancy new really care about our reward big man is here. I happen to be in Erm, who? There is only Big Bad capsule coffee machine for the top strategy? Is he going to give a toss the lobby to see him delivered from Boss, Lazy Susan and myself. fl oor, although not for the rest of us. if we have introduced a new a black limo worthy of royalty. And Briefl y, I consider going up. I They have also been busy pension scheme in royally is exactly could do it; I know the data better sending out emails to remind us Belgium? Surely not. how he is treated. than anyone. However, Big Bad Boss about tidying. Some years ago, they If I know any of our Our local Highest would probably never forgive me introduced a clean-desk policy, senior management I am Being is there to for stealing his moment of glory which means that if we leave our team, they are really surprised by how greet him and (even though I wrote most of it for desk for a second, there must be no only interested in small and young whisk him upstairs him). I grab an IT guy and send him paper left on it. their own package. for a nice cup of into the men’s loo. Sure enough, Big Most of us in HR are pretty tidy They express interest the Superboss is. fancy coffee. I am Bad Boss is holed up in a cubicle. I anyway, given that we are working in others only to You could mistake surprised how small guess his nerves are getting to him. with lists of pay and benefi ts data, make sure no one and young the Big Bad Boss charges up to the but I still do leave certain non- underneath is paid him for the spotty Superboss is. The top fl oor again. Later he tells me he confi dential things out on my desk. any more than they guy coming to fi x great man founded was chastised for taking so long. It Now the policy is being enforced should be and, in your computer this company in the seems that if you are Lord King rather vigorously. I came back from particular, that no one 1980s and yet, Superboss, you can be over two the loo to fi nd a warning taped to else is paid more than passing him in the hours late, but if you are anyone my desk after I left a phone list they are. corridor, you could else, you had better be on time. unattended for about fi ve minutes. Otherwise, our leaders just want mistake him for the spotty guy Big Bad Boss was offered some I hope this is a lesson to Lazy to get on with pontifi cating about coming to fi x your computer. That of that nice coffee, though. And, Susan, and that she will clear away the especially tough quarter and said, there is a palpable aura of luckily, the cost savings went down the piles of magazines, tissues, food how we must all pull together to power and infl uence around him. well, so we are all in the good books. and hand creams she keeps as a meet our plan. I have noticed that Big Bad Boss is sweating at the I wonder if we can have a fancy physical barrier to prevent any all quarters are tough here, and we thought of his presentation, which coffee machine to celebrate? actual work reaching her desk. Big are in a constant state of austerity, is due for 11am. Bizarrely, he is Next time… Candid looks at next Bad Boss is equally delinquent, with even while reporting record profi ts. sitting alone in a conference room of kin. teetering piles of paper on his desk, Of course, as founder and major waiting for it to start. On phoning but the desk police seem only to be shareholder, everyone else is paid the assistant on the top fl oor, it @ Read more Confessions at: bit.ly/RKlOt2 targeting the open-plan areas. signifi cantly less than Lord King seems Superboss is running late.
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EB_0115 42 12/12/2014 16:24 CONTACT DIRECTORY VOLUNTARY BENEFITS BENEFITS SOLUTIONS
Delivering engaging and cost effective benefits solutions. Through our fully integrated platform, we offer: G Discounts – From over 3000 vendors, which Jelf Employee Benefits is one of the UK’s can be tailored to include both regional and leading benefits consultancies, with a track record company requirements. of innovation and commitment to clients. We G Concierge – Assistance to organise that construct tailored packages of support and advice dream holiday, sourcing hard-to-get concert to best suit you and your employees. tickets or finding you a plumber. Our comprehensive package of services is designed G Reward & Recognition – Helping you to to help you improve the physical, emotional and recognise employees in meaningful ways financial wellbeing of your employees and includes: Xexec beyond pure salary and bonus. s !UTO %NROLMENT AND 0ENSIONS #ONSULTANCY T: 0208 201 6483 G Retail Vouchers – Providing vouchers for s (EALTH AND 7ELLBEING 3OLUTIONS Email: [email protected] high street brands & supermarkets, online and Jelf Employee Benefits s 2ISK AND 0ROTECTION #ONSULTANCY Web: www.xexec.com via salary sacrifice. (ILLSIDE #OURT s &INANCIAL %DUCATION "OWLING (ILL s &LEXIBLE "ENEFITS s )NTERNATIONAL 3ERVICES BREAKDOWN COVER #HIPPING 3ODBURY "3 *8 Working with you, we recommend the most appropriate blend of products and services to Staff could save up to 34%* Tel: provide the best fit for your objectives. We have off our online prices and Email: [email protected] been recognised by industry peers for our customer focused approach and have won awards across all 20%* off at each renewal Web: www.jelfgroup.com areas of the business.
Discounted AA Breakdown Cover is available for your staff and colleagues – join our affinity Workplace Options’ services are specifically designed scheme to reward employees the easy way. to promote: employee engagement; performance; productivity; workplace wellness; duty of care; and * Terms and Conditions apply a maximum return on investment. Products include: s Employee assistance programmes: For more information contact delivered worldwide AA Emily John on 01256 493 469 or Workplace Options s Wellness programmes: wellness coaching T: 01256 493 469 and health assessments E: [email protected] email [email protected] T: +44 (0)20 8987 6579 Freephone: 0800 027 4939 s HR and business support: mediation and E: [email protected] outplacement services W: www.workplaceoptions.com s Crisis support: critical incident planning, trauma Follow us: counselling, on-site and telephone support @WorkplaceOption s 4RAINING 100+ customisable seminars/ webinars on a wide range of work-life and yourWorkplaceOptions management topics /workplace-options For more information please contact us on /workplaceoptions +44 (0)20 8987 6579 or [email protected] Save the date Mattioli Woods understand that businesses are increasingly seeking new ways to recruit, motivate, engage and MEET SHARE LEARN CONNECT retain the best talent with innovative employee benefit solutions. Working www.employeebenefitsconnect.co.uk with employers locally, nationally and internationally Mattioli Woods design, implement and administer new and existing schemes, providing advice and guidance on life cover, retirement, Mattioli Woods plc health and wellbeing, salary protection, T: 01224 652 100 rewards and lifestyle related benefits. Our Email: [email protected] employee benefits solutions will support .co.uk Web: www.mattioliwoods.com your business now and in the future.
www.employeebenefi ts.co.uk I January 2015 I 43
EB_0115_043_Contact Directory.ps 43 12/12/2014 15:44 FLEXIBLE BENEFITS TAILORED TO YOUR EMPLOYEES
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