Forum: Recent Posts

Forum: Recent Posts http://forum.employeebenefits.co.uk/ Forum: Recent Posts en Thu, 09 Feb 2012 09:47:34 +0000 joehuggs on "Benefits of Health and wellness calender" http://forum.employeebenefits.co.uk/topic.php?id=375#post-679 Thu, 19 Jan 2012 06:44:43 +0000 joehuggs 679@http://forum.employeebenefits.co.uk/ Health and Wellness Calendar addresses a different health or wellness topic, such as nutrition, fitness, stress, blood pressure, weight control, self-care, etc. The calendar coincides with national health observances and promotes actionable steps to improving ones health each month. The Health and Wellness Calendar has a very attractive layout and design. Each Health and Wellness Calendar provides a prominent place for your name and logo. Size: 8 1/2" x 11" --------------------------------------------- <a href="http://www.ayushveda.com/dietfitness/">fitness magazine</a> | <a href="http://www.ayushveda.com/homeremedies.htm">home remedies</a> tbarton on "How would you motivate bored employees?" http://forum.employeebenefits.co.uk/topic.php?id=374#post-669 Fri, 13 Jan 2012 10:06:19 +0000 tbarton 669@http://forum.employeebenefits.co.uk/ A quarter of office workers suffer from chronic boredom, with many turning to chocolate and alcohol to cope with the drudgery, according to a study by the University of Central Lancashire. Read the full story: <a href="http://www.employeebenefits.co.uk/item/14257/23/5/3" rel="nofollow">http://www.employeebenefits.co.uk/item/14257/23/5/3</a> tbarton on "What measures would you take to deal with higher-paid staff?" http://forum.employeebenefits.co.uk/topic.php?id=373#post-668 Fri, 06 Jan 2012 11:01:42 +0000 tbarton 668@http://forum.employeebenefits.co.uk/ Singapore's prime minister and political leaders will take a pay cut and see their pension scheme removed. Read the full story here: <a href="http://www.employeebenefits.co.uk/item/14226/23/5/3" rel="nofollow">http://www.employeebenefits.co.uk/item/14226/23/5/3</a> tbarton on "The Big Question: How can employers motivate staff during gloomy January?" http://forum.employeebenefits.co.uk/topic.php?id=372#post-667 Tue, 03 Jan 2012 12:27:36 +0000 tbarton 667@http://forum.employeebenefits.co.uk/ The external pressures on motivation, such as the economy or the weather, may vary, but the workplace factors that drive motivation, wellbeing and engagement do not really change much. There are six essentials, and if they are not right, wellbeing, engagement and performance will suffer. Firstly, resources and communication: give people what they need to do the job and keep them informed. Secondly, control and autonomy: do not limit the freedom of employees to do their job their own way, unless it is essential. Thirdly, balanced workload: make sure people are not overloaded and that they get enough respite from work. Fourthly, job security and change: keep transferable skills up-to-date and manage change actively. Fifthly, work relationships: make sure people are treated respectfully by bosses and colleagues. Lastly, job conditions: give people the best working conditions that can be justified. My thoughts about how to give employee motivation a lift in January involve focusing on these six key factors and finding one or two ‘quick wins’. For example, ask employees if they can think of a better way of doing something (control and autonomy) and, if it is practical, go along with their suggestion. Do something simple and not too costly to help improve relationships between people (work relationships). Give people a little more flexibility around their working time (balanced workload). These are just suggestions. What works in each context will be something completely different, but if it improves one of the six essentials, it will almost certainly pay off. - Professor Ivan Robertson, director of Robertson Cooper and professor in organisational psychology at Leeds University Business School tbarton on "The Big Question: How can employers motivate staff during gloomy January?" http://forum.employeebenefits.co.uk/topic.php?id=372#post-666 Tue, 03 Jan 2012 12:27:08 +0000 tbarton 666@http://forum.employeebenefits.co.uk/ It is interesting that having come out of the festive season each year, employees can feel somewhat down. What can employers do to lift their spirits and make January less painful? Employers could look to instill some fun into the organisation. In particular, contact centres, where staff may be dealing with frustrated customers arranging to return faulty goods, could hold themed days with prizes for the most inventive theme or costume. In a sales environment, why not hold an incentive or product-push day and provide something visual? Provide teams with balloons and, each time a sale is made, let the individual pop a balloon. It stimulates both visual and sound senses. Hold charity events, encourage employees to contribute cakes and unwanted Christmas goods. Have a stall selling cakes at minimum cost and raffle off the unwanted gifts. It helps to give employees something to look forward to. If you have an employee-of-the-month scheme, why not make January a month of employee-of-the-week for a change? Distribute ‘Welcome back’ desk drops highlighting some key events that are coming up and welcome staff back to a new year. Ask for suggestions from employees of things they would like to do to make January more enjoyable – I bet they will have some good ideas. - Ricky D’Ash, remuneration specialist at Equity Insurance Group tbarton on "The Big Question: How can employers motivate staff during gloomy January?" http://forum.employeebenefits.co.uk/topic.php?id=372#post-665 Tue, 03 Jan 2012 12:26:37 +0000 tbarton 665@http://forum.employeebenefits.co.uk/ The best thing an employer can do to motivate staff during the gloomy month of January is not to refer to January as a gloomy month. Robert Merton first coined the term ‘self-fulfilling prophecy’ in his 1968 text Social theory and social structure as “a false definition of a situation evoking a new behaviour, which makes the original false concept come true”. A self-fulfilling prophecy also works in groups. So, in the workplace, it can mean that, collectively, employees’ expectations can become reality. Think about it: if an employee hears often enough that they work in a matrixed environment or that the Monday of the last full week of January is the most depressing day of the year, at some point they, and everyone who reads the corporate communications or media reports, might just start to believe it is true. We choose our moods. So, if a self-fulfilling prophecy can work for negative thought, it can also work for positive outcomes. As an employer, choosing positive and relevant words, phrases and images in employee communications is a fundamental element to shape any work environment. Take a health example. Which of the following would you rather communicate to employees in January: ‘Do not avoid exercise in winter months because this could lead to the development of cardiovascular disease’ or ‘Love your heart by continuing to exercise in the crisp outdoor air this January’? Both are designed to motivate, but I know which one is more likely to get me outside on ‘Blue Monday’. - Breckon Jones, director of benefits, health and wellness, Europe, Middle East and Africa (EMEA) at American Express Nicola Sullivan on "What festive treats have you been enjoying at work?" http://forum.employeebenefits.co.uk/topic.php?id=365#post-656 Fri, 16 Dec 2011 10:35:15 +0000 Nicola Sullivan 656@http://forum.employeebenefits.co.uk/ <a href="http://www.employeebenefits.co.uk/item/14185/23/5/3" rel="nofollow">http://www.employeebenefits.co.uk/item/14185/23/5/3</a> Nicola Sullivan on "What is the most amusing behaviour you have seen at a Christmas party?" http://forum.employeebenefits.co.uk/topic.php?id=363#post-654 Fri, 09 Dec 2011 11:29:23 +0000 Nicola Sullivan 654@http://forum.employeebenefits.co.uk/ <a href="http://www.employeebenefits.co.uk/item/14127/23/5/3" rel="nofollow">http://www.employeebenefits.co.uk/item/14127/23/5/3</a> leanne on "The Big Question: What are employers doing around stress in the workplace?" http://forum.employeebenefits.co.uk/topic.php?id=337#post-653 Mon, 05 Dec 2011 17:44:04 +0000 leanne 653@http://forum.employeebenefits.co.uk/ There are a number of proactive employers who are making wellbeing a priority in the workplace by running ongoing health and wellbeing events to educate and raise the importance of health in the workplace. It's been mentioned already, according to the recent CIPD Absenteeism survey, Stress is now officially the cause of the greatest number of sick days. Last year it was muscular skeletal problems. Business's now recognise the importance of raising awareness of health in the workplace. Feel Good, a UK wide team of the very best and most highly qualified teachers, speakers and therapists run wellbeing events, providing 1-hour health seminars, yoga, tai chi and fitness classes as well as posture and nutrition drop in sessions, 8 minute Wellpoint health checks and remedial massage. Our 1-hour lunchtime talks are in subjects such as breast cancer awareness, Posture and Ergonomics, Managing Stress, Eating For Energy and Men's Health I hope will be of interest to you and your team. Many of our talks are London based due to the speciality of our speakers and they stage presence. We work with enlighted businesses, many of the Times 100 top companies to work for including Worldpay, Nectar Rewards, Playfish EA, Royal Bank of Canada, Edelman and Kantar Worldpanel. Voted by The Times as 'The Top Peripatetic Stress-Easing Service'. For further information please contact <a href="mailto:leanne@feelgoodco.com">leanne@feelgoodco.com</a> or call 0800 731 5100. <a href="http://www.feelgoodco.com" rel="nofollow">www.feelgoodco.com</a> leanne on "What is the most unusual health and wellbeing benefit you have come across?" http://forum.employeebenefits.co.uk/topic.php?id=343#post-652 Mon, 05 Dec 2011 17:32:40 +0000 leanne 652@http://forum.employeebenefits.co.uk/ Hi Nicola, I am writing in response to your question regarding unusual health and wellbeing benefits. We're Feel Good - Fit For Business, who provide wellbeing services to clients such as Worldpay, Nectar Rewards and Royal Bank of Canada. Our services cover a broad range of activities including 1-hour health seminars, yoga, tai chi and fitness classes as well as health checks and remedial massage. Our 1-hour lunchtime talks are in subjects such as breast cancer awareness, Posture and Ergonomics, Managing Stress, Eating For Energy and Men's Health I hope will be of interest to you and your team. Many of our talks are London based due to the speciality of our speakers and they stage presence. We run wellbeing events which help promote the importance of health in the workplace, educate and be that all important catalyst for change. I'd be very happy to talk to you and send over our menu of services and list of talks. Please contact me on 0800 731 5100 or <a href="mailto:leanne@feelgoodco.com">leanne@feelgoodco.com</a> <a href="http://www.feelgoodco.com" rel="nofollow">www.feelgoodco.com</a> leanne on "Health & Wellness Calendar" http://forum.employeebenefits.co.uk/topic.php?id=335#post-651 Mon, 05 Dec 2011 17:22:57 +0000 leanne 651@http://forum.employeebenefits.co.uk/ HI Christian, I noticed your interest in creating a 2012 health and wellbeing calendar and thought you may be interested in our Wellbeing Services. We're Feel Good, a UK wide team of the very best and most highly qualified teachers, speakers and therapists providing 1-hour health seminars, yoga, tai chi and fitness classes, drop-in nutrition tasting table and posture sessions, as well as health checks and remedial massage. Our 1-hour lunchtime talks are in subjects such as Breast Cancer Awareness, Posture and Ergonomics, Managing Stress, Eating For Energy and Men's Health I hope will be of interest to you and your team. Many of our talks are London based due to the speciality of our speakers and they stage presence. We run health and wellbeing events that are incredibly popular and raise the profile of health and play the part of being that important catalyst for change. I'll happily send over to you our service menu and list of talks so you can see our offering in more detail. Please feel free to call me on 0800 731 5100 or email me at <a href="mailto:leanne@feelgoodco.com">leanne@feelgoodco.com</a> <a href="http://www.feelgoodco.com" rel="nofollow">www.feelgoodco.com</a> Nicola Sullivan on "What are the pros and cons of staff going on holiday together?" http://forum.employeebenefits.co.uk/topic.php?id=348#post-622 Fri, 25 Nov 2011 10:37:18 +0000 Nicola Sullivan 622@http://forum.employeebenefits.co.uk/ <a href="http://www.employeebenefits.co.uk/item/14050/23/5/3" rel="nofollow">http://www.employeebenefits.co.uk/item/14050/23/5/3</a> Nicola Sullivan on "Do you think best-dressed employee competitions are a good idea?" http://forum.employeebenefits.co.uk/topic.php?id=344#post-618 Fri, 18 Nov 2011 10:15:25 +0000 Nicola Sullivan 618@http://forum.employeebenefits.co.uk/ <a href="http://www.employeebenefits.co.uk/item/13953/23/5/3" rel="nofollow">http://www.employeebenefits.co.uk/item/13953/23/5/3</a> Nicola Sullivan on "What is the most unusual health and wellbeing benefit you have come across?" http://forum.employeebenefits.co.uk/topic.php?id=343#post-617 Fri, 11 Nov 2011 11:00:33 +0000 Nicola Sullivan 617@http://forum.employeebenefits.co.uk/ <a href="http://www.employeebenefits.co.uk/item/13931/23/5/3" rel="nofollow">http://www.employeebenefits.co.uk/item/13931/23/5/3</a> jjrobbins on "Hard to recruit positions" http://forum.employeebenefits.co.uk/topic.php?id=342#post-616 Fri, 11 Nov 2011 09:42:33 +0000 jjrobbins 616@http://forum.employeebenefits.co.uk/ In our company we have a graded structure, however sometimes with hard to recruit positions we have to go outside the salary bands. We have decided to introduce a hard to recruit band, we are just looking at what criteria the role needs to fulfill before we can formally put it into the Hard to recruit band, any advice on what to include would be greatly appreciated. Thanks common759 on "Vacation Tracking Software" http://forum.employeebenefits.co.uk/topic.php?id=341#post-615 Thu, 10 Nov 2011 10:13:22 +0000 common759 615@http://forum.employeebenefits.co.uk/ Could someone help me with picking a nice Vacation Tracking software or a nice Attendance tracking. I want something that be able to synchronize with Outlook calendar 2007 + and be able to handle department calendar and Admin calendar. Right now we are using CommonOffice But I do not want to pay. They are charging us 60 per month . I want a free solution and be able to use it off line. I want to have project management too. Has anyone used the vacationtrackingsoftware or [GIVE another example of our URL] 1 – I want to track the vacation accrual 2 – Be able to run report for each month for each department. 2 b – Be able to submit a request on behalf of someone else. 3 – Be able to export to Peoplesoft. 4 – Be able to do Attendance tracking 5 – Vacation Management and Leave tracker. 6 – Be able to do Employee vacation schedule Nicola Sullivan on "What would you do to liven up a small Christmas party?" http://forum.employeebenefits.co.uk/topic.php?id=338#post-612 Fri, 04 Nov 2011 10:16:23 +0000 Nicola Sullivan 612@http://forum.employeebenefits.co.uk/ <a href="http://www.employeebenefits.co.uk/item/13905/23/5/3" rel="nofollow">http://www.employeebenefits.co.uk/item/13905/23/5/3</a> jpaterson on "The Big Question: What are employers doing around stress in the workplace?" http://forum.employeebenefits.co.uk/topic.php?id=337#post-611 Mon, 31 Oct 2011 11:28:29 +0000 jpaterson 611@http://forum.employeebenefits.co.uk/ In our experience at the International Stress Management Association, the response to workrelated stress is more reactive than proactive. Some employers are introducing intranete-programmes, running optional stress awareness sessions, open days focusing on wellbeing, and providing massage, physiotherapy and even peer supporters. This may encourage staff to change stress-inducing habits and enable a few to identify the difference between life pressure and ill health. In 1999, the Health and Safety Executive (HSE) required all employers with five or more staff to carry out risk assessments, including an assessment for stress. Some large employers have initiated this procedure, which takes about 18 months and includes an extensive audit of staff, focus groups and action plans. There is still a lot of confusion over this process. In 2004, management standards were introduced that identified six risk factors in the workplace and placed the responsibility of managing work-related stress on managers. My experience is that health and safety, some occupational health and some HR managers are aware of these standards, but there has been limited roll-out of training to middle managers to use this process proactively. This year, the British Standards Institute presented a new standard for proactive psychosocial risk management which identifies best practice of how senior managers can initiate and oversee risk assessment. This has been agreed with the HSE, the World Health Organisation and other global bodies. Further standards are in preparation for managers and third-party providers. - Ann McCracken, chair of the International Stress Management Association and director of AMC2 jpaterson on "The Big Question: What are employers doing around stress in the workplace?" http://forum.employeebenefits.co.uk/topic.php?id=337#post-610 Mon, 31 Oct 2011 11:28:06 +0000 jpaterson 610@http://forum.employeebenefits.co.uk/ Employers could be forgiven for reacting to National Stress Awareness Day on 2 November by saying it is not a business priority and they are too busy responding to difficult trading conditions. However, given findings from the Chartered Institute of Personnel and Development's October 2011 Absence management survey that stress is now the leading cause of sickness absence, perhaps the issue should move up the list of priorities. There are a number of ways employers can respond to stress in the workplace and many actions they can take to make a positive difference for those affected. The situation is not helped by the fact that stress is actually quite a poorly defined concept. It is also not helped that stress does not exist from a medical point of view. So it is surprising how many times stress is written on employees' fit notes by GPs. The first thing an employer can do is find out exactly what the problem is. The Health and Safety Executive's (HSE) stress standards and management competencies, outlined on its website, would be a good starting point. The questions contained in the stress standards can be used freely by organisations and particular help should be given to problem teams, such as using focus groups to get them to come forward with ideas for improvement. Putting in place and supporting an effective partnership between HR, occupational health and an employee assistance programme is also vital so support can be targeted and resources co-ordinated. Social issues as well as workplace problems can then be addressed, increasing the sense that the organisation cares and is interested in employees' wellbeing. - Andrew Kinder, vice-chairman of the UK Employee Assistance Professionals Association (UK EAPA) and chief psychologist at Atos Healthcare jpaterson on "The Big Question: What are employers doing around stress in the workplace?" http://forum.employeebenefits.co.uk/topic.php?id=337#post-609 Mon, 31 Oct 2011 11:27:34 +0000 jpaterson 609@http://forum.employeebenefits.co.uk/ Many organisations are turning to prevention rather than reacting to the symptoms of stress and are seeking to support staff who are already affected. This is through the exploration of resilience. This means creating a greater awareness as an individual something we can all benefit from as well as having programmes to equip managers to have a better understanding of the topic something they can add to their manager toolkit. There are many definitions of resilience. My favourite is: 'The ability to identify, assess and respond to a potentially disruptive situation in order to prevent it from becoming a crisis.' Resilience is not just about work. It improves the individual's ability to achieve in all aspects of life. Employers should not stop the support mechanisms, but prevention is better than cure, and they should be thinking about running workshops or introducing resilience training as part of their management development. At Deloitte, we are doing just that. We take all mental health issues very seriously and try to prevent stress. The firm has trained nine of its senior partners to become mental health champions, in an effort to increase openness about mental health among staff, and to offer a support system to those who need it. We have found that the mental health champions can direct staff to further help and support, and can sometimes prevent the issue from getting worse. Often having someone to talk to about their workload, or stresses outside the workplace, can really help. All employees are valuable to the firm, and if we can help them through difficult times, they will be happier when they are ready to return to work. - Val Stevenson, HR director at Deloitte tbarton on "What alterations to company cars would you like to make?" http://forum.employeebenefits.co.uk/topic.php?id=336#post-608 Fri, 28 Oct 2011 09:47:09 +0000 tbarton 608@http://forum.employeebenefits.co.uk/ The size of UK company fleets is getting bigger; but not in terms of number of cars. Luxury car manufacturers, such as BMW Group, are looking at adjustments to their cars in order to accommodate the growing number of obese people in the UK. Read the story here: <a href="http://www.employeebenefits.co.uk/item/13877/23/5/3" rel="nofollow">http://www.employeebenefits.co.uk/item/13877/23/5/3</a> What alterations would you like to see made to vehicles? christian.freeman on "Health & Wellness Calendar" http://forum.employeebenefits.co.uk/topic.php?id=335#post-607 Wed, 26 Oct 2011 12:13:06 +0000 christian.freeman 607@http://forum.employeebenefits.co.uk/ Hi all, I hope some of you maybe able to help me. I am trying to create a 2012 health and wellbeing calendar and wanted to try and include as many of the significant awareness campaigns which take place around the world relating to health and wellbeing e.g. Breast Cancer Awareness. The problem being I have been unable to find any truly reliable sources of this information and even fewer which are able to suggest any which take place around the globe. I am interested in finding out about any campaign which may last a month, week or even day as long as it relates to health and wellbeing. Any help you maybe able to provide would be much appreciated. Nicola Sullivan on "What is the most amusing data error you have come across?" http://forum.employeebenefits.co.uk/topic.php?id=334#post-606 Fri, 21 Oct 2011 09:26:23 +0000 Nicola Sullivan 606@http://forum.employeebenefits.co.uk/ <a href="http://www.employeebenefits.co.uk/item/13782/23/5/3" rel="nofollow">http://www.employeebenefits.co.uk/item/13782/23/5/3</a> Nicola Sullivan on "Would you consider extreme sports a workplace perk?" http://forum.employeebenefits.co.uk/topic.php?id=333#post-605 Fri, 14 Oct 2011 10:28:18 +0000 Nicola Sullivan 605@http://forum.employeebenefits.co.uk/ <a href="http://www.employeebenefits.co.uk/item/13759/23/5/3" rel="nofollow">http://www.employeebenefits.co.uk/item/13759/23/5/3</a> Nicola Sullivan on "What amusing office jargon do you know of?" http://forum.employeebenefits.co.uk/topic.php?id=332#post-604 Fri, 07 Oct 2011 10:45:31 +0000 Nicola Sullivan 604@http://forum.employeebenefits.co.uk/ <a href="http://www.employeebenefits.co.uk/item/13732/23/5/3" rel="nofollow">http://www.employeebenefits.co.uk/item/13732/23/5/3</a> ayaz786amd on "Employment Income" http://forum.employeebenefits.co.uk/topic.php?id=331#post-603 Mon, 03 Oct 2011 07:10:24 +0000 ayaz786amd 603@http://forum.employeebenefits.co.uk/ Hi I have few question If employer provides his manager with secretary & assistant and Manger takes them to jolly dinner. What will be the tax implication of these cost Debi ODonovan on "What unusual non-monetary motivators do you know of?" http://forum.employeebenefits.co.uk/topic.php?id=329#post-601 Fri, 30 Sep 2011 08:57:05 +0000 Debi ODonovan 601@http://forum.employeebenefits.co.uk/ Its often the small things that make a big difference. What small, unusual perks can you offer staff to engage them? jpaterson on "Big Question: Should employers provide healthcare perks for older workers?" http://forum.employeebenefits.co.uk/topic.php?id=324#post-596 Mon, 26 Sep 2011 11:56:44 +0000 jpaterson 596@http://forum.employeebenefits.co.uk/ A quick look at the facts is interesting. In 1995 there were nine million people in the UK aged over 60; in 2030, just 19 years away, it is estimated there will be 13 million. And the trend continues for women to have children later in life. The abolition of the default retirement age means many workers will be forced to work longer. So what is the obvious conclusion for employers? We will all have an older workforce. But traditional wisdom tells us 'older people get sick more often', so our ageing workers are likely to be off sick and this will increase our health and wellbeing costs. It is easy to see the temptation to reduce risk and cut benefits for these workers. There are things employers can do to manage this risk. Prevention continues to be better than cure, and is one of the reasons we are living longer. Comprehensive employer-funded health screenings and early interventions will make increasing sense for all workers, regardless of age. So might it make sense for the NHS to bear the treatment burden when they do get sick? Many diseases, especially cancer, have no respect for age, and we continue to insure younger staff against such high-cost episodes, so why not older staff too? The skills and knowledge that keep you competitive are increasingly going to rest with older workers. The combined cost of prevention and insurance begins to look like it could have a return. - Chris Coyne, group head of reward at City and Guilds jpaterson on "Big Question: Should employers provide healthcare perks for older workers?" http://forum.employeebenefits.co.uk/topic.php?id=324#post-595 Mon, 26 Sep 2011 11:56:24 +0000 jpaterson 595@http://forum.employeebenefits.co.uk/ Given that we have a workforce in many sectors that is ageing, organisations are going to have more people with potentially chronic problems that need intervention, some of which will be surgical intervention, some of which medical. Given the state of the NHS, the likelihood of that intervention being done quickly is pretty slim. So the simple answer to the question is: employers need to look seriously at their cost benefit in terms of whether they provide healthcare benefits, by looking at their age profile and gathering some information about the sort of thing people are off with, and particularly off with in the long term. If they are not off, what are the chronic conditions that are causing underperformance? Do employers rely on paying on an ad-hoc basis, or pay for cover for everybody? If they have a lot of older workers, the cost of the premium will be significantly higher than if they have a younger workforce. So my experience would say that if an employer does not have cover, when it comes to individuals who are identified as needing intervention, and if the NHS cannot do it quickly enough, then it will pay on an individual basis for intervention. Try to keep the people who are well, well. Invest in those who are well: that is worthwhile. You cannot look at these issues of healthcare benefits in isolation. You have got to look at the bigger picture, and the single most important message that comes out with older workers is flexibility of employment. - Professor Sayeed Khan, chief medical adviser at EEF, the manufacturers' organisation, and special professor in occupational health at the University of Nottingham jpaterson on "Big Question: Should employers provide healthcare perks for older workers?" http://forum.employeebenefits.co.uk/topic.php?id=324#post-594 Mon, 26 Sep 2011 11:56:00 +0000 jpaterson 594@http://forum.employeebenefits.co.uk/ Despite the fact that age discrimination legislation allows employers to restrict access to certain insured benefits beyond state pension age, many organisations are now starting to realise it is beneficial for long-term business strategies to respond to the challenges of an ageing workforce. Exemptions do not apply to certain health provisions, such as screening and flu jabs, but there are many other health matters related to an elderly workforce. Older staff are naturally more susceptible to ill-health in terms of incidence, severity and recovery, which has various implications for the employer. While organisations may promote NHS provision to target certain health risk groups, such as NHS smoking cessation, this is not a one-size-fits-all strategy. A report by the Institute for Employment Studies, An ageing workforce: the employer's perspective, in October 2009, found that about one-third of the workforce is managing a chronic illness by the age of 50, and general health issues are the primary driver of early retirement. This adds to work-related musculoskeletal disorders, which are one of the most common and increasing causes of absence and long-term incapacity. How much an employer invests over and beyond 'standard' adds perceived value to the business and helps attract, retain and motivate older, experienced staff. Targeted benefits that help detect or mitigate health problems are also likely to generate the greatest engagement among existing staff and could minimise risk exposure. So making provision relevant, rather than topping up for older workers, produces a benefits strategy that reflects employees' changing needs throughout their working life, offering the greatest likelihood of success. - Chris Evans, senior consultant at Buck Consultants Nicola Sullivan on "What is the most luxurious snack you have given to staff?" http://forum.employeebenefits.co.uk/topic.php?id=323#post-593 Fri, 23 Sep 2011 09:40:36 +0000 Nicola Sullivan 593@http://forum.employeebenefits.co.uk/ <a href="http://www.employeebenefits.co.uk/item/13668/23/5/3" rel="nofollow">http://www.employeebenefits.co.uk/item/13668/23/5/3</a> Nicola Sullivan on "What implications would a single-gender workforce have on reward?" http://forum.employeebenefits.co.uk/topic.php?id=321#post-591 Fri, 16 Sep 2011 09:33:11 +0000 Nicola Sullivan 591@http://forum.employeebenefits.co.uk/ <a href="http://www.employeebenefits.co.uk/item/13586/23/5/3" rel="nofollow">http://www.employeebenefits.co.uk/item/13586/23/5/3</a> jennifer.paterson on "What responsibility should employers take for employees' health?" http://forum.employeebenefits.co.uk/topic.php?id=320#post-590 Fri, 09 Sep 2011 08:55:45 +0000 jennifer.paterson 590@http://forum.employeebenefits.co.uk/ How much responsibility do you think employers should take for employees’ health and wellbeing? Nicola Sullivan on "What unusual environmentally friendly workplace initiatives have you heard of?" http://forum.employeebenefits.co.uk/topic.php?id=319#post-589 Fri, 02 Sep 2011 11:01:53 +0000 Nicola Sullivan 589@http://forum.employeebenefits.co.uk/ <a href="http://www.employeebenefits.co.uk/item/13528/23/5/3" rel="nofollow">http://www.employeebenefits.co.uk/item/13528/23/5/3</a> jennifer.paterson on "Big Question: Is the stock market fall turning staff off pension savings?" http://forum.employeebenefits.co.uk/topic.php?id=318#post-588 Tue, 30 Aug 2011 11:24:44 +0000 jennifer.paterson 588@http://forum.employeebenefits.co.uk/ The short answer is that it might, but it should not. Of course, bad headlines about stock market falls are bound to affect people’s confidence in any sharebased investment. But people should not let a short-term run of bad news turn them off what is still the best longterm way of saving for their retirement. Pension funds are not immune to share price falls, but only 17% of their money, for defined benefit (DB) schemes, is in UK equities. The National Association of Pension Funds’ member pension funds also invest in government and company bonds, property, infrastructure and other assets. Their investments are spread across the world’s major economies. This diversification protects members. And when it comes to pension saving, it is the long-term trend that really matters. Those in private sector final salary pensions should remember that short-term stock market falls do not change the rights they are building up with each year of service. A lower FTSE today does not mean a lower pension tomorrow. Those with defined contribution (DC) pensions hold individual pots that are affected more directly by the markets. But the long-term nature of pensions remains a key factor in helping them to ride out short-term volatility. Many people in DC schemes still have many years for their pot to recover and grow. Those nearing retirement will, more than likely, have been moved away from exposure to the stock market into safer assets such as bonds and cash. Pensions remain an excellent way of saving for retirement. Whatever the market figures, it is vital that more UK employees save for their retirement. Workplace pensions should remain their number one choice. - Joanne Segars, chief executive of the National Association of Pension Funds (NAPF)