Turn good intentions into a better performing business: taking a proactive approach to employees’ wellbeing.
81% of organisations in the Simplyhealth Health and Wellbeing Benefits Guide 2017 stated they have a health and wellbeing strategy in place.
For many businesses, this is the first step to helping employees feel and perform well.
A one-size-fits-all approach no longer works for workplace health and wellbeing.
Research by the Chartered Institute of Personnel and Development (CIPD) shows the UK’s workforce is aging:
This multigenerational workforce has been dubbed ‘the 4G workforce’ with potentially four generations at work at the same time. It is likely your business will employ people of varying ages and in different life stages – all with very different needs.
How can organisations offer a range of benefits to effectively recruit, retain, engage and motivate all sections of their workforce?
Flexible benefits offer a solution. A flexible benefits package gives employees more control, allowing them to alter the combination of benefits that they are receiving when their personal circumstances change.
Some popular benefits may only be relevant to one section of the workforce. For example, childcare vouchers will not be of interest to employees who do not have young children.
Health and dental plans have wide appeal. Providing fast access to everyday healthcare will be relevant to the majority of employees at any given time, whether it’s a 24/7 GP service, an emergency visit to the dentist or a physiotherapy check-up.
Delays in getting treatment can mean people are distracted by illness and not fully focused on their role at work. These delays can even prolong absence from work. Quicker treatment and easier access to health support can see employees fully fit and back to work in next to no time.
For all new business enquiries,
get in touch with the corporate team:
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