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Saving your business valuable time and resource

Establishing a new employee benefit or a new strategy can be time consuming and take up a lot of resource. We're here to do the heavy lifting for you allowing you to focus on your biggest asset, your people.

When sourcing options for your benefit schemes, we go to the whole of the market. Our excellent reputation as a consultant and service provider, delivering world-class service, can yield preferential terms and rates.

Ensuring your employee benefits deliver real value

Our dedicated team of consultants will ensure your benefits do not only meet your legislative and legal requirements, but that they also deliver real value for your business and importantly your people.

By listening and working closely with you we get a complete understanding of your business. This enables us to create and deliver sustainable, long-term solutions which offer competitive pricing, a superior delivery and the highest standards of service. This ensures your benefits deliver real value for your business and your people.

How to re-align your employee benefits strategy for a changing workforce

We’ve put together a panel of our experts to give their opinions on how hybrid working, emerging health and wellbeing issues, a candidate-led recruitment market, and huge increases in the cost of living could impact your employee benefits strategy.

 

Covered in this interactive guide:

  1. Should you re-think your employee benefits in 2022?
  2. How to review and redesign your employee benefits for a changing workforce
  3. Putting a focus on employee wellbeing
  4. The benefits impacts we predict for 2022 and beyond

Making sure your employee benefits complement each other

When reviewing and auditing your employee benefits it is important to look at them as a whole. This is because there may be some areas where benefit provisions overlap, particularly when looking at Group Income Protection and Private Medical Insurance. It is important that you identify the areas where benefits link and complement each other, and structure them accordingly to maximise effectiveness, and minimise premiums.

For example, it could possibly be more effective for an employee to claim for physiotherapy under a cash plan rather than through Private Medical Insurance. This helps control PMI claims and potentially manages cost. As there is often no requirement for a GP referral, it could also speed up access to treatment, therefore reducing absenteeism.

It is also worth considering how these insured benefits can work with other health and wellbeing benefits or initiatives you may have. Do you hold regular wellbeing roadshows or provider days at your workplace? Do you advocate a healthy lifestyle through cycle to work schemes or gym membership discounts? Is Friday fruit day in your office? This may have a preventative impact on the likelihood of absence within your workforce and promote a healthy environment. Also, if you can demonstrate this commitment to healthy living and its results to insurers, it may also have a positive impact on premiums at the time of policy renewal.

Get in touch

Looking for help with your employee benefits strategy?

Johnson Fleming were selected after a full review of our services. With clear project planning and excellent communication they’ve made the transition from our previous provider and platform a really smooth and easy process.

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