We build value

Done well, wellbeing programmes can prevent illness and reduce absence, turnover and costs while driving performance. But getting there isn’t straightforward. Wellbeing needs to mirror the diversity of its workforce to succeed – their needs, their roles, their choices throughout their now extended working lives and employers still need to support each step. One size rarely fits all.

Employee benefits, health initiatives, absence policies and culture should work in unison to build real and perceived value. Integrating Healthsmart, our absence management process, will make workplace ill health more manageable and cost effective and get employees back to work faster too. Our wellbeing reviews lead to strategies, benchmarked industries and bottomed-out budgets.

Our aim is your total business wellbeing and in tandem with your other benefits, we implement, manage and measure your wellbeing programme.

Absence Management

Helps employees return to work faster.

Forward-thinking employers recognise that managing absence drives employee wellbeing, which in turn links to business culture, productivity and success.

We pro-actively integrate occupational health, absence management processes and employee benefits in Healthsmart to help employees recover faster and employers to manage absence better. We define employee absence ‘triggers’ and design bespoke processes to suit each business. We make the absence referrals and access services and treatments through existing benefits.

We also review and advise on absence cases each month. Offering inbuilt flexibility and three service levels, we answer individual business needs and can work alongside the Government’s Fit for Work service.

Occupational Health

Helps to create safe, healthy working environments and reduces sickness absence.

Quality occupational health monitors employee ill health cases and cuts employer risk. It’s important support for all employers, large and small, but cost and methodology need evaluating first.

We help source the right supplier and recommend integrating Healthsmart – our joined up occupational health, employee benefits and absence management approach. With inbuilt flexibility and three service levels, it answers individual business needs.

Employee Assistance Programmes (EAP)

Provides employees and their families with access to qualified, independent, wide-ranging support.

Covering health and stress through to legal matters and debt, employee assistance programmes (EAPs) give confidential advice via a telephone helpline and often face-to-face counselling too.

Many financial services products include an EAP so we help to manage costs by avoiding duplication across benefits. We also ensure the fit is relevant to each business so that employees use and value the service.

Wellbeing Initiatives

Helps employees become more health aware.

Employee wellbeing helps drive business success, so workforce health and work-life balance are priorities for many employers. But fulltime wellbeing managers are often too expensive, so initiatives tailored to employees and their roles work well.

We facilitate brainstorming sessions to design the relevant programme and help source suppliers, kick-start implementation and analyse results. We advise on flexible working, health risk assessments, workplace gyms and discounts, exercise at work, diet, sleep improvements, onsite GP services and hypnotherapy.

Health Risk Assessments

Educates employees about personal health risks.

Health screenings are a low cost wellbeing initiative that can inform and engage employees around their own health risks such as blood pressure or body mass index. Each employee receives a personal risk calculation and personal advice, leading to a more productive, engaged workplace.

We facilitate brainstorming sessions to design the right programme. We also help source suppliers, implement programmes and analyse results.

Stress Audits

Creates safe, healthy working environments and protects against potential stress claims.

Legally, employers have to assess the risk of employees becoming ill through workplace stress. Auditing provides accurate recording and referral systems and identifies the most stressful roles

But measuring stress isn’t a one-off annual occurrence, especially if it is prevalent.

On-going systems and procedures, as well as supporting employees and making reasonable adjustments are required which smaller companies, without the infrastructure in place, struggle to achieve. We recommend building stress audits into occupational health and review the market to find the best value and service solution.