Studies have shown that having healthy and well motivated employees can impact positively on the productivity and success of a business.
Responsibility for health and wellbeing at work belongs to both employers and employees; however providing employees with Health and Wellbeing Benefits, such as private healthcare, can be part of an organisation’s long-term strategy to improve the health care and productivity of its employees.
Typical Health and Wellbeing services can include:
- providing healthy food in the workplace
- fitness strategies
- healthcare cash plans
- private medical insurance
- health screening and counselling
The Managing Director of AXA Healthcare’s Health Services Division, Chris Jessop, speaks about the need for employers to become involved in the health and wellbeing of their employees.
“We’ve heard lots about the need for people to prepare better financially for retirement and with the arrival of the auto enrolment scheme, employers are being asked to look ahead and to ensure they make provision for their employees’ financial welfare upon retirement.”
“The problem is not that we have a growing, older population but rather that this population is not taking the steps necessary now, to prepare themselves for getting older. We now know that from a financial perspective, many of us will need to work into later age, yet few people are making the physical and mental preparations needed for this longer working life.”
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HSBC is undertaking a streamlining project which will result in the delivery of a new benefits plan in 2015 that will provide all employees with a competitive benefits package, whatever their position in the organisation.
Maria Strid, Head of Performance & Reward at HSBC UK Bank plc, said: “As with any large organisation comes a degree of complexity, particularly as you grow, both through acquisition and organic growth”
“We want to try to make sure we have an employee benefits proposition that is consistent and equitable, and slightly simpler than what we have today, which would also help and support the new organisational structure and our overall business strategy.”
HSBC held a consultation process from January to April 2013 with its employees and staff representative bodies; including pension trustees. “The most high-profile change we proposed was the pension change,” said Ms. Strid. “Our future proposition will be a very competitive defined contribution (DC) pension scheme. We were very clear that this isn’t a cost-cutting exercise at all, and so the premise was also around reinvesting any potential annual savings into the overall proposition, and that’s what we’ve done.”
The new benefits strategy is to be implemented between January and July 2015 and will introduce a trust-based DC scheme with a core employer contribution of 10% on the first £20,000 of salary followed by 9% on the remaining pensionable salary.
HSBC will also be offering to match contributions of up to 7% as well as paying the annual management charges for the scheme. HSBC plans to close its defined benefit (DB) plan to future accrual.