Attract & retain the most talented people

Our impartial consultants are ready to help your business:

Why offer an employee benefits scheme?

An employee benefits package is a key weapon in the armoury for any business looking to recruit and retain talented employees. An employee survey by QuickBooks, revealed that almost half (48%) of workers feel benefits would make them stay at their job even if another company offered them a raise, while nine in ten claimed they’d give up a 5% raise in exchange for more benefits. 

Another recent survey concluded that the talent shortage is at a 15-year high which suggests the importance of delivering an enticing benefits programme is increasing.

The best employee benefit schemes provide effective health and wellbeing support to the whole team, helping them remain happy, healthy and motivated. The business itself stands to benefit in unnumerable ways, including through:

"Engage have been able to transform our Employee Benefits programme into one that is both appealing to our employees and cost effective for our business."

English Language School – Global locations, 250 employees

Need one-to-one advice?

Get all your employee benefits questions answered by our team of experts. No charge, no obligation, just straightforward advice.
Call +44 (0)1273 974419

Find the right employee benefits scheme for your business

At Engage Health Group, we’re experienced in designing, implementing and managing employee benefit packages for companies large and small. Find out more about the expert advice and guidance we offer on:

“Engage Health Group were great. Quick to respond, knowledgeable and personable. They worked on an ideal plan for my business and it was up & running at pace.”

Digital Marketing Business - Sussex, 20 employees

How we work with you

learning

Learn & Understand

We begin by learning about your business, its current challenges and desired outcomes.

analysis

Share Intelligence

We provide insider knowledge into what business of a similar size and sector offer their workers.

idea

Design & Create

We work out the best solutions for your business, present them to you and agree on timeframes.

search

Negotiate & Price

We liaise with ALL insurer and service providers to obtain the most competitive pricing.

network

Launch the Policy

We set up and implement the policy/scheme on your behalf to ensure a smooth start.

communication

Raise Awareness

We provide bespoke literature and perform onsite presentations to promote benefits to staff.

v

Manage the Scheme

We handle the everyday management of the scheme so you don’t have to.

review

Review & Evaluate

We perform annual market reviews to ensure your scheme remains effective and competitively priced.

employee benefits

4 ways to improve any employee benefits scheme

Each business has its own unique culture. But certain pearls of wisdom apply to all companies whatever the industry, workforce demographics or budget. In our experience the following considerations are often overlooked by businesses with an established benefits scheme.  

1. Blend your approach

Placing all your focus in just one camp can leave your benefit provision lacking. An insurance-heavy approach (Group Health Insurance and Death in Service, for example), whilst excellent to provide, can leave staff disengaged, as these types of benefits are only realised when staff are unwell or the worst happens. They are the benefits they hope they’ll never need!

A wellness-heavy approach (gym membership and stress management services, for example) is proven to make staff feel more engaged as the benefits can be utilised more frequently. However, they aren’t much use if someone needs physiotherapy or an urgent diagnostic scan.

When piecing together an employee benefits scheme, a blended approach can deliver the best of both worlds.

2. Promote and communicate

Once you have decided upon your benefits strategy, it’s important to educate your employees. They need to know what they have and how to use it, otherwise the benefits will likely to become redundant and unappreciated. 

If you are using an independent intermediary to assist you with sourcing, devising and implementing your benefits provision, do ask them to assist in how best to communicate the finished article to employees. Any good intermediary/benefit consultancy will be happy to deliver employee presentations, develop bespoke written guidance and spend time at your premises to answer employee questions and promote the value being provided.

3. Manage in one place

Many organisations make the mistake of managing different types of coverage across separate departments. For example, insurance policies such as Group Medical Insurance and Business Income Protection are sometimes managed by a finance department, whereas wellness provision such as Health Cash Plans and Health Screening are managed by HR. 

This compartmentalised approach reduces the opportunity to drive cost efficiencies. If your business is working with multiple insurance service providers via different business departments, it’s likely you will pay more overall, encounter greater confusion and find it increasingly difficult to achieve your overall objective.

4. Measure success

Even if you are spending a small percentage of gross payroll on benefits, continuous review should be a priority. Some key questions to ask:

  • What are we getting from our current benefit provision?
  • Is it still valued by staff?
  • Do our partners/providers align with our company culture?
  • Are we paying too much?
  • Is it effective? 

 

An annual review (as a minimum) will help avoid stagnation, maintain relevance and ensure businesses get the best possible return on their investment.

“When people flourish, your business flourishes too.”