Advocate Autumn Magazine

advocate the magazine from the UK’s leading business advisory

cover feature

claudia helps advo celebrate page 9. lessons in healthcare from China page 18.

avoiding overseas placement failure page 24.

outsourcing HR page 14.

Issue #31 autumn 2019

Employee Benefits

HR & Training

Payroll

Private Clients

p

advogroup.co.uk | who we are

who we are and what we do... advocate magazine is produced by advo group and published quarterly. advo is an award winning business advisory with a focus on people and technology.

Our aim is to deliver essential services with added value, a philosophy to be different and invaluable.

Our business technology platforms are standalone or linked, delivering corporate style benefit management and communication to SMEs and small corporates, a unique proposition.

Our clients have dedicated account managers with smaller portfolios allowing active account management, and better understanding of client needs.

As an IIP Gold employer we continually update staff knowledge to ensure we can integrate and apply the best of new thinking.

For general information, and/or to join our online community, please follow http//issuu.com/ advogroup.

Speak to us for: • • • • • •

UK and overseas employee benefits employee benefit and payroll technology platforms staff wellbeing and wellness programmes HR consultancy and support payroll & auto-enrolment solutions private client protection insurance

t: 01622 769210 e: info@advogroup.co.uk w: advogroup.co.uk

cara conroy business development advocate autumn 2019 | advogroup.co.uk |02

advogroup.co.uk | what’s inside issue #31

what’s inside issue #31 We are now well into Autumn with clocks going back so welcome to our latest edition of advocate where we keep you up to date with the latest advo news and take a closer look at some of the stand out issues over the last few months.

October was a fantastic month for advo winning awards at two of the most prestigious industry events.

This was particularly pleasing as the awards encompass our people, approach to client service and the use of our technology. You can read more inside.

We republish an article which first appeared in Health and Protection magazine. Advo’s Colin Boxall has personal experience of state and private healthcare both there and in the UK. Here he looks at the differences between the two systems and asks if lessons can be learned for the UK.

advocate the magazine from the UK’s leading business advisory

Wider features take a closer look at pension scandals. Recent retirees are likely to have been approached about potential financial scams in the past few months. We include tips to help avoid them.

We also feature the second instalment of our look at outsourcing We include an exclusive interview vital parts of the business. with United Healthcare Global’s Chief Medical Officer looking at the In this issue we look at HR where if reasons why four in ten international approached in the right way an placements fail.

SME can effectively have their own HR department just like their PLC In medical news we feature the counterparts. ‘drop the ball’ campaign by our insurer partner, Bupa raising the advo hr, in a second feature, looks awareness of testicular cancer. at the grey between professional and personal lives in relation to the Remember that all past editions use of social media and gives tips of our advocate magazine are for businesses. free to read online at issuu.com/ advogroup.

cover feature

claudia helps advo celebrate page 9. lessons in healthcare from China page 18.

avoiding overseas placement failure page 24.

outsourcing HR page 14.

Issue #31 autumn 2019

Employee Benefits

HR & Training

Payroll

Private Clients

meet the advo team For more information visit www.advogroup.co.uk

larry bulmer

gill mateo

kevin crew

colin boxall

it director

commercial director

lucy pearce

Larry founded advo in 1997 and leads the group across all advo companies

Gill joined advo in 2006 becoming Operations Director in 2013 overseeing the smooth running of advo.

Kevin oversees our award winning online service and is further developing staff, HR and Payroll platforms.

Colin joined advo group’s board in 2008 and has over twenty five years sector business experience.

Lucy oversees advo’s connected proposition bringing together payroll, hr and employee benefits.

lbulmer @advogroup. co.uk

gmateo @advogroup. co.uk

kcrew @advogroup. co.uk

cboxall @advogroup. co.uk

lpearce @advogroup. co.uk

ceo

operations director

head of sales & development

advocate autumn 2019 | advogroup.co.uk | 03

advogroup.co.uk | contents

contents

ISSUE #31 | autumn 2019

advo news Page 06

| advo news roundup

Page 08

| cover story - advo award wins

Page 10

| how its done - the advo approach

Page 12

| UK’s ‘best’ employee benefits intermediary

Page 13

| advo’s not so sports day

Employee Benefits news pension swindles - employee advice

Page 22 Page 26

advo news roundup page 6.

| 4 in 10 don’t measure staff benefits

Human Resources news Page 14

| outsource to create your own HR department

Page 16

| social media: the grey between professional and personal

Interviews and comment Page 18

|

can the UK learn lessons in healthcare from China?

Page 24

|

avoiding overseas failure on employee placements

Health & other news Page 28

|

men ‘drop the ball’ on testicular cancer

Can the UK learn lessons in healthcare from China page 18.

advocate autumn 2019 | advogroup.co.uk | 04

advogroup.co.uk | contents

cover feature:

big wins at the ‘Oscars’ page 8.

outsource to create your own HR department page 14.

avoiding failure on overseas placements page 24.

men ‘drop the ball’ on testicular cancer page 28.

advocate autumn 2019 | advogroup.co.uk | 05

advogroup.co.uk | advo news

marathon man

true grit

We are all fairly confident that Jamie Tuffield , who heads up advo’s employee benefits team, said he wouldn’t be running a marathon again after his successful completion of the Brighton Marathon, yet now he is training to head off to Greece next month to run the original Marathon route.

Jamie explains why “I wanted to run the original marathon route from Marathon itself, having run my first one first in 2017. I studied Ancient History at University, and read the story of the first marathon in my first year, but never thought it possible I would be able to run a marathon distance at the time. Now I know that I can run the distance I wanted to try and run this route, whilst also getting a winter holiday in Greece for a week!”

Jamie runs on 10th November 2019 in Athens, starting in the Bay of Marathon and ending in the original Athenian Stadium where the first modern Olympics was held in 1896. Good luck Jamie!

advo moves with the times

advo was recently fea The Times and London Standard newspapers

A feature entitled ‘You you, but what else mu outlines how advo can SMEs and business star after and retain their g their staff against stiff c from larger organisatio

The article summaries some help [from advo can match their PLC c in employee benefit d support and payroll w the management all t available technology.

The article was part of feature tageted at SM ‘Be Your Own Boss’ run Times on Saturday 19th and by the Evening St Tuesday 22nd Octobe

advocate autumn 2019 | advogroup.co.uk | 06

advogroup.co.uk |advo news

t?

advo overseas

One of our industry’s big annual events is the Bupa challenge where advisory firms send teams to compete. As is customary advo sent a team to compete made up by Bianca LeFevre, Simon Friday, Jamie Tuffield and Jag Dosanjh.

The day consisted of a number of challenges testing both the physical and mental.

As always, the team by all accounts showed tremendous grit and determination but did not come away with any trophies on the day.

advo’s Bianca Le Fevre & Simon Friday

This year advo’s overseas staff conference was held over three days in the city of Prague. Some of the staff that attended are shown above.

The purpose of the conference is twofold, firstly to update staff on all the advo news and also as a great team building event allowing all parts of the group to come together to get know each other better. This is a popular event in the advo staff calendar and for obvious reasons is well attended. Previous conferences have included Athens, Budapest, Barcelona, Palma, Lubiyana and Geneva.

new advonians

atured in n Evening s.

u have ust you do?’ n support rt-ups to look greatest asset, competition ons.

how with o] an SME counterparts delivery, HR while linking together using .

f a special MEs entitled n by both The h October tandard on er 2019.

We have seen new recruits join several departments over the last few of months.

Congratulations to (from left to right) Cecilia Herring, now an official advonian and Hub Administrator. Welcome to Jessica Hall, HR Advisor joining the team advising clients and Rebecca Collins who is working in the Account Support team. Marilyn Tomlin will also be joining us as a temporary advonian as Business Development Manager covering Nadiya Gregory who is on maternity leave.

advocate autumn 2019 | advogroup.co.uk | 07

advogroup.co.uk |big wins at the ‘Oscars’

big wins Protectio

some of the avdo attendees

Sue Smith, advo’s he

Winkleman and Alex

Thursday 17 October was a spect for private clients and the employ The awards, held at the Grosveno year this Black Tie event is the ‘Os advo were finalists in 5 categories and the management of UK and

The big win was the ‘Best Sales an employee benefits. The award wa advo’s Lucy Pearce also won an

Lucy Pearce, who has been instru huge acknowledgement of the h success of the award across the t Kevin Crew - it director, Colin Boxall - commercial director , Larry Bulmer- ceo

advocate autumn 2019 | advogroup.co.uk | 08

On the Provider awards Aviva UK

advogroup.co.uk | big wins at the ‘Oscars’

s at the Health and on ‘Oscars’ for advo

ead of private clients (centre) with Claudia

x Reynolds from Aviva, who sponsored the award

tacular evening for advo winning two high profile awards in the prestigious HI Awards, winning advisers of the year yee benefits highlighted as the ‘best’ advisory and retention team. or Hotel, Park Lane, London were hosted by Claudia Winkleman and comedian Hal Cruttenden. Now in its 21st scars’ of the Health and Protection industry attracting over 850 industry leaders from both providers and advisers. s, covering corporate protection advice, use of our technology, the advo approach to providing client support International private clients.

nd Retention Team’ which incorporated the whole of advo’s approach to providing advice and support for as picked up on behalf of advo by Lucy Pearce, advo’s Head of Sales and Retention. additional new award voted via Social Media for the most inspirational person.

umental in creating structures and cultures within advo said “Winning the Best Adviser Sales & Retention Team is a hard work and dedication from the Employee Benefits team, I’m over spilling with pride! We are celebrating the team as a joint effort. So proud to lead such a wonderful group of people!”

Health picked up the award for the Health and Protection ‘Company of the Year’

advocate autumn 2019| advogroup.co.uk | 09

advogroup.co.uk |advo feature - how it’s done

how it’s done

advo’s employee benefit team is instrumental in creating one of the UK owned advisories. The reason? advo believes it is their ethos of people team was recently highlighted as the ‘best’ at the prestigious Health an We take a closer look.

It’s said successful organisations need to run like a well-oiled machine, everyone knowing their part and what needs to be done, in our case this is not true. A machine cannot adapt and create sustained growth, only quality people can do this. advo uses the ‘well-oiled-machine’; their protocols, training and advo Online (their allencompassing management-platform for HR, employee benefits and payroll). But they state you also need great people who can adapt and evolve, who can relate to client needs and identify relevant cost-effective strategies; to see what part of the jigsaw is missing making the client experience the best it possibly can be.

advo maintains concise compliant structures backed by large investment in training and supportive technology. Strategy days involve all staff in wider business decision-making process. advo’s Investors-in-People GOLD status is an independent testament of their people, structure and approach.

New clients are sourced using their business development team, online-marketing and Exhibitions but mainly existing client referrals.

Lucy Pearce, Head of Sales & Development explains further “We are currently in a strong referral-vein of Private-Equity clients. It seems UK offices of US PE firms like advo’s approach.

Recently we have seen an increase in clients contacting us directly asking for help.”

Colin Boxall, advo’s commercial director explains. “Having the right people is the key, then give them tools to be the best they advo does not have separate new-business possibly can. Without the right people, with the teams as Account Managers are also new right training, ability and approach all else fails.” business people, a deliberate strategy. advo’s proposition is complex and they believe Boxall Continues “Our staff call themselves their Account Managers are best placed ‘advonians’. They are a mixed bag of ages and to articulate this. “We believe in retaining personalities but all share in being committed, relationships with clients knowing we deliver on innovative and passionate about the job they long-term promises and strategies, this structure are doing and who we are doing it for. They allows us to do this” confirms Pearce. are expected to be always at the top of their game, but also enjoy their work. This ethos “Our culture all starts with recruitment ensuring drives staff and client retention and expansion.” we build with the right people.” Confirms Lucy Irvine, advo’s Operations Manager, adding With a small team retaining original culture and “Past recruitment experiences led to creating ideals is easy but with growth comes dilution our ‘Assessment Day’, held for all vacancies. unless each layer of management is of a similar mind. 80% of advo senior-leadership roles Capability and social-skills are identified were recruited to junior positions and come up through a series of tests and interactions. through the ranks.

We recruit with an eye on the future, asking ourselves, can the candidate move onto Within advo leadership is clear having taken senior-roles? We see attitude as important as time to understand where its future growth will aptitude. New-joiners have highly-structured come from. “We know our market intimately.”

Inductions encompassing basic-skills and key States Larry Bulmer, advo’s CEO. “We are three ‘need-to-knows’ supervised with ‘buddies’ years into a 5-year plan. Staff numbers have and ‘shadowed’ with staged exams. Once nearly doubled and group turnover up and signed-off as competent rigid oversight/training client retention 97%.” continues unabated tailored to their role. Basic

advocate autumn 2019 | advogroup.co.uk | 10

industry exam academic suc and study-lea more than ind skilling the per potential.”

Irvine adds “W practice and frequent team to local charit £10,000), or ‘fu or Crystal Maz overseas-con Prague, previo Budapest.”

advo clients h Managers and than typical in management client needs.

Pearce explai try and make reports are un relevant-inform clients know e Account man seminars, well

“Success is ma technology. O designed for e clients and fo manage their benefit platfo portal incorpo and payroll.”

advo says its s motivate and give back exc They believe t business shoul firms should fo

advogroup.co.uk |advo feature - how it’s done

K’s largest privatelye & technology. The nd Protection Awards.

ms are mandatory and further ccess encouraged with fees paid ave.Training is ongoing covering dustry knowledge. Focus is uprson allowing all to reach their full

We support, train, promote best reward success. We have m-building events, often linked ties (staff have raised over undays’ such as sports-days ze. advo has 3-day annual nference open to all staff. This year ous years Athens, Barcelona and

have dedicated Account d Administrators with smaller ndustry portfolios active accountt and better understanding of

ins further “Wherever possible we the complex simple. Our bespoke nique in design and packed with mation, but within the first page exactly where they stand. Our nagers are trained to conduct lness and staff benefit days.“

ade possible by investment in Our systems were built in-house exactly how we want to manage or clients, and their employees, to r benefits. Starting as an employee orm it evolved into an essential HR orating absence management

success is testament to how they d support their staff, who in turn ceptional support to their clients. the way they approach their ld be the template other advisory ollow.

“

It’s not every day you get to be part of something with enough passion and drive to fuel a rocket ship!

”

lucy pearce. head of sales and developement

advo’s lucy pearce & claudia winkleman advocate autumn 2019 | advogroup.co.uk | 11

advogroup.co.uk |the best employee benefits intermediary

the UK’s ‘best’ employee benefits intermediary

adv

Can you remem race? Here at a year the weath

advo was singled out at the prestigious COVER Excellence Awards as the UK’s best Employee Benefits Intermediary.

The prestigious COVER Excellence Awards celebrate the insurers and intermediaries that are “leading the charge within the protection, life and health insurance space.”

Michael ‘Eddie the Eagle’ Edwards who hosted the event

The Employee Benefit category of the awards was one of the broadest. It was open to all intermediaries writing employee benefit business, regardless of product.

particularly pleasing and testament to the hard work put in by the whole of advo’s EB team who always seem to ‘go the extra mile’ for clients.”

The awards were announced on 10 October 2019 at a black-tie dinner event attended by leading figures of the protection, life and health insurance industry.

In wider awards Bupa was awarded best Group Private Medical Insurance provider with Canada Life winning the Group Income Protection category.

Industry journal Protection Review’s Kevin Carr won Insurance Person of the Year and Swiss Re’s Ron Wheatcroft, who started his career in life insurance in 1968, was given a very special Lifetime Achievement Award to a standing ovation.

Instead on the day w arranged ‘Not So Sp all took time away fr lunch together and challenges in four se around our Maidston included guessing th memorising 40 items darts, guessing the so emoticons and build with paper straws, ta

The judges, who were selected based on a broad range of industry experience, were looking for an organisation that demonstrates an “innovative approach to improved market share, creating new business or enhancing customer’s loyalty” were also looking for evidence of a business that stood out in terms of implementation, scope and a fresh approach.

Colin Boxall, advo’s commercial Director commenting on the award said “the win against stiff competition from some of biggest advisory firms was Jamie Tuffield, head of employee benefits at advo, picked up the award

advocate autumn 2019 | advogroup.co.uk | 12

advo’s 2019 ‘Not so Sport Clinton Bennett, takes prid

advogroup.co.uk | advo feature - not so sports day

vo’s not so sports day

mber sports day at school with the classic sack race, tug of war and three legged advo we like to relive our youth and hold our very own annual Sports Day. This her had other plans! We take a look at why advo’s creates team building events.

we held a hastily ports Day’ where we rom our desks to have competed in 12 team eparate zones set up ne office. Challenges he TV theme tunes, s within 20 seconds, ong title from ding the tallest tower ape and spaghetti.

Seeing how this works for our organisation we wanted to share some of the benefits we have discovered of taking a few hours away from your desks as a company for both employees and employers and why we always take the effort to host these events.

improving memory function, which leads an increase in concentration and productivity.

Team building and team bonding

Arranging a company sports day or team event doesn’t have to cost the earth.

Company sports days or team events enable those employees who may not usually cross paths, to integrate, to either create or strengthen a harmonious workforce.

We find just being away from their desks for even a short time generates a noticeable improvement in focus and productivity.

Little spend for big gain

All that is needed is a space big enough to complete the challenges or activities planned, any equipment required and to find a couple of hours that the business This is especially good for new members of can spare. For very little effort and money, staff who can be integrated in a less formal businesses may see real employee and way. This naturally leads to better bonds employer benefits. between employees and teams, which hopefully makes for a more collaborative At advo we host wide range of activities, way of working between departments. often following popular TV programmes, such as Great British Bake Off where each When we host staff events we make sure wee a name is pulled from a hat to mimic we mix departments and often make junior that week’s challenges. Everyone looks members of staff team captains. This helps forward to a slice of cake with their Monday identify those hidden qualities that are morning tea or coffee. often not apparent in their day-today roles.

Injecting a little light hearted fun into the working week can benefit everyone.

Improved concentration and

increased motivation

We are all aware of the importance of exercise to keep both a health body and mind. Other benefits include increased energy levels, lower stress levels and

We certainly enjoyed our ‘Not’s So Sports Day’!

ts day’. account manager, de in his work.

advocate autumn 2019 | advogroup.co.uk | 13

advogroup.co.uk |SMEs: creating your own hr department

ou yo

Incre such is a re not o

With sm counte attract include benefit busines are pai to keep support small bu when th

Each o that if n additio employ be man owner o knowle

advo is itself as strategi corpora

Recogn benefit created backed closely support areas.

“

your complete hr department without the overheads of specialist salaries

�

advocate autumn 2019 | advogroup.co.uk | 14

Payroll benefit with ma advice

This is a frequen event, l often in disrupti support smaller

advogroup.co.uk | SMEs: creating your own hr department

utsource to create our own HR department

easingly SME firms are outsourcing essential elements of running their business as paying their staff or keeping within the UK’s tight employee legalisation. There ealisation that allowing strategic partners to work alongside allows businesses to only focus on their core business more effectively, but save money.

maller firms, just like their PLC erparts, there is a need to and retain good staff, this es having a robust employee ts package. It is obvious, but sses must make sure employees id correctly and on time and p within the law and be able t staff when needed, but many usinesses struggle to do this his is kept inhouse.

of these are specialised areas not outsourced, would require onal and qualified staff. These yees in turn would need to naged, requiring the business or senior management to have edge in these areas.

s unique in that it positions s an all-encompassing ic partner for SMEs and smaller ates.

nising that payroll, HR and staff ts are major headaches, advo d linked online technologies, d by expert people, who work with clients, giving bespoke t around these three essential

outsourcing and employee t advice are firmly established any firms, but less so in HR e and support.

an area where problems are ntly only identified after the leading to high business costs, ncluding legal fees, and staff ion to put right. advo’s HR t service allows SMEs and corporates to effectively

have their own HR department, without the large overheads typically involved. Clients are kept up to date with ever-changing legalisation, employees have all the right documentation including staff handbooks and contracts of employment. In addition and importantly, management always have someone at the end of the phone to advise and support them through any staff issues.

The reasons why clients use advo hr are many but principally, apart from the considerable savings creating and running their own HR department, it’s for peace of mind. We act as a sounding board and guide businesses towards best practice, helping to make their staff more productive.

the few Investors in People Gold accredited employers in our sector and have won many awards from our peers for the quality of advice and service we deliver as a group.

Carly Gregory from advo hr sums up the bespoke service commenting “We offer a complete HR department without the overheads of specialist salaries. We have a wide-range of qualifications and experience to add value and support your business. We are proactive, partnering with you to help meet your business objectives.”

If you would like to know more about how advo supports SMEs then contact advo hr on hrexperts@advogroup. co.uk

There is support to comply and keep up to date with employment/payroll legislation. As part of the service there is access to online technology with an interactive absence management platform available to all clients that includes staff portals, which can be extended to include employee benefits and payroll depending on the services provided. advo hr advisors are proactive in approach and fully CIPD to a high level. Their role is to add value to any client relationship. Each client has a dedicated contact whose personable professional approach will support businesses and their employees through problem situations offering practical solutions.

carly gregory hr business partner

As an organisation, advo hr, practice what we preach as we are one of

advocate autumn 19 | advogroup.co.uk | 15

advogroup.co.uk | the grey of social media

social medi professiona

With the ever increasing u and provides practical ad The lines between personal and professional lives seem to be blurring.

There have been some recent high profile cases in the media where the use of social media as a personal outlet, has had severe negative reactions on the person’s employment. Danny Baker, for instance, was dismissed from this role at the BBC after he sent a controversial tweet regarding the Duke and Duchess of Sussex’s baby.

This has prompted businesses to consider the use of social media and how it may impact their employees and their business.

C

Al m wh ac at if a th m

Th em ab or so list m Candidates be aware of sa past content no Think back to when you first joined wi social media. The content would th have reflected who you were at that em time, potentially before you even ex embarked on your career. Would you th like a prospective employer to read br back over the content? dis th During the recruitment process, se employers may look at candidates’ pla social media posts to get an insight into the ‘real’ them before deciding Em to offer them the role. fe us A rude comment, swearing, an un embarrassing picture or inappropriate en ‘like’ may be taken out of context or th may be received in a different way than intended. At present there is Di no legislation that stops employers If a looking at social media accounts, so let alone not offering a role based be on what they have seen. It is vital, im therefore, that people regularly th review the content of their social to media pages and delete anything ex that they are unhappy to have m publically available. sh

advocate autumn | advogroup.co.uk | 16

advogroup.co.uk |the grey of social media

ia: the grey between al and personal lives

use of social media, advo hr looks at its impact dvice on the dos and don’ts at work

Clear policies

ll companies should have a social media or IT usage policy in place hich details what they deem as cceptable in terms of social media t work. It should be made clear that an employee is found in breach of he policy then disciplinary action may be taken.

he policy should explain what the mployee can and cannot say bout the Company, colleagues r customers. Some employers go o far as to ask employees not to t the Company on their social media pages as a place of work, ay on Facebook for example and ot to refer to the company name ithin comments. This would ensure hat any comments made by the mployee cannot be viewed as an xtension of the Company’s views as he profiles are not associated or risk ringing the Company’s name into srepute. The obvious exception to his would be LinkedIn where this is een as a professional social media atform.

mployees shouldn’t be made to eel as though they are unable to se social media, rather they should nderstand the boundaries and nsure that they are fully considering he content before posting.

isciplinary action

grey area between their social and professional lives.

Consideration should be given to the intent behind the post or comments and the potential consequences of these such as negative business reputation or the feelings of customers or employees.

Before proceeding to a disciplinary process, you should consider whether a comment is defamatory and whether the employee has actually posted any potentially damaging material e.g. confidential information relating to the business.

A comment may well be negative or personal and one that may infer negativity if read by an independent and objective person, however it may not be considered defamatory, doesn’t give anything specific and does not state the Company name, which may not be considered as serious misconduct. We would recommend a full investigation is carried out.

Upon carrying out any investigation, you should also consider whether the evidence/post has been accessed legitimately, otherwise you could be in breach of the employee’s privacy or human rights legislation.

We would recommend you review your current policies on social media.

If you are unsure if your policy is robust enough then please send this to us and advo hr will happily review this for you.

an employee has breached a ocial media policy, whether that e in work time or out of work but mpacts the Company negatively, he disciplinary policy should be used email advo hr on: o investigate the matter. Sharing hrexperts@advogroup.co.uk xamples within policies of what may be considered as inappropriate hould help employees to clarify the

advocate autumn 2019 | advogroup.co.uk | 17

advogroup.co.uk | lessons in healthcare

Can the UK learn lessons in healthcare from China?

advocate autumn 2019 | advogroup.co.uk | 18

advogroup.co.uk | lessons in healthcare

Earlier this year advo’s Colin Boxall was working from China.

We republish an article which first appeared in Health and Protection magazine. Colin has personal experience of state and private healthcare both there and in the UK. He looks at the differences between the two systems and asks if lessons can be learned for the UK. “Growing up in the UK there is an expectation that we don’t pay for medical treatment, that it’s ‘free at point of delivery’. Although not strictly true – with extras such dental and prescription costs – it’s what we believe is our right.

Travelling from a capitalist society to the world’s largest communist country it is a surprise to discover there is no such expectation.

People in China expect to pay towards their medical treatment.

So, when it comes to healthcare, is the UK more socialist than China?

Capitalist western countries have sophisticated welfare systems.

Here in China there is no such support.

after stupidly having breakfast from a man in a cart outside the local train station. Later that night with stomach problems friends urged me to attend the local hospital.

It was 11pm and as not seriously ill the thought of spending the night in A&E was not attractive.

Despite my protests I attended the equivalent of our A&E, which was a revelation. After arriving just after 11pm at the nearest public hospital (called Hospital Number 8) I was quickly registered and issued with a health swipecard. A couple of minutes later and despite being a nonThe expectation is more that emergency I was with a specialist the family takes responsibility who requested blood tests. Then and supports, not so directly the next-door where I put my arm state. The UK’s NHS medical care through a window in the corridor is two tier. There is primary care for a nurse to take blood. The with the GP and supportive tests sample was passed back where and further treatment at hospital; two doors down the same corridor the UK private sector then gives I passed the sample through an alternative to NHS treatment another window at the offering choices over care and pathology lab. It was just location with faster treatment over five minutes before times. The Chinese healthcare I got the results back before system is flat, the local hospital walking the few yards back being the first port of call to the specialist’s office. whatever the medical reason.

Within 20 minutes of walking into the hospital I had seen If experiencing symptoms, you a consultant twice, had full simply turn up at your local diagnostics and was hospital reception desk, or in fact receiving treatment. Two any hospital of your choice, of hours later I was on my which there are many, day or way home fully recovered. night, where you are directed to a On leaving I had to pay 212 yuan, specialist who oversees your care. about £23.If I was Chinese, I could My experience is there is little, if no then have claimed back about wait and care is a high standard. 80% through the state insurance My first experience of Chinese scheme. healthcare system was about five years ago in the northern city of The hospital was modern, the Shenyang. I found my way there staff professional and the care

reassuringly good. The Chinese doctor was paid piecemeal – the more people he sees, the more he gets paid.

Basic diagnostic tests in China are often carried out in hospitals, not by GPs

The argument could be that this may lead to poor, rushed service.

However, I experienced efficiency and immediate care.

The Chinese go to hospital when they are ill. The attitude is “Why wait? I am ill and so I will get treatment I need now”. In the UK I wonder how long I would have

waited if I was lucky not to be turned away from A&E as a timewaster. In China you pay towards your care. The government supports financially on a sliding scale covering the majority of the cost of a serious illness, but there is still an expectation of ‘co-pay’.

advocate autumn 2019 | advogroup.co.uk | 19

advogroup.co.uk | lessons in healthcare

Can the UK learn lessons in healthcare from

Conti

Recently in Xi’an my wife had concerns over swollen legs after travelling. It was nothing serious, but a concern. Next to our hotel was a private hospital.

She dropped in without calling first, spoke to reception and within 20 seconds was sitting in front of a specialist. He ordered blood tests and a scan.

Results were immediately available which were taken back to the specialist who confirmed nothing serious and a course of medical Tui-Na massage, the first session of which was available immediately at another part of the hospital, which cured the problem. The cost for everything in this private hospital was just under £40 – not even enough to claim from her travel insurance.

systems we have in the UK. Perhaps, however, we com could take some of the best ideas and philosophies. the bus Primary care in the UK is under tremendous strain. It’s wo a thankless task being a GP with ongoing pressures tho to see increasing numbers of people. In the UK, I, like many other people, struggle to see my GP. I have to Pay call at 8am to try and get an appointment for that with day. first be The Nuffield Trust recently confirmed that the problem is likely to worsen as England is experiencing In th the first prolonged fall in GPs per person in fifty years. mu At the very least the wider use of technologies such acc as virtual GPs, becoming commonplace in the So, are there lessons to be learned by the UK looking private insurance sector, should be more quickly We at the Chinese healthcare system? It’s not perfect rolled out. Surely difficulties accessing primary care and but people have access to immediate high-quality increases pressures on A&E, where I recently waited Rec care. more than six hours to have treatment, sitting next to wo an unattended frail old lady in a wheelchair. day First, perhaps a change in the blinkered way we eco see existing NHS problems is required. In China’s We need to reduce significantly the primary care of t top hospitals you may see trolleys in corridors, pressures. There is surely an argument to bring called “extra-beds” beds. But hospitals see this as back and widen the role of cottage hospitals, to Per allowing people to have immediate care for serious allow people direct access to care without the to p conditions; you are not turned away and told to wait GP gatekeepers. As part of the process, we should get until a bed on a ward is available. It’s not seen as a increase the role and standing of pharmacists qua scandal; people are grateful for it. for low-level care and advice and improve the it – Moving to the Chinese model and removing one guidance given via the NHS’s 111 service. trea whole tier of health provision will obviously be a step Controversially, we could consider introducing an in C too far, given the ingrained health and political element of co-pay for our NHS treatment, just like in

advocate autumn 2019 | advogroup.co.uk | 20

advogroup.co.uk | lessons in healthcare

m China?

inued from page 17.

mmunist China. Perhaps we should reduce e National Insurance contributions that we or sinesses pay. Like prescriptions, medical care ould still be given free to those most needy with ose more affluent paying towards their care.

ying for missed GP appointments hout good reason could be a t step where payments could introduced.

the UK we put up with so uch poor service and cept this as normal.

e are conditioned to wait d suffer in silence. ceiving quick treatment ould remove many sick ys and kick start the onomy and the health the nation.

rsonally, I would prefer pay a little money to t immediate highality care when I need just like the medical atment I received China.”

“

When it comes to healthcare, is the UK more socialist than China?

colin boxall commercial director

”

advocate autumn 2019 | advogroup.co.uk | 21

advogroup.co.uk |supporting childcare

pension swindles – approached abou Over 4.5 million UK adults have been approached about potential financial scams in the past few months. We include tips to help avoid them.

One in eight (12%) of non retired UK adults have been approached by phone, text, or email offering free pensions advice, a free pensions review, investment opportunities or a tax refund in the last three months, according to new research1 by Canada Life. This equates to over 4.5 million adults who have been potentially exposed to a financial scam of some description, despite the ban on pension cold calling being introduced in January.

The warning is that people need to be alert to the dangers of financial scams and has published tips to help the unwary.

Andrew Tully, technical director at Canada Life, said: “Falling prey to a financial scam can be devastating, not only for the person involved but also for family and friends. Despite the ban on pension cold calling being introduced back in January, these unsolicited contacts offering ‘free pension reviews’ continue.

People need to be on constant alert for any signs of scams as the scammers continue to evolve and utilise ever more sophisticated and ingenuous ways of encouraging people to part with their hard-earned savings.

“Be scam aware and follow our tips to avoid the traps. Adopt the simple rule of thumb, if it appears too good to be true, it inevitably is. Simply walk away, hang up, or delete the email or text.

There is no such thing as free money, after all.”

Tips to help avoid financial scams

If you receive an offer to help you access your pension savings bef age 55. It is only possible to do this in rare situations, for example if y are very ill, so always check with your pension provider before mak any decisions.

• A recommendation to take a large amount of money, or your whole pension pot, in a lump sum and invest it elsewhere. Seek advice, check the ScamSmart website, and be very wary of unsolicited offers of ‘amazing investment returns’ • There can be significant tax implications if you choose to cash in your pension in one go, so check the tax position before you make any decisions. Tax calculators are available online including: https://www.canadalife.co.uk/tools/pension-tax-calculator

• Warnings that the deal is limited and you must act now. This is a tactic, and making any financial decisions should not be done und

• HMRC will never contact you by email, phone or text informing refund, so simply delete or ignore any contact made this way – HM contact you via post.

• You are discouraged from seeking professional financial advice Pension Wise or The Pensions Advisory Service (TPAS). An adviser wo o explain the rules and tax implications of different options and hel best choices for your personal circumstances, so be very suspicious

• Contact by somebody who is not on the Financial Conduct Au is a public record of all the regulated firms and individuals in the fin retirement income providers and investment companies https://reg

Check the FCA ScamSmart website for known scams and use the t potential scam.

• TPAS also has a great section on pension scams on its’ website: https://www.pensionsadvisoryservice. org.uk/pension-problems/ma concerns/pension-scams

• Check with your financial adviser, TPAS or your current pension or call Action Fraud on 0300 123 2040 or online at https://www.actio

advocate autumn 2019 | advogroup.co.uk | 22

advogroup.co.uk |supporting childcare

millions ut financial scams

fore you king

a pressure der pressure.

g you of a tax MRC will only

e or talking to ould be able lp you make the s if this is discouraged.

uthority (FCA) Register. The Register nancial services industry, including gister.fca.org.uk

tools to help identify a

: aking-a-complaint/common-

provider if you have concerns, onfraud.police.uk

advocate autumn 2019 | advogroup.co.uk | 23

advogroup.co.uk |avoiding overseas failure

avoiding overs

Four in ten international assignments are judged to be a failure. And yet the overseas assignments continues to rise. Global companies are under cons determine what makes a successful overseas assignment and to understan fail. Dr. Phil Sharples, Chief Medical Officer, Global Solutions, UnitedHealthc international expert speaks to advo and gives his five tips to ensure succes An overseas assignment can be a very exciting prospect. The opportunity to work with new colleagues in a different country can be the highlight of one’s career. Yet it is estimated that nearly 40% of expat assignments fail[1], with family issues and lack of support in the host country often cited as the reasons.

manage the risks and care teams develop a Keeping up a fit mitigation plan for both the employer and the employees have employee. expats feel more should take adv Education applications, like Employers can also play an important role in Optum’s My We educating their employees about the health feedback on ho care system in their new country. There will participate in ch very likely be different rules and restrictions colleagues such The same things that make a trip abroad about payment and coverage, examinations, challenges, help exciting – new job, new home, and new vaccinations and check-ups. It’s better to stay healthy at t culture – are often the very things that make have these processes clarified in advance, an assignment stressful. When your assignment instead of having an employee navigate an Involve the ch includes your partner or children, the stress unknown Moving abroad can be compounded. health care system while dealing with challenging for a medical issue. nervous about s Employers play a critical role in ensuring leaving friends a families and individuals have the best chance Ahead of an overseas assignment, it is of adapting to their new environment. There recommended that employers set up To alleviate child are a few practical steps employers can take meetings with representatives of their keep them infor before and during an assignment to help International Private Medical Insurer (IPMI) to the progress of t employees succeed. explain how the plan works and where they them to be invo can access the advice and services they may process.

Medical screening need when it comes to medical matters. This Medical screenings help put families at will ensure that any questions around their Relish the adve ease, providing vital reassurances that allow plan can be answered face-to-face.

Finally, families s individuals and families to focus on other temptation to g aspects of moving abroad without having to Mental health challenging the worry about their health.

A person’s total health includes mind, should use this a body and spirit. That’s why it’s important immerse themse Employers should facilitate these screenings that employees and their families have rich and diverse before an employee leaves his or her home adequate mental health support on an truly supported country. It is easier to address health concerns overseas assignment and know how to provider, the as in a familiar environment, with well-known access it. Language barriers, new schools, chance of succ care providers, than in a new setting. cultural differences and loneliness are all real challenges facing expats.

Most expats are identified as a low health risk [1] https://insights and can embark on their assignment with Employee assistance programmes can offers overseas-assignm minimal delay. Where risks are identified, employees and their families the option for advice is given on proactive ways to face-to-face, online or telephonic counselling.

advocate autumn 2019 | advogroup.co.uk | 24

advogroup.co.uk |avoiding overseas failure

seas failure

e number of siderable pressure to nd why they so often care Global and ss.

tness routine and ensuring e a nutritious diet will help e positive. Employees vantage of wellness based e [UHG’s EAP provider] ellbeing. Users can provide ow they’re feeling and hallenges with other h as a step counts and running ping them feel connected and the touch of a button.

“

a person’s total health includes mind, body and spirit DR. PHIL SHARPLES

”

hildren

d can be particularly children who often feel starting a new school and and family behind.

dren’s fears’, parents should rmed and up–to-date about the move, and encourage olved in the decision-making

enture

should try to resist the go home early, however e first year might be. They as an opportunity to fully elves in a new culture with e experiences. If families are by their employer and IPMI ssignment has the best possible cess.

s.learnlight.com/en/articles/ ments/

DR PHIL SHARPLES has been with UnitedHealthcare Global Medical since 2006 and is responsible for the clinical care delivery to members.

Prior to joining UnitedHealthcare Global, he has worked internationally for a substantial part of his professional career. Initially, with the British Army serving abroad in Germany and Hong Kong, then worked as a senior partner in a NHS General Practice in London furthering his interest in Occupational Health and Travel Medicine.

He then gained valuable oil and gas industry experience with Chevron as part of their international medical team with assignments in Nigeria and Kazakhstan before joining UnitedHealthcare Global. Phil has a keen interest in professional development of healthcare practitioners and serves on the Executive Committee of the Faculty of Remote and Rural Healthcare launched by the Royal College of Surgeons of Edinburgh.

advocate autumn 2019| advogroup.co.uk | 25

advogroup.co.uk |value staff benefits

4 in 10 c don’t me of their s

According to new research a sta of benefits. It takes time and res support their staff, they are also don’t measure how much they a

GRiD, the group risk protection industry body ha outlined why asking employees and looking at w industry competitors are doing in relation to staf benefits makes total sense.

Support recruitment and retention

Asking which benefits are most appreciated giv employers great insight. It can show which bene are understood, whether or not they add any value for an employee, and which ones are mo relevant – to a workforce as whole and to speci demographics. It can help employers decide w benefits to enhance and which ones could be ditched.

It is therefore surprising given the money spent b organisations that there is not more scrutiny on t effectiveness or perceived value.

When companies are competing for talent, employee benefits can be a great differentiato A comprehensive employee benefits package demonstrates how much a company cares abo staff and can be a reason to join. When employ don’t know which benefits are valued, they don know which are going to work harder for them w trying to recruit. The same applies when they’re looking to engage and retain their workforce.

So it’s crucial that employers understand how m their employee benefits are appreciated.

advocate autumn 2019 | advogroup.co.uk | 26

advogroup.co.uk | value staff benefits

companies easure the value staff benefits

aggering 42% of companies don’t measure their staff ‘s appreciation sources to offer benefits to staff, and, in addition to helping companies an excellent recruitment, retention and engagement tool. If companies are valued, they’re missing a trick.

as Asking staff shows increased appreciation what Companies that engage their staff see a greater ff appreciation. Of those that do measure staff appreciation, 55% believe their staff value their benefits very much. Of those that don’t measure, only 25% believe their staff value their benefits very ves much. efits Katharine Moxham, spokesperson for GRiD said: ost ‘When employers don’t measure how much their ific benefits are valued, they’re only really doing half a which job. Offering them is one thing, but it’s crucial that employers know which ones are adding value to their company.’

by their

or.

Hassle vs Insight

One of the reasons that may hold employers back from measuring is the perceived hassle, time and cost of doing so. But companies have done the hardest work in choosing which benefits to offer and sourcing them in the first place; measuring appreciation doesn’t have to be complicated, and help is available.

out its yers A relatively simple set of questions asking employees n’t which benefits they believe they when have, and which ones they value can provide great insight – not only into which current benefits are appreciated, but also which others might be relevant. much Moxham concluded by saying: ‘It’s often the case that employers seek to offer a package that

accommodates different generations and sectors of the workforce but there are some benefits that every member of the workforce needs, regardless of age, position or salary, such as group risk protection benefits, which help employees and their families maintain their financial resilience in the event of death, long-term sick-leave or diagnosis of a critical illness.”

Larry Bulmer, advo’s CEO commented “To grow and succeed in business you need to find good people, and then keep them. For over 20 years advo has been helping SMEs look after their greatest asset, their staff. We support SMEs to match their PLC counterparts on staff benefit design and promotion.

This however should be an ongoing process.

Feedback from their industry sector and more importantly from staff will help guide and adapt to ensure benefits remain apt.”

If you need guidance on how to structure an employee benefits package tailored to your workforce advo can help. advo has been supporting clients for over 20 years helping to create and promote employee benefit programmes. advo uses their own in-house technology platforms to better manage multiple staff benefits with individual Staff portals that help in ensure employees fully appreciate the benefit spend.

In the first instance contact Jamie Tuffield, advo’s head of employee benefits on jtuffield@advogroup.co.uk.

advocate autumn 2019 | advogroup.co.uk | 27

advogroup.co.uk |men ‘drop the ball’

One in four men have never checked themselves and nea half ‘regularly forget to check’

men ‘drop the bal on testicular canc advocate autumn 2019 | advogroup.co.uk | 28

arly ’

ll’ cer

advogroup.co.uk | men ‘drop the ball’

Men are being encouraged to ‘check their tackle’ to kick testicular cancer into touch, as six million admit they’ve never checked themselves for the disease Bupa UK has partnered with Welsh international rugby star and testicular cancer survivor Matthew Rees to urge men to ‘check their tackle’ The appeal comes as part of a nationwide campaign by Bupa UK as it’s revealed that one in four (24%) men have never checked themselves for testicular cancer with nearly half (45%) admitting they ‘regularly forget’ to look for symptoms.

Common misconceptions are also holding men back from checking their testicles, with one in four (23%) men in their 30s thinking they’re ‘too young’ to get the disease, despite it being most prevalent at this age(2). One in three men are aware that heaviness or fluid in the scrotum (33%), with even less aware of abdominal pain (24%) or back pain (12%), are symptoms.

with testicular cancer will survive for five years or more(3), but one in eight men under 35 said they had previously delayed seeking help for a symptom which turned out to be cancerous.

On average men would delay for three weeks (21.7 days) before visiting a doctor with a symptom.

With the condition affecting more than 2,000 men in the UK each year(4) and one in three (35%) unsure what they’re looking for, Bupa and international rugby star Matthew Rees have teamed up to encourage men to ‘check their tackle’.

Matthew Rees says:

“As someone who was diagnosed at just 32 at the Men are still uncomfortable height of my rugby career, talking about their health, tackling the myth that with one in three too young, fit men can’t get embarrassed to talk to testicular cancer is hugely friends about issues ‘down important to me. While I there’, one in five (21%) was lucky that my cancer uncomfortable about was caught and treated talking to a doctor and 20% relatively quickly, admitting they wouldn’t tell anyone if they spotted I’m aware that many men a symptom. with concerns don’t check themselves or speak to their But misconceptions and doctor, putting their health embarrassment are leading at serious risk. I know all too to treatment delays well that testicular cancer with potentially serious doesn’t have an age limit, consequences. When so checking your tackle diagnosed at the earliest might just save your life.” stage, all men diagnosed

Julia Ross, Head of Cancer Care at Bupa UK, commented: “We’re working with Matthew to raise awareness for testicular cancer ahead of (& during) the 2019 Rugby World Cup, and while his rugby career is exceptional, his cancer experience is similar to thousands of other men.

The Rugby World Cup is a time for celebration, but it can also be a useful reminder for the importance of promoting awareness for men’s health conditions.”

Research conducted amongst 1007 UK men aged 18+ by Opinium Research, between 19-21 August 2019.

(1) 24% of men said they have never checked for testicular cancer. There are 25,589,214 men in the UK= 6,037,011 (2) https://www. cancerresearchuk.org/aboutcancer/testicular-cancer/ about (3) https://www. cancerresearchuk.org/healthprofessional/cancer-statistics/ statistics-by-cancer-type/ testicular-cancer#heading-Two (4) According to Cancer Research UK, here are around 2,400 new testicular cancer cases in the UK every year.

advocate autumn 2019 | advogroup.co.uk | 29

advogroup.co.uk | thanks for reading

find every copy of advocate magazine online at issuu.com/advogroup issue #30 summer 2019 In this summer edition we have two interviews, firstly with Adam Henderson who outlines why today’s businesses should take a fresh view on how they support their staff. Also Caroline Pain of International health insurer, Aetna, who outlines her thoughts on the current and future use of their members’ genetic profile following the launch of their new DNA testing kit that links to the management of an individual’s health. In advo features we look at employee childcare issues and why organisations should consider outsourcing vital services such as payroll. Other features include an update on the Pensions Dashboard and articles on charity fundraising. We also look at a recent CIPD report on the effects of presenteeism and the success of group risk benefits in managing unwell staff back into work.

issue #29 spring 2019 In the spring 2019 edition we have a feature on our new absence management system available to all advo clients and an interview with Lucy Pearce who now heads up our Sales and Development team which now spans hr, payroll and employee benefits. We have a special feature with Bupa Global’s CEO who talks about why mental health is ‘everyones’ business’. We also include a special feature on transgender and gender identification. In HR news we take a closer look at finding the best fit of candidate for your business and update you on employment law changes. In health news we have an interesting look at the medical innovations making waves in 2019.

issue #28 winter 2018 The big advo news in the winter 2018 edition, apart from receiving a Gold Standard Accreditation, is the partnering with UIB, a Lloyds of London commercial insurance broker. In a reciprocal agreement UIB clients can speak to advo for employee benefit, payroll and HR support. We have two exclusive interviews. Firstly with one of the main drivers of the Vitality Health success in the UK. In addition we speak to the senior management team of US insurer, UnitedHealthcare Global, In HR news we take a closer look at Christmas HR issues and keeping a healthy working environment for staff. We also focus on why investing in your staff is a good idea and in health news, following on from last month’s focus on women’s health issues, we look at the most common male health concerns.

don’t miss a copy, subscribe to our issuu channel... its 100% free! advocate autumn 2019 | advogroup.co.uk | 30

advogroup.co.uk | the advo group

advogroup empowering people solutions

advo: solutions for the future, delivered today, protecting tomorrow. an award winning advisory delivering linked services

advo benefits: advise | engage | reward

employee benefits independent advisory services with dedicated account management across a range of health, wellbeing and risk insurance

advo online simple and secure advo online gives small to medium-sized employers a useful tool to manage and communicate employee benefits effectively

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advo sis (success in systems) award winning and innovative, our technology is designed, built and managed in-house enabling us to provide clients with good value systems for both employer and employee

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private clients award winning advisors of personal protection both UK and overseas recognised for quality of advice and ongoing service each and every year

advo has a reputation for cost control, innovation and customer service excellence. Having been recognised as the UK’s ‘best’ advisory firm by our peers on numerous occasions we have the best people supported by linked technology that gives control.

advocate autumn 2019 | advogroup.co.uk | 31

advo empowering people solutions

advogroup empowering people solutions

Head Office: advo house, St Leonards Road, Maidstone, Kent, ME16 0LS t: 01622 769210 e: info@advogroup.co.uk w: advogroup.co.uk advogroup limited Registered Office advo house, St Leonards Road, Maidstone, Kent, ME16 0LS Registered in England No 4500663. advo group limited is authorised and regulated by the Financial Conduct Authority