advocate magazine spring 2017

advocate The magazine from the UK’s leading business advisory

cover feature

all change at advo advo’s new look and new technology page 5

advo: now a Data 50 company page 9 what staff benefits are the best page 15 Issue #21 Spring 2017

Employee Benefits

Private Clients

Payroll

HR & Training

advogroup.co.uk | who we are

Jag and Belle advo employee benefit team

who we are and what we do... advocate Magazine is produced by advo group and published quarterly. advo is an award winning 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@advogropup.co.uk w: advogroup.co.uk

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advogroup.co.uk | what’s inside issue #21

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all change at advo, a new look and new technology

” what’s inside issue #21 Welcome to the Spring 2017 edition of advocate magazine, the quarterly digital publication from advo group, one of the UK’s leading business advisories.

In this edition, we look at advo’s fantastic new look and the introduction of a new online platform that allows your staff to have more choice over their benefit selection. advo has used technology platforms since 2006 to allow greater control of your data and to communicate benefits, our new platform adds to this already unique proposition.

We also highlight new industry recognition with our IT Director, Kevin Crew, included in the 2017 Data 50 listing and awards for quality of advice.

There is an exclusive interview with digital risk insurer’s CEO,

Lee Lovett where we look at similarities between advo and Ellipse’s use of technology.

We look at the wide range of employee benefits and what choice is right for your staff.

We also highlight an important petition to Goverment by trade association, AMII, to reduce Insurance Premium Tax which is pushing up the cost of essential health insurances.

Included also is advo’s Gill Mateo talking about practical steps taken to achieve Investors in People Gold accreditation.

Remember that all editions of advocate magazine are free to read online at issuu.com/ advogroup

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

larry bulmer

gill mateo

kevin crew

colin boxall

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 employee benefits and business experience.

lbulmer @advogroup.co.uk

gmateo @advogroup.co.uk

kcrew @advogroup.co.uk

cboxall @advogroup.co.uk

ceo

operations director

it director

commercial director

advocateadvocate spring 2017 summer | 2015 advogroup.co.uk | advogroup.co.uk|| 02 03

advogroup.co.uk | contents

contents

ISSUE #21 | spring 2017

advo news Page 06

| all change at advo. A new look and new technology proposition

Page 10

| advo’s IT Director recognised in Data 50 2017 listing

Human Resources news Page 22

Page 28

| How to go for (IIP) Gold. advo’s Operations Director outlines how organisations can achieve the Investors in People Gold accreditation | How to keep your staff. We look at why companies fail to retain their best staff

Employee benefits news Page 12

| An exclusive interview with group risk insurer, Ellipse CEO, Lee Lovett

Page 16

| What staff benefits are the best? We look at what are best suited to your organisation

all change at advo page 6.

What staff benefits are the best?

Page 15.

Other news Page 26

| Insurance Premium Tax (IPT) affects the majority of advo clients. From June 2017 12% of the premium paid for health insurance will be IPT. Trade Association, AMII petitions the Government

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advogroup.co.uk | contents advo’s IT Director added to the 2017 Data 50 list Page 9.

Exclusive interview with Ellipse’s Lee Lovett Page 11.

The UK’s fasted growing “stealth tax” Page 25.

How to go for (IIP) Gold Page 21. advocate spring 2017 | advogroup.co.uk | 04

advogroup.co.uk | all change at advo

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advo has ambitious plans over the next five years in both size and the delivery of linked-technology to SMEs

Larry Bulmer, CEO, advogroup advocate spring 2017 | advogroup.co.uk | 05

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advogroup.co.uk | all change at advo

all change at advo

‘new technology with a new look’ www.advogroup.co.uk In 1997 the current CEO, Larry Bulmer set up an office and started giving Private Clients and Companies independent advice. Twenty years later advo are recognised as one of the UK’s leading, and largest independently owned, employee benefit advisories.

To celebrate the 20th birthday advo has a new look and exciting new modules to complement their existing technology. The new proposition lets SMEs and small corporates access to benefit management and communication previously the preserve of larger PLCs.

a philosophy to be different and invaluable.” advo has ambitious plans over the next five years in both size and the delivery of linked-technology to SMEs. A new mission statement ‘solutions for the future; delivered today, protecting tomorrow’ underpins advo’s commitment to people and technology.

It has been a busy year as in addition to employee benefits, advo now offer HR & Payroll, complementing the The new look services already available to advo has always tried to keep employers and employees. a contemporary feel to the way it presents itself. The last advo puts its success down change was in 2010 and so to the creation of a culture timing is good to reflect the dedicated to putting the changes within advo. client first underpinned by inhouse technology delivered Coiin Boxall, advo’s by highly trained staff. commercial director explains “We have radically changed Larry Bulmer commented on our look to focus on our the reasons behind advo’s key assets, our people. The continued success “our new branding reaches into approach is to embrace everything we do and reflects technology, blend with our approach to supporting traditional broker-services our clients.” making client-experience better, with lower client-fees;

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advogroup.co.uk | all change at advo Following the rebrand, different advo services of employee benefits, payroll (and auto-enrolment), HR and Private Clients are recognisable through their own distinct colours, making it easier to distinguish between areas of expertise creating linked-employer services.

advo online plus, the new staff platform option, allows employers who have not previously been able to deliver employee choice due to time or money, access to their own benefits platform.

Gill Mateo, Operations Director stated that advo online plus is “a new approach to delivering employee engagement. It’s On technology easy to implement, within advo has offered technology the reach of every employer platforms since 2006 allowing and is sure to be a hit with effective multi-benefit staff”. She added “employers management and easy are searching for ways to access to benefits. advo retain staff and increase is now introducing a new appreciation of benefits, concept, ‘advo online plus’, for this advo online plus will be which allows smaller employers an invaluable tool.” to offer flexible choices to staff, through personal amendments On staff and lifestyle benefit selection. advo call staff ‘advonians’. As As the communication hub for everything, advo online creates simplicity for clients.

It’s quick and easy, saves time, looks good and gives control and employee choice. Payroll management is through HMRC accredited systems.

that it is only as good as the people supporting it. We invest heavily in staff, their training, approach and wellbeing. We expect them to work hard, but also to enjoy their time here.”

On commenting on the new technology and the staff Lucy Pearce, head of employee benefits added “it’s a great addition to an already fantastic proposition backed up by an incredible team of people.”

You can see advo’s new website and download our new brochures by visiting

www.advogroup.co.uk

an Investors in People GOLD accredited employer advo realises that success, current, past and future, depends on the quality of their employees.

This is summed up by Colin “We know that our technology gives us a lead over our competitors but we realise

advo staff get their first glimpse of the new branding

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advogroup.co.uk | all change at advo

“

a new approach to delivering employee engagement

Gill Mateo, advo

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advogroup.co.uk |advo, a Data 50 leader

“

advo online is quick and easy to use, saves time, looks good and makes the client experience better.

Kevin Crew, advo IT Director

”

advo’s IT Director confirmed as a Data 50 leader Kevin Crew, advo’s IT Director, has been included in the Data 50 listing alongside some of the UK’s largest and best known organisations. The Data 50 Awards is the UK’s premier initiative for celebrating data leadership and excellence among the sector’s highest achievers.

The Data 50 list is updated annually to recognise the top individuals and companies driving data innovation and business value in the enterprise, with ten ‘best in class’ winners revealed at an awards ceremony 18th May in London.

Other organisations included in the Data 50 include Network rail, Ocado, Royal Mail, The British Army, Boeing, Vodafone, Guardian and Yorkshire Building Society.

Data 50 outlined the reasons why Kevin and advo were included in their top 50.

In addition to the main listing “Employee benefit specialist Kevin is also shortlisted for advo created in-house systems special recognition in a ‘best allowing slicker account in class’ award in the category administration and lower of Financial Services and client fees. Kevin Crew is both Insurance. architect and administrator of advo online. Designed

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for companies up to 500 employees, advo online was created for SMEs and small corporates, and has matured into a complete employee management and communication platform, allowing a shift from policy administration to a generator of sales.

In 2015 advo went live with a full flex-benefits platform, giving SMEs access to a unique benefit engagement technology previously the preserve of larger corporates.

advogroup.co.uk | advo, a Data 50 leader

“In April 2015, advo extended staff portals to incorporate full flexible-benefits. The current system is in its third generation with a fourth currently in construction that encompasses payroll and HR. Towards the end of 2015, advo moved away from product sales based around renewal dates to targeted technology appointments.”

In reacting to the news that he has been included in the Data 50 listing Kevin Crew commented “I was both surprised and delighted to be recognised for the work we have been undertaking. advo launched its first technology platform over 10 years ago and I believe is one of the leaders in our industry in the management and use of

data. advo online is quick and easy to use, saves time, looks good and makes the client experience better.” advo has offered technology platforms since 2006 allowing effective multi-benefit management and easy access to benefits. From today, advo is introducing a new concept, ‘advo online plus’, by allowing smaller employers to offer flexible choices to staff, through personal amendments and lifestyle benefit selection.

Other advo Awards advo are finalists in the Money Marketing Awards 2017 as the

UK’s ‘Best Corporate Advisor’ The Money Marketing Awards are one of the most prestigious for UK financial advisors. The winners will be announced at a gala dinner on Thursday 22 June 2017, The Artillery Garden at the HAC, London.

In addition advo are finalists for ‘Health Insurance Adviser of the Year’ at the 2017 Protection Review Awards.

The Protection Review is one of the most respected bodies in its field that focuses on the promotion of excellence within the protection industry. The winners will be announced at a gala dinner on the 19th July 2017 at the Landmark Hotel, London.

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advogroup.co.uk |an interview with Lee Lovett

“

our primary aim is to be seen as a successful/profitable business

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advogroup.co.uk | an interview with Lee Lovett

“

Different for all the right reasons

”

Lee Lovett,CEO Ellipse www.elipse.co.uk advo recently met with digital risk insurer Ellipse’s CEO, Lee Lovett and discovered synergies between approaches to people and technology.

Both advo and Ellipse are seen as innovators using technology as an advantage over competitors. Together they see growth coming from the SME and smaller corporate markets, which have traditionally been under supported, and equally understand that technology is only as good as the people that support it.

In a wide ranging discussion touching on current and future trends we see why Ellipse believes they are ideally placed to double their market space over the next four years with a growth strategy based around their technology and quality of their people.

On growing the UK Market Much of the UK population is under insured, this is especially acute with SMEs. We looked at Ellipse’s plans to capitalise on this relatively untapped market.

Lee Lovett agreed that a very high percentage of SME’s have no group risk cover; but highlighted that accessing these markets is not easy with a view that all group risk business needs advice to some degree.

Lee believes that many larger financial advisor firms have a focus on retention, on “keeping

what they have” alongside various cross-selling initiatives. In his opinion, market expansion tends to be driven by the smaller intermediaries who are targeting businesses with no cover in place.

Ellipse does however have its eye on wider distribution models.

Two examples are the support of different organisations, with different propositions, but where both depend on technology for their core business.

Lee outlined this in more detail.

“We do have a couple of ‘alternative’ distribution pilots on the go, where firms who are currently not traditional advisers or involved in group risk getting into the market and potentially accessing a segment of these uninsured SME’s; it will be interesting to see how these develop.”

One of these organisations has Lifestyle benefits at their core, delivered through technology, the other company offers wider business support with online management around pension and payroll services. Both see traditional core staff benefits, including group risk, as a logical next step to diversify and expand current services.

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advogroup.co.uk | an interview with Lee Lovett There is however a realisation that most of Ellipse’s growth will not come from tapping into any expanding markets, but winning business from established competitors.

On Ellipse’s growth in a competitive environment Ellipse’s aim is to double their current book of business within four years. This seems a tall order in a tough market, but Ellipse believes this is achievable if they continue to work with those advisors that like their approach, alongside an expansion of their distribution footprint in the market.

Many group risk providers have a reputation for slow administration. Asked if Lee agreed with this he outlined his view. “On the whole, yes, [many providers do have slow administration] although I do think the market has improved (from a fairly low start point!). However I do think that the Ellipse service and administration is better than most.”

however have to include absence management software. This ensures absences are logged making certain early notification becomes possible allowing intervention and the design of bespoke rehab and support.

Lee says “Absence Management software is an integral (and non-negotiable) element of our SME [group income protection] proposition “We are the only provider – this recognises the value of publishing our Key Service early notification of sickness Indicators (KSI’s) and these related absence and allows us continue to improve. Our to proactively manage such business model is all about cases early in the deferred accurate data, precise pricing period which provides the best and contract certainty – opportunity for an early returnLee explains “The advisor delivering a good service to-work.” footprint is mixed with many alongside this is key for us.” liking the Ellipse approach, What Ellipse feels makes their but others shy away as our Ellipse’s KSI’s are impressive SME proposition different proposition does not match with 99% of claims paid within • Quarterly managed data, their established processes.”

5 working days (of receiving creating up to date accounts; required information) and • Simple online application Ellipse is still convinced that 93% of policy documentation and medical u/w, typically online quoting and accurate/ also delivered within 5 days without 3rd party evidence; regular data is the way with their technology assisting forward for them, and those efficiency.

• Individual member level/ intermediaries that embrace SP costing regardless of the their methodology.

When discussing the wider scheme size; technology applications, • Good support and service.

Lee believes a number of Lee believes a policy/price established advisor firms have comparison tool is likely. “I On the Ellipse vision been slow to engage with guess it is inevitable that “Our primary aim is to be seen Ellipse because of their own some form of aggregator or as a successful/profitable legacy systems and processes, price comparison service will business by our shareholders/ coupled with no real drive for eventually emerge (as with owners, our staff, advisers change. Other providers are other market sectors), but I and our competitors. Beyond happy to maintain their status would not be upset if that did this we would like to be seen quo. not happen for five years.” as “different” for all the right reasons, where we have Ellipse do see closer working As technology is making good technology (making us with those intermediaries that medical advice available efficient, easy to do business embrace the Ellipse way of through online GP and health with, adding value), combined business and have confirmed services we discussed how with good people (who are that they have no plans to go this approach could apply to knowledgeable, helpful, direct to clients. group risk policies. friendly, proactive), which in tandem enables us to deliver a Technology for client service Lee believes that health and great service.”

Ellipse believe their online wellbeing initiatives “intuitively systems ensure better pricing make sense but advisors may and ongoing management struggle to build a business As an independent employee with more accurate staff data case in the real world with benefits intermediary advo are with quarterly reporting giving benefits hard to quantify.” able to match Ellipse to the more certainty over cost from On a more practical level, appropriate client. the traditional annual audit.

Ellipse Income Protection does

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advogroup.co.uk | award winning advice

advo: award winning advice advocate spring 2017 | advogroup.co.uk | 14

advogroup.co.uk | what staff benefits are best

What staff benefits are best? advo’s Colin Boxall looks at the reasoning behind implementing staff benefits and where they can be most effective What staff benefits are best for your organisation? The answer depends on what you want to achieve. Benefits attract and retain staff, help to protect and support employees and company profits. The right mix depends on business goals and budget. advo’s Commercial Director, Colin Boxall has looked at a number of surveys and brought them together with data from advo’s own client portfolio to look at the reasoning behind implementing benefits and where they can be effective.

It is clear that many employees want more than just a good salary. It is also clear that many also look to their employers to supply additional benefits.

They spend much of their daylight hours at work, a competitive salary for most will not keep them in their job for long if their time there is

disagreeable or it conflicts with life outside of work. Staff benefits therefore go much further than giving additional perks, it’s about environment and culture.

understanding of benefits and their importance varies. Often this conflict is between HR and finance. A contentious benefit that highlights this is a Private Medical Insurance policy.

Many benefits also conflict between different parts of an organisation where the

For finance PMI is very visible and a high cost to the business, less visible however

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advogroup.co.uk | what staff benefits are best

Staff benefits; “it’s about environment and culture”

is the impact it has on attendance and presenteeism and the indirect influence it has on company profits. Often clearly seeing this link is however difficult when few return on investment figures are available.

expected.

The importance each employee places depends very much on the mix of employees, location, their jobs, aspirations and private lives. In one instance the first choice on an employee survey was So how do you know you have a better brand of tea in the the right benefit mix? canteen, ahead of increased salary.

The starting point is to ask your staff. You may think you know Look at what is wanted and what is best for them but put see how it fits with your goals your beliefs aside. Results may and budgets. Some may be be startling and not be what is impractical, silly or outside

of any budget, but consider them seriously as it’s what your staff think is best for them.

Remember a staff benefit is not just putting in place protection insurances and better pensions it’s your company practices, and working environments.

If your budget is tight you can still create enthusiasm and a feeling of belonging through the right approach and communication.

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advogroup.co.uk | what staff benefits are best Starting with the basics; what is an many working people. Employers employee benefit package? with PMI have an effective sickness and absence tool that For employers, a strong, relevant ensures staff are back at work as and well-communicated quickly as it is medically possible. benefits package not only helps employers make sure they get the Staff benefits fall into a number of pick of employees at recruitment, categories: but can also help them retain • Financial (such as pension or happy, committed workers. retail discounts); Not everyone needs the same employee benefits. At different times of life, and in different family situations, different things are important. When creating or reviewing a benefit package, employers need to consider the demographic of their workforce, and employees need to think about whether the benefits they have are the right ones for them.

• Protection (such as life insurance, critical illness, income protection, health screening & health insurances. Some of these could also be considered financial) • Lifestyle (childcare, cycle to work etc.. or for example; wider health promotion strategies and health insurances such as cash plans and internal protocols such as sickness and absence intervention, reporting and support);

Staff Benefits can be split into two types; those that benefit the employee and those than benefit the employer. Often one can be • Working environment, workboth. life balance and employee communication; A good example of this would, • Training and development; again, be private medical opportunities for advancement to insurance (PMI). This is a very those who want it. popular benefit assisting with retention and recruitment that • Company rules and processes provides staff access to private (for example flexible working) healthcare which because of the Company aims may be to meet high cost of individual policies statutory obligations such as in would be out of the reach of eyecare. However even these

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can be turned into a staff benefit.

For example if you need to pay for eyecare why not consider a cash plan, costs can be similar and staff get much more and you save HR time from managing an in-house process.

As can be seen a number of benefits can fall into different or the same categories. This is because some can be used to achieve different goals. The mix of benefits therefore varies from company to company depending on aims, the attraction and retention of talent and culture.

The overall aim however should be to create a sense of worth and belonging. ‘They do care for us!’

The table below highlights how benefits can be more effective. Employees that place a high value on their benefits show increases in loyalty and productivity.

The right selection, communication and culture are key.

advogroup.co.uk | what staff benefits are best Contented staff are more productive.

employers are re-evaluating the benefits they provide.

It is important to support and nurture the diversity within a workforce. This could depend on age, a view on career progression, a stress free working environment, an own view of life and family commitments.

Companies are increasingly offering a more even spread of employee benefits. Dental plans, childcare vouchers, cycleto-work, PMI, health screening and critical illness protection are all offered by four out of ten employers who took part in surveys, with benefits that can be used by a broad range of employees on a regular basis favoured by employers.

The clear message here for employers is if there is an increase in employee understanding and appreciation of staff benefits loyalty and engagement improves.

Therefore how benefits are communicated is of importance.

Staff need to understand and appreciate the benefit spend.

So what is right for your company? As the correct staff benefit package derives from an employer’s business aims, benefits are varied and designed to solve problems either for the business or workforce to create the right working environment to assist productivity.

When employees aiming to leave their current employer were asked what would keep them at the same job, an improved benefit package was valued second after an increased salary.

The correct balance of staff benefits can assist in retention, aid recruitment and increase productivity.

The recruitment company Jobsite’s own survey confirms that 77% of their candidates consider the range of staff benefits to be an important factor when choosing an employer.

Staff benefits should be considered in a broad context as everything that effects the working environment. What you feel is important may differ from your employees. For example some surveys place free tea and coffee above pension in popularity. With the onset of pension auto-enrolment

In addition, health benefits are popular with UK employers who place a strong emphasis on employees’ physical and mental wellbeing as part of their health and wellbeing strategy.

There are however Tax implications. In a number of instances HMRC considers staff benefits to be on a par with a salary and so taxes the employee (at their own personal tax rate), for the cost of providing the cover, either at an actual cost or a pre-determined set rate. These are P11d benefits.

P11D benefits can include company cars and insurances such as medical, health and dental insurances and protection policies such as critical illness. Insurances that are not considered for P11D include group life insurance, health screening, income protection and EAPs. Effective communication is crucial to ensure staff are aware, understand and appreciate the benefits provided.

Also important is to note the pace of change in what staff expect.

One of the main challenges facing employers today is keeping pace with employee expectations around technology.

As technology advances at a staggering pace in their private lives there is the same expectation from their employers.

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advogroup.co.uk | what staff benefits are best

So what do employees want?

The CIPD undertook a survey of employees focusing on pensions and benefits and asking what they believed were their most valued and desired benefits. This confirms that employees see internal structures and support as being more important than benefits such as access to a Pension scheme with relatively small amounts of money delivering results.

When looking at the employee desired benefits this can vary if a private sector employer.

Top 10 benefits offered to all employees (all organisations) 1.

2.

3.

4.

5.

6.

7.

8.

9.

10.

Paid leave for bereavement – 80% Training and career development – 73% Pension scheme – 71% 25 days’ and over paid leave – 66% Tea/coffee/cold drinks – free – 65% Christmas party/lunch – 62% Death in service/life insurance – 60% Childcare vouchers – 56% Allow internet purchases to be delivered at work – 55% On-site car parking (free/subsidised) – 54%

Top ten benefits offered to all employees (private sector) 1.

2.

3.

4.

5.

6.

7.

8.

9.

10.

Training and career development – 77% Christmas party/lunch – 77% Paid leave for bereavement – 74% Tea/coffee/cold drinks – free – 74% Pension scheme – 59% Death in service/life insurance – 59% Allow internet purchases to be delivered at work – 59% On-site car parking (free/subsidised) – 56% 25 days’ and over paid leave – 56% Eyecare vouchers – 50%

So in summary, what should your benefits package look like? Ask what staff want, look at your culture and goals, set a long-term budget and plan. Remember that staff benefits is far more than having protection policies and a good pension, its about how you care for your staff, how you invest in them and how you are perceived in valuing them. You don’t have to spend money on policies to create the right culture advo supports modern thinking SMEs and smaller corporates across all business services from Employee benefits, technology support and platforms, payroll and HR.

Colin Boxall is advo’s Commercial Director and has over 25 years advising employers on staff benefits.

Full details of each survey statement of methodology are available separately from this summary.

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advogroup.co.uk | what staff benefits are best

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advogroup.co.uk |Go for (IIP) Gold

Gill & Nic Rice, head of employee benefit support

“

Have all your ducks Gill Mateo, advo’s Operations Director

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advogroup.co.uk | Go for (IIP) Gold

Go for (IIP) GOLD Being part of Investors in People shows how you view and value your staff and from this what your business partners can expect from your organisation.

”

It demonstrates your culture, how your organisation runs and whether your staff believe in you, but how is it done? advo’s Gill Mateo gives some tips. advo was awarded GOLD IIP status at the end of last year, an incredible and envious achievement, something very few UK employers achieve.

Gill Mateo, advo’s Operations Director, architect and driving force behind achieving GOLD status has outlined the journey and some guidelines for others looking towards IIP recognition.

in a row!

”

IIP explores an employer’s performance on how staff are supported, empowered and trained. Through indepth reporting, employee interviews and observation IIP evaluate a company’s own practices, and whether key factors are developed, established or at an advanced standard.

On how advo achieved this Gill Mateo commented “Have all your ducks in a row! Look at each section individually and then how this part interacts and overlaps

with others. It can appear daunting when first looking at what is needed, but much is sound business practice which you may already be doing, and if not, you should.” advo has always viewed IIP as the business standard to aspire to, and achieving the standard accreditation several years ago was viewed as a great success. In 2014 advo built on this jumping Bronze to Silver and now in October last year, GOLD. The journey to GOLD started in January 2016 when IIP first contacted advo and an on-line IIP assessment was undertaken, overseen by advo Manager, Emma Shaw.

The initial results were very encouraging confirming advo had mid-to-high status results for most sections.

This motivated advo staff believing that not only could they retain our Silver, but had a chance at reaching Gold.

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advogroup.co.uk |Go for (IIP) Gold advo then met with IIP in May and after discussions decided to ‘go for GOLD’.

advo put staff into groups to be interviewed and tried to include all areas of the business:

To move above the standard accreditation and achieve GOLD status all of IIP’s 9 main indicators have to be firmly established within a business, with at least 7 at an advanced stage.

• Directors • Cross selling Group • Recruitment group • Appraisal focus group • Induction and training for new joiners The nine indicators cover all levels • A group who would exhibit of how the employer conducts its advo culture, values and business: behaviours • Long standing members of staff • Business strategy • Managers • Learning and Development IIP then had open discussions • People Management Strategy over how staff are treated and supported. All staff comments are • Leadership Management confidential allowing for a candid Strategy assessment.

• Management Effectiveness Gill outlines the advo approach • Recognition and reward which makes the GOLD • Performance Measurement accreditation possible stating • Continuous Improvement that “We demand a great deal from our people. They On commenting on the business are expected to be always at categories Gill observed “when the top of their game, but also employers look at what is importantly to enjoy coming to required most modern thinking work. We believe attitude organisations will already be is seen as important fulfilling the qualities needed as aptitude. Focus is for standard IIP accreditation more about up-skilling but where they fall down, in my the person, and opinion, is organisation, structure their own personal and recording. development.”

IIP then made You need to be able to evidence their report everything, to have the attitude confirming that if it is not written down it advo had never happened.” reached GOLD. Gill goes on to say; The only part of the assessment

where advo did not excel was social responsibility. This had since led to us creating closer links with the local community and trying to do more for charity such as our Christmas drive supporting local children in the ‘Shed Load of Toys’ campaign.

Summing up Gill commented; “We are never complacent and see improvement as a journey.

As our business faces challenges we know that it is our Staff that will make the difference and so we will continue to invest heavily in them.”

Gill Mateo, DIP CII, is advo’s Operations Director responsible for the smooth running of the advogroup companies. As a long-term employee she originally started at advo in 2006 as an Administration Manager becoming a Director in 2013.

“Most is overcome by organising routines, but where most [companies] fail is not sticking to them”

In October the IIP assessor spent three days in the business to see the operation in practice, to further review internal documentation and practices and to interview staff.

Gill operations director

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advogroup.co.uk | Go for (IIP) Gold

Lauren employee benefits account manager advocate autumn 2016 | advogroup.co.uk | 24

advogroup.co.uk | AMII Petition

The UK’s “fastest growing stealth tax” www.amii.org.uk Reduce Tax AMII tells the Treasury to safeguard UK health In a message to the Treasury the Association of Medical Insurers and Intermediaries (AMII) launched a campaign for the Government to rethink recent tax rises on health insurances.

‘Hands off health insurance premiums!’ is AMII’s massage.

AMII, a Trade Association promoting best practice within the protection industry, believes that HM Treasury has viewed Insurance Premium Tax (IPT) as “low hanging fruit” for generating revenue, with three increases in the last two years.

There was no change in the recent Budget to the planned increase to 12% due to be implemented from 1st June, impacting on the NHS and Health & Wellbeing Sector.

IPT is a relatively new tax and

has increased considerably over the years. Introduced in 1994 at a rate of 2.5% this has risen steadily over the years to 4%, then 6% and in the last year two rises, 10% and from 1 June 12%.

these people would likely turn to the NHS.

AMII Chairman, Stuart Scullion says: “Increases in IPT affect the NHS as much as the Private Health sector. With the taxman taking an additional It is feared that the additional £120 in IPT for every £1,000 cost burden will have a premium charged it is no detrimental effect on people wonder some buyers of health and employers at a time when insurance and health cash health insurance premiums plans are saying, “enough is are already under pressure. enough”, cancelling their PMI If private medical insurance and relying on an already contracts are cancelled then overstretched NHS.

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advogroup.co.uk | AMII Petition

For employers and employees IPT represents a triple taxation (with direct application of IPT, National Insurance and for employees a P11D cost). Retirees and mature consumers are cancelling their healthcare cover and relying on the NHS as IPT adds further pressure on affordability.

The Chancellor has a responsibility to liaise with the Depatment of Health to ascertain the total impact of increases in IPT in terms of revenue raised versus cost to the NHS. I suspect the results would make interesting reading”.

Speaking at the recent AMII AGM Stuart went on to say “We will announce our

action plan to raise public awareness about the impact of IPT increases on healthcare with the launch of an IPT Parliamentary Petition.

UK businesses are encouraged to take responsibility for their employees’ health by Government, but by adding an increasing tax burden through insurance policies that help to make this possible. advo is fully behind AMII’s drive to get the Government to listen and take action against what we believe is one of the most unfair taxes placed on UK businesses.

We believe health insurance should be made exempt from IPT, as is the case in many

other countries, and employers and individuals should not be penalised for prioritising their own health or their staff.

AMII launched their petition early April with a bid to get 100,000 signatures to force a Parliamentary debate but unfortunately with the election called all Government business must be concluded prior to the election and so the petition is now closed to new signatures.

You can however read the petition at https:// petition.parliament.uk/ petitions/193353.

AMII has confirmed that they plan to revisit the campaign after the election.

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advogroup.co.uk | How to keep your staff

“

Engaged, motivated employees are the most precious asset of any organisation

�

Jean Crew, advo trainer and mentor

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advogroup.co.uk |How to keep your staff

How to keep your staff The Investors in People annual employee sentiment poll was expected to show that British workers were planning to stay put in the face of economic uncertainty. IIP have however seen exactly the opposite: a significant rise in people looking to move jobs in 2017.

Employees told the Investors in People (IIP) they want to move jobs for better management, better pay and flexible working.

The annual IIP survey, called Job exodus trends, reveals major developments across the UK workforce. The survey focuses on employee sentiment tracking the likelihood that people are looking to move jobs, also their reasons for doing so, and the most attractive benefits that they feel employers offer. This is a report that provides advice for organisations to retain and recruit the best talent.

2017 – 1 in 3 employees feel the job market has improved in their favour over the last 12 months. In 2016 this was 1 in 4.

are telling us they want to move for better pay, better management and flexible working. This sends a clear message to British business to invest in your people or risk losing them.”

“Engaged, motivated employees are the most precious asset of any organisation – it is vital businesses continue to invest in staff in order to access the strength, loyalty and skill of every individual, building value Devoy continues: “With worker and a genuine sense of worth. wages stagnating and a It creates not only a strong jobs market there is a formidable workforce but a clear imperative to address fun workplace people want to workers’ pay and tackle poor be!” management. Employers need to really invest in their people in 2017 to attract and retain the best talent.”

“Workers are telling The survey confirms that poor management is also having a negative effect, with 42% saying it was one of the main reasons they weren’t happy in their current role.

Working environment is a 59% of UK staff are considering major factor in retaining staff moving jobs in 2017 – an with the importance varying increase of 10%. Information between genders. technology is the sector most at risk, with 77% of employees Being part of an organisation thinking about changing jobs, that values its staff is followed by finance (65%) and particularly important to retail (60%). younger workers (16-29) with over a third (38%) saying it’s Paul Devoy, Head of Investors one of the most important in People, on commenting on qualities they look for in a new the survey said. employer.

“We were expecting to see British workers planning to stay put in the face of economic uncertainty. But we’ve seen exactly the opposite: a significant rise in people seeking to move employers in 2017 and a jump in jobs confidence. Workers

should take the time to understand and value their staff. On commenting on the IIP report and the perceived widespread lack of investment in staff said.

The survey underlines that it makes sound financial sense for an employer to value their staff and invest in their future and wellbeing.

Jean Crew, advo’s company trainer and mentor makes it clear that organisations

us they want to move for better pay, better management and flexible working. This sends a clear message to British business to invest in your people or risk losing them.”

advo is an IIP Gold employer

IIP Sources: A poll of 1028 employed people in the UK was launched on 8 December. A poll of 1002 people in the UK seeking work was also undertaken. Data was captured via an online survey carried out by research organisation Morar.

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advogroup.co.uk | thanks for reading

find every copy of advocate magzine online at issuu.com/advogroup Issue #20 Winter 2016 In this edition of advocate magazine we look at advo’s 2016 ‘Oscar’ awards where we celebrate our ‘best of the best’ and highlight the achievements of employee benefit advisor, Jamie Tuffield and a host of other stars in the advo team. We also have an interview with Corine Williams, Simplyhealth’s Director of HR & Engagement who discusses research that highlights that employers are not adequately supporting their line managers. We have another interview with Team Viewers’ CEO Andreas Konig, who explores the desire among workers to move away from the traditional 9-5 working day. Also included are the most important employer news stories of the month.

Issue #19 autumn 2016 The Autumn 2016 edition of advocate magazine looks at advo’s fantastic win at the 2016 Insurance Times Technology Awards. advo were awarded the title of ‘Technology Innovation of the Year – Broker‘ from a vast array of entrants from the wider UK insurance industry. We also feature our latest exclusive interviews including those with Vitalty Health’s Shuan Subel, who discusses the positive health message behind their “Everyday Athlete campaign”, and with Office Genie’s Pete Ames, who discusses the effect the Summer’s sporting events have had on employee productivity across the country, as well as the most relevant human resource and occupational stories.

Issue #18 summer 2016 In this edition, we look at advo’s recent move towards unifying financial and payroll services with employee benefit management through the acquisition of ‘Payline’.

Also, in light of the uncertainty following the result of the EU Referendum, advo’s Colin Boxall provides his opinion on whether staff benefits also face a period of change.

We also look at the biggest human resource and occupational health news including the studies that found that 1 in 2 employees feel they must switch companies to achieve a meaningful pay rise, that employees are spending more time on tea breaks than on work based learning, and that flexible working may be the key to better working lives for Londoners.

don’t miss a copy, subscribe to our issuu channel... its 100% free! advocate spring 2017 | advogroup.co.uk | 29

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

advo payline:salaries simplified

payroll & auto-enrolment we make running payroll and payrolling of benefits simple helping clients to remain compliant ensuring employees and their benefits are paid correctly and efficiently

HR & training services all the protection and advantages of an in-house HR and training team ensuring compliance with legislation while supporting best employee practice and performance

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.

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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

Nic Rice head of employee benefit support

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