advocate the magazine from the UK’s leading business advisory
cover feature
we’re off again..... running for ellenor page 8.
NEW advo absence management system page 12. mental health: it’s everyone’s business page 16.
Employee Benefits
HR & Training
Payroll
Issue #29 spring 2019
Private Clients
advogroup.co.uk | who we are
who we are and what we do.... advocate magazine is produced by advo and published quarterly. We are 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
advo supports
clinton bennett account manager
advocate spring 2019 | advogroup.co.uk |02
advogroup.co.uk | what’s inside issue #29
“what’s inside issue ” #29 raising money for ellenor
Its officially Spring so welcome to our latest edition of advocate, advo’s quarterly magazine where we bring you up to date with recent advo news and take a closer look at some of the stand out issues.
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 advo is again running marathons talks about why mental health for our charity partner ellenor is ‘everyones’ business’. We with four of our staff running in also include a special feature the London Landmark’s Half on transgender and gender Marathon where it looks like our identification. target of £1200 will be breached. In HR news we take a closer Also in advo news we are look at finding the best fit of fortunate to again be candidate for your business and recognised in the 2019 update you on employment law Corporate Adviser Awards changes. where we are not only highlighted in the best overall In health news we have an advisory category but also best interesting look at the medical Healthcare advisers. innovations set to make waves in 2019. Staying with advo news we have a feature on our new absence All past editions of advocate management system that is now magazine are free to read online available to all advo clients and at issuu.com/advogroup.
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 spring 2019 | advogroup.co.uk | 03
advogroup.co.uk | contents
contents
ISSUE #29 | spring 2019
advo news Page 06
| advo news roundup
Page 08
| running for ellenor - cover story
Page 09
| advo who’s who
Page 10
| people moves - lucy pearce interview
Page 12
| new online absence management
advo news roundup page 6.
Human Resources news Page 24
| Managers not equiped for mental health
Page 25
| employment law: 2019 updates
Page 29
| finding the best fit of job candidate
Interviews and comment Page 18
| Mental Health; It’s everyone’s business
Page 26
| spotlight: transgender and gender identification
Employee Benefits news Page 14
| more to be done to communicate staff benefits
Page 16
| eye tests identify serious health problems and promote staff wellbeing
Page 18
| EAPs: a must for all employers
Health & other news Page 30
| medical innovations set to make waves in 2019
Bupa Global’s CEO: mental health: it’s everyone’s business page 18
advocate spring 2019 | advogroup.co.uk | 04
advogroup.co.uk | contents
new advo sickness and absence management system
people moves: interview with advo’s lucy pearce
page 12.
page 10.
spotlight: transgender and gender identification page 26.
medical innovations set to make waves in 2019 page 30.
advocate spring 2019 | advogroup.co.uk | 05
advogroup.co.uk | advo news
the ‘armadillos’
Will was the Director’s choice w commitment making a conside advo last year benefiting all. Ru Longhurst and Chloe Luff.
One of the most anticipated aw Comedy Moment’ This year’s ru was Lola Muddiman who picke Insurance award only to promp foot, damaging both!
Most inspirational advionian wa choice of Ellie Sultana. Comme votes included “She is so suppo under pressure or in a crisis”
The ‘ARMADILLOS ’, advo’s own ‘Oscars’, are held each year. There are two main awards, Star of the Year, voted by staff and advonian of the Year, voted by the advo Managers along with a number of other awards. This year was extremely close and a final decision had to be made by the Directors. Star of the Year was Will Kellett who works in IT looking after advo’s linked technology platforms and IT systems.
Jenny Durling won advonian of Sultana as a runner up. One co up why Jenny was chosen by m was “She always has time to he no matter how small as well as keeping an eye on the team to are not sinking, listening, dealin whilst managing her own work. that holds our team together!”
Congratulations to all the winne
corporate adviser awards
advo are finalists in the 2019 Corporate Adviser Awards for the overall accolade of ‘Adviser Firm of the Year’ and in a second category for the ‘Best Healthcare Adviser’. The Corporate Adviser Awards 2019 recognises and rewards advisers, employee benefit consultants and providers that have brought real innovations to the field of workplace financial services. The Awards to be held on the 3rd July 2019 at the Grange St Paul’s Hotel, London with the industry’s leading figures will attending. advo has been successful in previous years, so fingers crossed.
advocate spring 2019 | advogroup.co.uk | 06
advogroup.co.uk |advo news
with his expertise and erable difference to unners up were Jane
cash for ellenor
wards is ‘Best unaway winner ed up a Health ptly drop on her
as the popular ents accompanying ortive and calm
f the Year with Ellie omment which sums many of the staff elp with anything being supportive, o make sure they ng with any issues . She is the glue
ers.
Amy Jones represented advo at an event hosted by ellenor to recognise and thank employers that supported the charity’s ‘Accumulator Challenge‘ where the task was to take £50 and make it bigger. Through a series of events, overseen by Amy, advo staff increased the £50 tenfold raising to total of £500 and in addition donated Christmas presents to the children in their care. ellenor’s Emma Bowles said “a huge thank you to you and all of the team at advo for your amazing donation! The children were delighted with their presents, you have made a lot of little people very happy!”
speakers & exhibitors advo are exhibitors, speakers and sponsors at two major upcoming business exhibitions, the Kent Business Vision LIVE exhibition in May and the CIPD’s Festival of Work in June. advo will be showcasing their unique approach of blending expert advice and linked technology that simplifies staff reward. At Kent Vision Live advo’s Lucy Pearce is hosting a Roundtable discussion entitled ‘Becoming an attractive Employer. The session will ask what does today’s workforce want from an employer? and explore the key motivators and incentives. It will also touch on what to look for in staff and the importance of attitude and embedding new skills. Lucy will use her long experience to share trends, tips and techniques for attracting and retaining the best recruits to meet your business needs. Kent Business Vision LIVE is aimed at business owners, senior managers, departmental heads and other executives working in forward-thinking organisations and is held on 15th May at the Kent Event Centre, near Maidstone. You can visit www.businessvisionlive.com for more information.
advocate spring 2019 | advogroup.co.uk | 07
advogroup.co.uk | running for ellenor
we’re off again... running for ellenor
ad
As a team w committed a what within t
advo’s Bianca Le Fevre, ‘Jag’ Dosanjh, Chloe Luff and Ellie Sultana ran the London Landmark’s Half Marathon March raising thousands of pounds for ellenor. The 13.1 mile course was held on Sunday 24th March and led runners around the capital’s central London Landmarks. The race started on Pall Mall and finished by Downing Street and took in views of London’s most iconic landmarks including Big Ben, St Paul’s Cathedral, Nelson’s Column, the Gherkin, the Shard, the Tower of London and the London Eye. Their goal was to raise £1,200 but the team is set to raise well over £2,000. Commenting on her race the next morning Bianca said “It was really tough and although the weather was lovely my face was burning and I’m very red this morning. I don’t remember seeing any landmarks, was looking at the floor in too much pain but I am very proud of us all for completing it, and under 2.5 hours too!”
‘Fab 4’ with their medals, from left ‘Jag’ Dosanjh, Chloe Luff, Ellie Sultana and Bianca Le Fevre
Jag added, when asked about her race “It went well enough, but my legs are killing today. The atmosphere was amazing and I am really proud of us all for completing the course.” When asked about advo’s involvement with ellenor the team commented “We were lucky to view firsthand the support they provide to young people with life limiting conditions and their families at their annual summer party. The support that the charity provides to the wider families around their young people is invaluable, and the close relationship the volunteers have with them shone through.” You still have time to donate by visiting their fundraising page
advocate spring 2019 | advogroup.co.uk | 08
jamie tuffield employee benefits manager
Jamie heads u employee ben account mana team overseei advo approac scope of servic
advogroup.co.uk | advo who’s who?
dvo who’s who
we call ourselves ‘advonians’. We are a mixed bag of ages and personalities but all share in being about the job they are doing and who we are doing it for. Here we look at who is responsible for the group.
d
SHAREHOLDERS AND SHAREHOLDER DIRECTORS Larry and Colin remain fully committed in the day to day running of the advo group of companies as CEO and Commercial Director. Chris is talking a sabbatical to pursue his love of music. As a classically trained pianist he is now touring the world as an orchestral and opera conductor.
chris mccracken
DIRECTORS
colin boxall commercial director
larry bulmer CEO
kevin crew it director
gill mateo operations director
Kevin heads up the team that develops and maintains all of advo’s online presence and IT capabilities.
Gill and her team oversees any aspect that involves the smooth running of advo group including processes and compliance.
MANAGEMENT TEAM lucy pearce head of sales and developement Lucy has an essential role within advo responsible for bringing together the payroll, HR and employee benefits together as a joint proposition. Payroll and Employee benefit, administration and marketing managers report to her. Lucy also directly manages the HR advisory team.
andy henderson payroll manager
Andy and his team of payroll experts up the work from our nefit Newhaven office ager managing payroll, ing the auto-enrolment ch and and BACS. ces.
nadiya gregory business development manager Nadiya directly manages the telesales team and is responsible for strategies for new client acquisitions.
lucy irvine operations manager
nicola rice administration hub manager
sue smith head of private clients
Lucy manages the Ops team who handle finance and compliance, and is responsible for employee welfare.
Nic oversees the whole of advo’s administration team, called the ‘Hub’ it incorporates payroll, HR and employee benefit administration.
Sue and her team look after advo’s private clients and is based in our Oxford office.
advocate spring 2019 | advogroup.co.uk | 09
advogroup.co.uk |people moves
people moves.. advo has little resemblance today to when the company was founded in 1997. Previously a specialist in health insurance today’s advo supports companies and their employees through a broad range of services from employee benefits, HR and payroll and pension auto-enrolment, all supported through linked technology platforms. Recently advo created a new senior management position, Head of Sales and Development, an essential new role that brings together all of the advo expertise within one proposition to highlight where the company stands out from all competitors. Our Lucy Pearce has a new role previously head of employee benefits, has taken up the new role. In a wide ranging interview we ask how she is taking on the new role and its importance to advo’s future development. Q. You have a new title, Head of Sales and Development, but what does this mean?
and sales across advo. I will be working with managers to set and deliver new business targets across the three main areas of Employee benefits, Payroll and HR. I will also be working with our IT people to finalise our linked employer/employee systems and their future development.
In addition I want to work with our team managers to review our sales A. The new title defines responsibility approach across the group and for overseeing advo’s growth look at existing structures and move through sales and development forward with marketing to review across all the areas of the group. our sales documentations and procedures. I am working closely with the whole of advo’s management An important part of my work team to ensure targets are this year will be the integration delivered effectively and staff have of payroll and HR clients into the the support they need to achieve existing Employee benefit portfolio, them, whilst maintaining our Payroll and Employee benefit clients excellent customer service. into HR and Employee benefit and HR into payroll, a colossal but Q. What are your responsibilities? essential piece of work. A. Firstly Team mangers will report directly to me so I can co-ordinate the overall advo strategy. I will be combining the new business approach to ensure continuity and consistency of communications
to deliver a seamless employer experience. Keeping in mind our culture of people and technology and removing what can be seen at times, a ‘silo’ approach. Q. What do you hope to achieve in your new role, what are your goals and how do you know if you have been successful? A. I hope to contribute substantially to advo growth over the next few years achieving the expected new business growth potential, and to steer the existing staff mind-set away from pure employee benefits to a new focus on employer/ employee services including benefits, Payroll and HR instilling a new passion into the proposition.
Q. Why has advo set up this new position?
Also to raise awareness and engage clients in multiple services across the existing portfolio, whilst continuing to deliver the high level of service and communication our clients have come to expect from advo.
A. The role has been created with the fundamental aim of joining advo’s core services together,
If you want to know more you can email Lucy on lpearce@advogroup. co.uk
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advogroup.co.uk | people moves
......
“
I hope to contribute substantially to advo growth over the next few years instilling a new passion into the proposition
�
lucy pearce, head of sales and development
advocate spring 2019 | advogroup.co.uk | 11
advogroup.co.uk | advo online
advo’s new client sickness and absence system, an extension to advo online, went live in January. With the addition of a full sickness and absence system the advo platform is now a complete HR system allowing the management of payroll, employee benefits and wider HR support within one linked system. Employees have access to their own branded portal where they can book holiday, view payslips, check and interact with benefits all from one log-in.
system allowing flexible benefit to even the smallest SME. The system can be extended to include full payroll and pension autoenrolment services, all linked together incorporating our ‘tell us once’ approach.
When technology is used for employee engagement it is integrated into a managed programme of seminars, bespoke literature This great new addition keeps the (brochures, booklets, leaflets, posters) advo online proposition current and and where appropriate, microsites. relevant and now allows managers to Our operations department oversees better manage sickness and absence design and manages schedules while their employees have better alongside account managers. control of their time away work. Account managers are trained to The new Sickness and Absence system conduct seminars and organise is offered without charge to existing benefit days. The cost of benefit days, clients using advo’s HR support service bespoke literature and seminars are with other clients having access by almost always included in standard extending their existing online support broking fees. services. All advo’s technology systems are Our online options are targeted for built and maintained in-house. SMEs and smaller corporates, those Online platforms are designed to employers who increasingly want make management of multiple staff access to technology and benefit benefits easy while liking into HR and delivery which were previously the payroll support. The ongoing design preserve of larger corporates. has constant input from advo’s management and administration Because our systems starts with better team with feedback from existing policy control and central data clients as to what works best for them. management it is a simple process to pull data across to create staff/flex advo is clear where its future lies, portals. the SME market, keeping pace with employee technology expectations Our cost is negligible allowing us to and bringing together essential deliver management platforms and services backed by skilled advice. basic staff portals with Total Reward Statements within existing broker fees If you want to know more about with wider complex portals and flex. advo’s online systems or extend your current online presence speak to your Online Plus, our successful alternative advo account manager or email to full Flexible-Benefits allows benefitlpearce@advogroup.co.uk choices, lifestyle benefits and TotalReward-Statements is a simplistic
advocate spring 2019 | advogroup.co.uk | 12
ab ma
advogroup.co.uk | advo online
“
our aim is to create true ‘tell us once’ technology larry bulmer, advo CEO
”
bsence akes.......... advocate spring 2019 | advogroup.co.uk | 13
advogroup.co.uk |staff benefits
more can be done to communicate staff be
Employees wish their employer would communicate more ab with one in ten not knowing what benefits they have. Employers are not doing enough to communicate workplace benefits to staff, according to new research from Canada Life. A third (34%) of employees – equivalent to 11.2 million people – wish their employer would communicate more about the workplace benefits available to them. One in five (20%) received information about the benefits available to them when they first joined but never again, while one in ten (9%) have no idea which benefits, if any, are available. The lack of communication represents a real problem for employers because when implemented properly, workplace benefits improve employee wellbeing and create a happier, healthier workplace environment.
Table 1: Lack of communication of workplace benefits to employees
approach towards their wellbeing. Three qu employees think that their wellbeing is impo employer, rising to 83% for employees aged
However, employers can do more to improv that they take employee wellbeing seriously employees feel more positive about their em an annual bonus, or would if they don’t alre a third (33%) said the same for private medic
In terms of protection products, across all ag employees would feel more positive about t if they offered them income protection (31% (26%) or critical illness cover (25%) over a gy (20%). Only 18-34-year-olds would feel more employer if they were offered a gym memb illness cover (23% vs.17%) and would still pref insurance (24%) or income protection (29%)
Overall, the proportion of employees who w positive about their employer if they were of products increases with age.
Commenting on the research, Paul Avis, Ma Canada Life said: “Workplace benefits shou for employers. Not only do they improve em they are useful tools to attract and retain to become increasingly important as the war f Worryingly, many employers who have mad step of putting an effective benefits packag reaping the rewards because they are failin their availability properly. Although this is a s there is a simple solution. *Responses do not add up to 100% as respondents could select more than one answer
Employers can improve their standing with employees by offering benefits Despite the distinct absence of clear communication, most employees believe that their employer adopts a positive
advocate spring 2019 | advogroup.co.uk |14
“Employers should re-evaluate their commu and learn what works for their employees. O suggests a renewed focus on email updates communication or an internal intranet system to start to fully articulate the availability of w and give regular updates. This will ensure tha understand which perks are available to the ultimately improve their perception of their e
advogroup.co.uk | staff benefits
better enefits
bout the workplace benefits available to them
uarters (75%) of ortant to their d 18-34.
Table 2: Workplace benefits that would make employees feel more positive about their employer
ve the perception y. Two fifths (40%) of mployer if they offer eady offer one, and cal insurance.
ge groups their employer %), life insurance ym membership e positive about their bership over critical fer to be offered life ).
would feel more ffered protection
arketing Director at uld be a top priority mployee wellbeing, op talent which will for talent intensifies. de the positive ge in place are not ng to communicate significant problem,
unication methods Our research s, face-to-face m is a good place workplace benefits at all staff members em and will employer.�
In an effort to communicate workplace benefits clearly to employees, or advertise perks already in place, employers should regularly re-evaluate their communication channels. Over half (56%) of employees would prefer to receive information on workplace benefits via email, followed by faceto-face interactions (29%) and an intranet hub (26%). Paul Avis added to his comments by stating that “Advisers also have a role to play in arming employers with the information and tools necessary to effectively promote benefits within the workplace, ideally working in close partnership with the insurance provider.� advo can advise on the right benefit mix for your organisation. If you would like to know more just drop our employee benefits manager, Jamie Tuffield an email on jtuffield@advogroup. co.uk.
advocate spring 2019 | advogroup.co.uk | 15
advogroup.co.uk |eyecare
Regular eye tests detect life-threate conditions improving employee we
Systematic, regular and thorough eye tests are fundamental to the health and wellbein not least because they provide effective screening for potentially life-threatening med So says VSP Vision Care UK, a vision benefits and services company with almost 90 million group members worldwide. VSP research shows that in carrying out eye screening of company employees, optometrists were first to spot symptoms of early onset diabetes some 34% of the time and up to seven years before other checks.
Jeremy Chadwick, Managing Director, EMEA at VSP Vision Care, said the research results underlined the vital importance of offering employer-led, regular eye screening and examinations for all employees.
results in 3 absentee employer health scr that recei around 35
“Diabetes is the leading cause of preventable sight loss in people of a working age in the UK, The right v yet the vast majority of workers are not eligible for wellness a help from the NHS for the costs of vision care. and Safet Other medical conditions that were identified employee included high blood pressure and high “It doesn’t often affect the vision and so can and eye h cholesterol readings. The research showed progress unnoticed and may only be discovered that their optometrists were first to spot signs of in a thorough eye screening. Diabetes can also Typical em high blood pressure 39% of the time and high increase the risk of glaucoma and other eye self-fundin cholesterol 62% of the time. conditions. costs and high return However, it is diabetes that is potentially the “That is why it is so important that employer-led programm biggest new threat for employees and employers eyecare programmes reach all employees. alike. There are currently over four million people Thorough, regular examinations support early A five yea living with Type 2 diabetes in the UK, while an diagnosis of diabetes and other conditions, Managem estimated 549,000 have the disease but have helping make earlier treatment possible and on investm not yet been diagnosed, according to the driving better outcomes for employees and time, ano International Diabetes Federation. employer alike. which targ factors, in By 2025, it is estimated that five million people in “The estimated cost to British businesses of hypertens Britain will have diabetes, adding to an NHS bill absenteeism due to diabetes runs to around £8.4 per emplo that currently runs to around £14 billion a year on billion pounds a year. So, early detection and costs and treating diabetes and its complications. This figure treatment can go some way to helping bring does not reflect the cost of absence, reduced down that huge cost,” he said. advo emp productivity and other costs such as healthcare best vision management for employers. According to the Vision Council, poor vision Jamie Tuffi
advocate spring 2019 | advogroup.co.uk | 16
ening ellbeing
ng of company employees, dical conditions.
32 times more lost productivity than eism, so it is the best interests of both rs and employees that regular eye reening takes place. Studies have shown iving glasses increases productivity by 5%.
vision cover can improve employee and productivity, while meeting Health ty Executive requirements in providing es with access to the latest screening health monitoring.
mployee vision plans can be quickly ng in terms of reducing health care d improving productivity due to the very n on investment on complete eyecare mes.
ar independent study by Human Capital ment Services identified a 145% return ment on all VSP vision plans. At the same other study showed that companies geted three major modifiable risk ncluding diabetes, high cholesterol and sion, achieved average savings of £420 oyee per year in terms of health care d productivity improvements.
ployee benefits can help you to see the n care for your organisation. Contact field on jtuffield@advogroup.co.uk
advogroup.co.uk | eye facts
your eyes: 15 facts you probably didn’t know You’ve had them all your life, so you may think you know them pretty well, but here are some fun facts about eyes. Visioncare provider, VSP, has put together some interesting and fun facts about eyes.
1.
The average blink lasts for about 1/10th of a second.
2.
While it takes some time for most parts of your body to warm up to their full potential, your eyes are on their “A game” 24/7.
3.
Eyes heal quickly. With proper care it only takes about 48 hours for the eye to repair a corneal scratch.
cells allow you to see colour.
9.
You blink about 12 times every minute.
10. Your eyes are about 1
inch across and weigh about 0.25 ounce.
11. Some people are born
with two differently coloured eyes. This condition is heterochromia.
12. Even if no one in the past
few generations of your family had blue or 4. Seeing is such a big part green eyes, these recessive of everyday life that it requires traits can still appear in later about half of the brain to get generations. involved. 13. Each of your eyes has a 5. Newborns don’t produce small blind spot in the back tears. They make crying of the retina where the optic sounds, but the tears don’t nerve attaches. You don’t start flowing until they are notice the hole in your vision about 4-13 weeks old. because your eyes work together to fill in each other’s 6. Around the world, about blind spot. 39 million people are blind and roughly 6 times that many 14. Out of all the muscles in have some kind of vision your body, the muscles that impairment. control your eyes are the most active. 7. Doctors have yet to find a way to transplant an 15. 80% of vision problems eyeball. The optic nerve that worldwide are avoidable or connects the eye to the brain even curable. is too sensitive to reconstruct successfully. You can find out more about VSP and how they support 8. The cells in your eye come employees on https://vsp-uk. in different shapes. Rodco.uk/ shaped cells allow you to see shapes, and cone-shaped
advocate spring 2019 | advogroup.co.uk |17
advogroup.co.uk |a must for all employers
a must for ALL employers advo HR in association with the employee benefit’s team takes a look at an essential staff benefit, an EAP. It’s cheap but can be of real benefit to both employer and employee. We believe it should be a must have for all employers, large and small. What is an EAP and how does it work? We all live busy, hectic and at times, stressful lives. Personal problems, big and small, can often interrupt our work. This can cause anything from a temporary distraction, to a prolonged period of absence. An employee assistance programme (EAP) can provide employees with useful advice and guidance for day-to-day enquiries. These include caring for dependants, financial support or legal services – generally anything which takes time out of the employee’s day. As well as, clinical counselling and support to help cope with more serious personal issues they may be facing. Disruption in your employees’ lives could lead to business disruption too. Not only does an EAP (as they are generally known) allow you to support staffs’ physical and mental health, but can be invaluable in heading off an employee tribunal where an employee feels they have to leave because support is not given. This is why an EAP is seen as one of the most important staff benefits for cost and benefit, protecting both employer and employee.
• Everyday work-life enquiries – support for individuals with any issues that take time out of their busy schedules – work or personal related • Help with dependant care • Legal information and support • Financial support and assistance, as well as debt management counselling for more serious financial problems • Career support, advice and coaching • Support and advice for managers, to help them deal with a challenging workplace situation • Support in the event of a workplace incident – some EAPs also offer a crisis support service to help deal with any major incident such as a natural disaster, corporate restructuring, or death of an employee. Typically there are two types of EAP, telephone only and telephone and face-to face, where a number of counselling sessions are offered, typically 5 or 6, but this can be more depending on the chosen provider.
You may already have a type of EAP in place already, as telephone only EAPs are usually It is believed that 22% of UK companies provide offered as part of a group risk employee this as a staff benefit (group risk Insurer, Ellipse benefit, such as an income protection policy. Benefits Benchmark). Don’t get confused by health information A typical EAP would provide the following: lines offered on medical insurance policies as they are not designed to manage a problem • Structured clinical counselling, either face through with an employee, just give general to face or via telephone/video, to help an information and advice. employee deal with any personal, work and family problem they may be facing
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advogroup.co.uk | a must for all employers
Benefits of an EAP For the employer having an EAP in place can help reduce absenteeism, enhance employee retention and Improve employee performance and motivation. There is also additional linemanagement support in managing difficult situations.
For companies under 100 employees you could expect to pay £12 – £15 for face-to-face. You can also expect to find a minimum price of a contract of £500 per annum regardless of the number of employees.
The benefit for your employees: When grief, depression and stress take hold, it can start to interfere with and affect an employee’s work. With access to an EAP, they can get fast and confidential access to a support network of clinically trained counsellors, who can provide a friendly, understanding voice and a first port of call for employees dealing with a personal crisis. They also provide a useful everyday advice service, anything from researching local childcare providers, to getting legal information about a neighbour dispute, or help to stop smoking.
If set up correctly an EAP is regarded as a business expense rather than a benefit-in-kind for staff.
What is the cost of an EAP?
To be worthwhile however, employers must make sure they remind their staff regularly about the benefits of their EAP, to ensure they get the best possible engagement and value. Once employees are aware of their EAP, how to use it and access the services, they are more likely to seek help when they need it – and quickly. There are a number of providers in the UK with differing costs and scope of cover. Let us know if you would like help in finding the right one.
If you would like to know how to find the right EAP for For groups of around 100-300 you can expect to pay your business you can contact Jamie Tuffield, advo’s £4 – £6 per employee for telephone only support and employee benefits manager on £8-£10 if face-to-face counselling is included. jtuffield@advogroup.co.uk
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advogroup.co.uk |it’s everyone’s business
advocate spring 2019 | advogroup.co.uk | 20
menta it’s ev
advogroup.co.uk |it’s everyone’s business
al health: veryone’s business Bupa Global held their annual conference at Somerset House, London. The event updated brokers on new approaches, successes and initiatives including a focus on customer service and investment on digital technology. The stand out part of the event was a panel discussion between three experts in mental health within business who urged a need for wider understanding and acceptance of mental health. In a follow up interview Patrick Watt outlined his personal view and Bupa Global’s approach to mental health. The panel included representatives from a leading global financial institution, the CMHA (City Mental Health Alliance) and a global consulting firm. Patrick Watt, Bupa Global’s Commercial Director chaired the wide ranging and fascinating discussion. The panel urged a need for wider understanding and acceptance of mental health with Dr Wolfgang Seidl (on left) summing up this problem with his introduction that “we use the term mental health to describe mental ill-health”. CMHA’s Nigel Jones’ (centre) comment that “unless support comes from the top down we are wasting time and money” was accepted by panellists and the audience in general.
leader has never been more rewarding, yet demanding. An ‘always on’ culture, innovation moving at breakneck speed, and a global workforce operating 24/7 means that senior leaders are now expected to take on more personal responsibility for their businesses than ever before.
And whilst this increased responsibility is rewarding, it also has an impact on their mental health. According to the City Mental Health Alliance, 44% of employers are seeing an increase in reported mental health challenges.
In the follow up interview Patrick Watt expanded on the conference, Bupa Global’s approach to mental ill-health and his own personal view. “In today’s dynamic business environment, the job of a senior
advocate spring 2019 | advogroup.co.uk | 21
advogroup.co.uk |it’s everyone’s business
“
m i b t o
mental health: it’s everyone’s busines Continued from page 21.......
In addition, 50% of long-term absence in non-manual workers is accounted for by stress, demonstrating the cost to businesses of failing to provide suitable support for employees suffering with mentalhealth conditions. Mental health is one of the biggest issues we face today, and it’s never been more important to address this. To highlight the extent of the issue and to mark World Mental Health Day, Bupa Global conducted a study with 1,556 global business leaders to uncover the challenges that come with seniority in the workplace and the related pressures such as responsibility and working internationally. The research found that 58% of respondents said that they felt it was harder for leaders to talk about mental health and a quarter of people feel less supported around the issue of mental health since becoming more senior. And the most common barriers among sufferers to addressing mental health at work is the fear that it would reflect negatively on their ability to cope as a leader, concern that it would be career limiting, and fear of being judged by others. These findings are worrying, but they won’t surprise anyone who’s worked
advocate spring 2019 | advogroup.co.uk | 22
in a high-performance role. And whi affect anyone at any level, business some cases can be especially vulne
The pressures that come with the job away from family, can be overwhelm
In addition, there’s a worrying associ inability to lead, which makes the to
Businesses everywhere need to open workplace pressure and mental hea mental health and leadership, and e services available to support senior p
There are certainly more open conve health in the workplace, and we’re b for the better.
But disclosure is not enough – emplo creating mentally healthy, open wor to staff at every level.
advogroup.co.uk |it’s everyone’s business
mental health is everyone’s business – so it’s up to us to collaborate on this issue
”
ss
ilst mental health challenges can leaders are not immune, and in erable.
b, such as frequent travel and being ming.
iation between mental health and opic taboo.
nly address the obvious link between alth, challenge perceptions around ensure that there are a range of people.
ersations happening about mental beginning to see a real cultural shift
oyers need to do even more by rkplace cultures and offering support
That’s why at Bupa Global, we offer ongoing support to our customers for the monitoring and maintenance of their employees’ diagnosed mental health conditions, and have recently removed restrictions on some of our key product lines. We work closely with organisations like the City Mental Health Alliance, a business-led collaboration whose focus is on supporting City workers, to ensure that we’re at the forefront of thought leadership and the latest developments in mental health research. And mental health is a core area of focus in terms of looking after our own people, as well as our customers and the communities we operate in. Mental health is everyone’s business – so it’s up to us to collaborate on this issue.” advo works closely with Bupa Global and can advise on whether they are a good ‘fit’ for organisations where employees are based outside the UK. You can find out more about Bupa Global on https://www.bupaglobal.com/en
advocate spring 2019 | advogroup.co.uk | 23
advogroup.co.uk |mental health training
Managers not equipped to manage mental health
New research shows nearly half of managers have never rece on managing mental health in the workplace The new survey of nearly 950 managers in the UK from the Chartered Management Institute (CMI) found that less than a third of managers (30%) have been trained in managing mental health in the workplace in the last year. More worryingly half of managers (49%) have never received any training on managing mental health problems and 20% had received training but more than a year ago. At the same time, over half (51%) of managers reported that they have had a member of staff disclose a mental health problem. Reported mental health problems include common problems such as stress, anxiety and depression as well as rarer problems such as bipolar, eating problems and post-traumatic stress disorder.
• 52% of older managers (over 50) have never received training, compared to 42% of younger managers(18-29); and
CMI recomme taboos, engag personal mana
• 52% of male managers have never received training, compared to 42% of female managers.
Ann Francke a an absolutely employees’ m Employers are provide trainin It’s time the sa mental health
The CMI is calling on all managers to get talking about mental health. This includes talking to employers about training so that managers feel equipped and empowered to have a conversation with their teams about mental health.
CMI’s CEO Ann Francke said it was time for all employers and managers to show leadership adding “Given the vital importance of maintaining mental health at work, the fact that half of managers have never been In context, this means that over three fifths trained in this area shows we have a very long (62%) of managers who have had a member way to go to make this a part of essential of their team disclose a mental health problem workplace practice. CMI research shows to them have either never received any that mental health at work is an issue that training, or received it over 12 months ago. cannot continue to be ignored, as over 50% of managers have had a mental health problem The survey also found: disclosed to them by colleagues.” • 51% of senior managers have never received training on managing mental health in the workplace, compared to 44% of junior managers;
“
CMI’s Quality of Working Life report found that improving health and wellbeing in the workplace may need dedicated action across the organisation to change the culture and reshape negative attitudes.
Good, skilled managers know that they need to switch off and allow their employees to do the same
advocate spring 2019 | advogroup.co.uk | 24
”
Ann Fra
eived training
ended that organisations tackle ge managers and understand agement styles.
added “Line managers play critical role in supporting mental health and wellbeing. e already required by law to ng on physical health and safety. ame requirements applied to h.”
ancke, CEO of the CMI
advogroup.co.uk | employment law updates
employment law: 2019 updates
advo hr looks ahead at employment law changes to watch out for in 2019. Here is a line-up of all the employment law due to come into force this year:
29 March 2019
Technical amendments to employment law to ensure smooth Brexit takes effect The Government introduces legislation to ensure that employment laws continue to operate effectively on the day the UK eventually leaves the EU. The legislation makes minor technical changes, including amending and removing inappropriate language and references.
The change is designed to make it easier for hourly paid staff to ensure that they are paid correctly and to address underpayments. The Employment Rights Act 1996 (Itemised Pay Statement) (Amendment) (No.2) Order 2018 extends the right to an itemised pay statement to workers, which will result in a corresponding right to receive information on the number of hours being paid for in their payslips, where pay varies by reference to time worked.
7 April 2019
1 April 2019
National minimum wage rises
Statutory maternity pay and other family-related statutory pay rates increase to £148.68 per week
6 April 2019
April 2019
Statutory sick pay rises to £94.25 per week
6 April 2019
Requirement for payslips to state hours worked where pay varies The Employment Rights Act 1996 (Itemised Pay Statement) (Amendment) Order 2018 provides that, where an employee’s pay varies by reference to time worked, employers must include the number of hours for which the employee is being paid on their itemised pay statement.
Minimum contributions for autoenrolment pension schemes will increase for both employers and employees. Employers minimum contribution is 3% Staff minimum contribution increases to 5%. If you would like to know more or discuss your organisation’s HR support then email Carly Gregory on cgregory@ advogroup.co.uk
advocate spring 2019| advogroup.co.uk | 25
advogroup.co.uk | transgender and gender identification
spotlight:
The debate ar headlines. In a the issues and
transgender and gender identification
Individuals question suffering from gend they experience dis to a mismatch betw and their gender id No longer taboo, in the path to gender easily than in the pa process is easy, but
The insurance indus consider its role in th conditions, inevitab experience of calls individuals.
The demand for tra services is expected James Palmer, the m specialised services “nearly two million B their gender in the c the future he expec population would m transgender health in their lives.
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“
Insurers continue to drive forward mental health services, therefore declining to cover gender dysphoria doesn’t align with their stated principles
lucy pearce, advo’s head of sales and developement
advocate spring 2019 | advogroup.co.uk | 26
”
The questions the in from an underwritin are myriad: for exam can officially self-de (or “neither” or “som confirmation or diag professional, what im that have from an u view? Or if an indivi then reidentifies or r gender mid-claim? during the applicati there be a differenc who self-defines as a gender without surg intervention? Oestro hormone treatment should insurers pay f ahead of any transi
advogroup.co.uk | transgender and gender identification
round transgender and gender identity is rarely far from the mainstream a wide ranging and fascinating essay freelance journalist Stephanie Spicer puts d implications for the health insurance industry under the spotlight.
ning their gender, der dysphoria, where scomfort or distress due ween their biological sex dentity, is headline news. ndividuals can follow reassignment far more ast. That is not to say the it is possible.
stry is having to he treatment of gender bly given the NHS’s for its services to treat
ansgender health d to accelerate. Dr medical director for s at NHS England, said Britons could question coming years; in cted up to 3% of the make contact with services at some point
ervices have increased ast five years, Dr Palmer cialist service has seen sult, there is absolutely city in the system.”
r already there have elopments to include er dysphoria.
ndustry has to ask itself, ng perspective alone, mple, if an individual efine as he’ or ‘she’ mething else”) without gnosis by a medical mplications might underwriting point of idual identifies and reverts to their original Or if that happens ion process? Would ce between someone a different (or non) gical or hormonal ogen and testosterone ts can cause sterility – for egg/sperm freezing ition
(surgical or otherwise)? Or the transition itself (be it surgical/hormonal/self-defined)? We put these questions to some insurers in both the group and individual markets. Peter Hamilton, head of market management, at Zurich said that an individual self-identifying would have little consequence He says: “As long as the client answers the health questions accurately and honestly the underwriting will be the same for all clients irrespective of how they have defined themselves or whether it has been confirmed by a medical practitioner. “If an individual identifies and then reidentifies or reverts to their original gender mid-claim, again this would have no bearing on the claim. If the claim was for example income protection the claim would be based on the ability for the client to be unable to perform their own job due to medical reasons. “Similarly, if it happened during the application process, it would have no impact, we do not need to know, it has no influence over the outcome of the underwriting process or final decision.” Also, Hamilton says there would be no differentiation if someone self-defined as a different gender without surgical or hormonal intervention and the case would be underwritten the same as every other client. Something that would need some developing would be whether insurers would or should pay for egg/sperm freezing ahead of any transition (surgical or otherwise). “This could be considered as a future product development idea by offering a value-added feature benefit that a customer could purchase in addition to their main cover,” Hamilton said. “This would be available to all biological females irrespective of whether they are going through a gender change or not.” From a group risk point of view Hamilton said there is no impact on the operation of its policies.
“Where gender data is used, as one of many risk factors for the purposes of scheme pricing, we simply use the data provided by the employer. We would expect this to reflect the gender an employee identifies with, where a disclosure is made,” he said. Hamilton makes the point that an underwriter is only interested in medical disclosures that could affect the risk of mortality or morbidity. “For example, the potential risk of immediate surgery would often be postponement of cover until the operation is complete due to risk of infection and/or complications arising from surgery. This approach would be consistent irrespective of what type of surgery is due. There are understandably potential stress or anxiety issues but these would be assessed on a long-term risk basis rather than the cause of the risk. And one can’t really argue with the approach that for example, a client born female who is identified as male but still has female organs would be underwritten for the risk of a female. A history of abnormal smears for example, would be taken into consideration due to the increased risk of cervical cancer. Notwithstanding the seriousness with which gender issues are now being considered there are unfortunately practical and financial hurdles to negotiate. Universal and blanket coverage of gender associated conditions is probably a way off yet. Lucy Pearce, head of sales and development at advo commented: “There is a case for coverage of gender dysphoria particularly as mental health awareness increases and wait times within the NHS for support remains long. Insurers are likely to consider building in cover for larger corporate schemes on a case by case basis, however standard SME plans are unlikely to change in the short to medium term, which I feel is unfortunate.”
advocate spring 2019 | advogroup.co.uk | 27
advogroup.co.uk | transgender & gender identification
spotlight:
transgender and gender identification Continued from page 27.... advo’s Lucy Pearce points out that Bupa already provides mental health support for psychological treatment of gender dysphoria as part of its expanded mental health proposition and she anticipates this is an area the rest of the market will be considering. Lucy adds: “Due to complications of the condition, gender dysphoria could be seen to fall outside of the traditional acute or chronic definitions applied by insurers, and therefore is challenging for insurers to consider cover from their purely medical standpoint. From a financial perspective offering cover is relatively low risk based on volume of insured population seeking high cost surgical treatment for gender reassignment.” “The difficulty is insurers continue to drive forward mental health services, therefore declining to cover gender dysphoria doesn’t align with their stated principles,” she says. Pearce admits that currently client requests are overall low in volume, however she adds: “Gender equality remains an important consideration for all clients and insurers who can provide support and coverage will further differentiate themselves from their peers.” Paul McAleavey, an employment law specialist from Girlings confirmed there is no formal requirement to offer any specific healthcare benefits through corporate healthcare schemes. Most plans only cover elective short-term treatment, but he said the issues of transsexual rights and gender reassignment will become increasingly important. “When employers are deciding what healthcare benefits to include or exclude they must ensure the access to and level of benefits could not be construed as causing any form of victimisation, harassment or direct or indirect discrimination. “Indirect discrimination might affect vulnerable people with protected characteristics defined by the Equality Act 2010. This protected group includes individuals before, during and after gender reassignment.” There are core treatments offered by the NHS and non-core treatments (such as speech therapy, hair removal), the cost of female to male and male to female can vary from £100,000 to £70,000 respectively; would it be discriminating to put a cap on benefits? And what if the employee leaves the employ of the employer paying for the treatment – does payment continue? The common view is that to provide for a happy, healthy employee, at last comfortable in their own gender, the costs are worth it; but insurers and employers that are looking to find the best products or policies to make that provision a reality have a lot to consider and consult on. You can read Stephanie’s article in full at HI Daily on https://www.healthinsurancedaily.com/health-insurance/productarea/pmi/article487172.ece?page=1
advocate spring 2019 | advogroup.co.uk | 28
find
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advogroup.co.uk |finding the ‘best fit’
ding the‘best fit’
t to look to their 2019 strategy and identify open positions and potential R takes a closer look at best practice to help find the ‘best fit’ candidates.
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performance at interview.
Interview
Assessment Centres
• Obtain information through open questions including the applicant’s work experience, qualifications, skills, abilities, knowledge, ambitions and strengths and weaknesses.
Afterwards it allows you to compare all the applicants with the results from their application, selection tests, interview and experience to help you decide on the successful candidate/s.
• Do not allow gut feeling alone to determine the selection decision, because gut feelings are inevitably influenced by personal attitudes, and may possibly result in unlawful discrimination.
They can also be useful where you are looking for a number or new people to join the team and intend to employ more than one person.
• Give candidates the same amount of time in the interview for them to have a fair evaluation of skills.
Use of selection testing
Keep notes to remind yourself of the important observations necessary to help you with the selection decision.
Have you considered doing an assessment centre? They are great ways of seeing a number of potential candidates in a concentrated period of time. They also allow • Do not base age or any other protected you to carry out a number of selection tests characteristic as part of the selection to measure candidates capability for the criteria during the selection process. role individually, and also to assess how they work in a team environment too, including an • Make adjustments for candidates who interview. have disabilities.
Selection tests are a good source of additional information to enable you to make an informed decision on an individual. Giving candidates tasks that are associated with the job is a good way of assessing their potential capability for the role and quality of work. It varies the recruitment process by giving them a practical activity to do rather than just basing the selection process on their
Keeping records - GDPR
Notes will may assist with defence against a tribunal claim bought against the Company by an unsuccessful job applicant. Notes for any unsuccessful candidates should only be kept for as limited time as necessary.
advocate spring 2019 | advogroup.co.uk | 29
advogroup.co.uk |2019 medical innovations
Medical innovations set to make waves in 2019
Chief Medical Officer at Bupa, Paul Zollinger-Read, looks at what medical advances we could expect to see in 2019
advocate spring 2019 | advogroup.co.uk | 30
advogroup.co.uk | 2019 medical innovations
Many predictions have already been made fractures and sprains that adapt to the person’s about what the top medical advances for 2019 body, shortening the recovery time and will be. Here are my thoughts on the predictions allowing early rehabilitation. for the year ahead..
1.
Expansion of AI into mainstream healthcare I’ve discussed AI many times and hardly a week goes by without the mention of a new AI health application. AI applications have significantly increased in popularity over the year, and I see this trend continuing into 2019 and beyond. However, AI should be seen as a tool to help make a clinician’s life easier rather than considering such tech as clinician replacement. At Bupa, we are embracing AI opportunities. Only weeks ago, Sanitas introduced its new Virtual Psychological Assistant based on an artificial intelligence system, which aims to allow easier access to anyone who needs psychological help. And in the UK, Bupa has partnered with Babylon to provide a range of AI-powered health services for its corporate customers, which will also be made available for SME customers from January.
4.
Advances in robotic surgery No list would be complete without the mention of robots. Robotic surgery can help surgeons by enabling extreme precision and help to move from traditional “open” surgery to minimally invasive surgery. Potential benefits include shortened recovery time and limited pain after surgery and hopefully improved surgical outcomes. At Bupa Cromwell Hospital, we provide hip and knee replacements using this ground-breaking robotic technology. I believe we could see further progress in this area with robots more likely to assist surgeons than replace them.
5.
Medical education through virtual reality We’ve started to see the use of HoloLens technology, which is an augmented reality device that gives an amazing 3D view and provides the ability to visualise the human form 2. Immunotherapy coming of age as never before. Cleveland Clinic uses this Cancer immunotherapy, or biologic therapy, device to teach medical students anatomy. is where the body’s own defence mechanisms It is also used to support nurses in rural areas. are used to attack the cancer. Cancers They will visit a patient, then using the headset manage to “cloak” themselves and generally call up a dashboard and input various vital are invisible to the immune system. Usual signs. These signs are observed by a remote treatments, such as chemotherapy kill cancer doctor who can then communicate through cells but also kill normal cells. These newer the virtual world with the nurse or patient treatments make the cancer visible and enable directly. I’ve also seen this tech used in the immune system to see it and attack it. operating theatres to overlay MRI and CT scan results in 3D on a patient due to be operated on so that the internal anatomy can be 3. 3D printing makes its presence felt visualised in 3D. 3D printing is constantly advancing. It allows medical devices to be matched to the exact specifications of a patient, making the devices 6. An increase in genetic testing more compatible with an individual’s natural Genetic testing has many potential clinical anatomy.Devices such as external prosthetics, applications, including being able to assess orthopaedic implants, and airway stents for whether a patient is likely to benefit from a diseases of the large airways have already particular treatment or drug. But we are starting been shown to be accepted by the body and to see a greater interest in genetic tests not just generally demonstrate increased comfort and in clinical care but also amongst customers. In better outcomes. early 2018, it was estimated that over 12 million people had had their DNA analysed by a Earlier this year, Bupa’s University Hospital direct-to-consumer genetic test. A few months Sanitas La Moraleja and Exovite in Spain, later, that number is estimated to have grown introduced 3D-printed splints for patients with to around 20 million.
advocate spring 2019 | advogroup.co.uk | 31
advogroup.co.uk |2019 medical innovations
advo payline:salaries simplified
employers must offer a workplace pension and automatically enroll eligible workers
“
our solution simplifies the whole process andy henderson, advo payroll manager
advocate spring 2019 | advogroup.co.uk | 32
�
advogroup.co.uk medical innovations
Medical innovations set to make waves in 2019 Continued from page 31......
7.
Cancer liquid biopsies A liquid biopsy is a simple and noninvasive alternative to surgical biopsies. Traces of a cancer’s DNA in the blood can help to diagnose its presence and can help doctors to discover a range of information about a patient’s cancer through a simple blood sample. It can also give clues about which treatments are most likely to work for that patient. This is a very exciting area and one we are watching closely. It could mean that cancer patients undergoing chemotherapy can avoid intrusive biopsies to assess how treatment is working and could instead be tested through the prick of a finger at home or in hospital.
8.
Skin cancer diagnostics This is another area of great interest. AI-based assessment of photos of potentially cancerous moles or skin lesions and new blood tests could help save thousands of lives. In the case of melanoma (the deadliest form of skin cancer), early detection and intervention is associated with a survival rate of 95 percent. But if you miss that early window, your chances will plummet to below 50 percent. As the tech develops, time-to-diagnosis will decrease (potentially to just a few seconds) giving people with skin cancer a better outlook.
9.
A minimally-invasive way of treating heart valve disease This is quite amazing stuff. For some time, surgeons have been replacing the heart’s aortic valve by inserting a catheter into an artery in the groin or arm and into the artery until it is in the heart. From there the valve is replaced.
This approach is much less traumatic than open heart surgery and has good outcomes and much quicker recovery times, however it previously could only be done for the aortic valve. It’s now possible to replace two of the other heart’s valves, the mitral and tricuspid, in a similar way. These are the valves between the top chambers of the heart, the atria and the lower chambers, the ventricles. I just find this mind boggling; how such complex surgery can be done through a narrow catheter tube.
10.
RNA-based therapies RNA (Ribonucleic acid) has a vital role in the body in copying DNA. The RNA makes the copy and then reassembles the RNA copy back into a new DNA copy. The potential of using RNA as a therapy is that it provides an opportunity to intercept a patient’s genetic abnormality before it is translated into DNA and actually becomes a disease. This is being tested in a variety of rare genetic diseases such as Huntington’s disease as well as cancer. So that’s the “hot list” for 2019. Watch this space as I’m sure many new and exciting developments are on the horizon.” About Paul Zollinger-Read: Paul became Chief Medical Officer of Bupa in July 2012. He has led a distinguished medical career within the UK’s National Health Service, both as a GP and as CEO of a number of Primary Care Trusts. He has previously been the Medical and Primary Care Advisor at the King’s Fund. Paul leads the Bupapowered CMO Network.
advocate spring 2019 | advogroup.co.uk | 33
advogroup.co.uk | thanks for reading
find every copy of advocate magazine online at issuu.com/advogroup 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.
issue #27 autumn 2018 In the autumn 2018 issue advo hr’s has looks at team building and reward incentives and gives tips on success and the best approach. We also look closer at the issue of staff working when ill and a launch of a new mental health guide designed for managers. We also include an interview with Bupa’s CEO, Evelyn Bourke on her work championing women in business. In health news we focus on the winter flu season and its effects. In addition we highlight the confusion that exists over woman’s health advice.
issue #26 summer 2018 In the summer issue we highlight the relaunch of our hr support service which now includes an online absence management platform ahead of the Summer CIPD Software exhibition where we showcased our joined up payroll, employee benefits and hr proposition. Best Doctors’ European Director outlines how they add value to group risk policies and advo’s commercial director talks about his own experiences. We have an exclusive interview with Bupa Global’s UK sales director who outlines the challenges of an international insurer and how they can support HR with overseas placements. In addition we look at workplace stress and the NHS in its 70th year and how it compares to other healthcare systems around the world.
don’t miss a copy, subscribe to our issuu channel... its 100% free! advocate spring 2019 | advogroup.co.uk | 34
advogroup.co.uk | the advo group
advogroup empowering people solutions
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advocate spring 2019 | advogroup.co.uk | 35
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