advocate the magazine from the UK’s leading business advisory
advo news: global cyber-security accreditation page 6. 2020 hr leglislation update page 12. cover feature
managing remote teams page 18.
building mental and emotional resilience in the time of COVID-19 page 16.
Issue #33 spring 2020
Employee Benefits
HR & Training
Payroll
Private Clients
advogroup.co.uk | who we are
who we are & what we do... advocate magazine is produced by advo and published quarterly. advo is an award winning business advisory with a focus on people and technology. Our aim is to deliver essential services with added value, a philosophy to be different and invaluable. Our business technology platforms are standalone or linked, delivering corporate style benefit management and communication to SMEs and smaller 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:
diana rufai-shittu account support team
• • • • • •
UK and overseas employee benefits employee benefit and payroll technology platforms staff wellbeing and wellness programmes HR consultancy and support payroll & auto-enrolment solutions private client protection insurance
t: 01622 769210 e: info@advogroup.co.uk w: advogroup.co.uk
advo supports
advocate spring 2020 | advogroup.co.uk |02
advogroup.co.uk | what’s inside issue #33
what’s inside issue #33 Welcome to the spring edition of our advocate magazine where we keep you up to date with latest advo news and features along with news comment that has caught our eye. This edition is heavily focussed on home working given that for many organisations this is a new experience with the whole workforce moving to their virtual office. We enclose a feature from International Insurer Aetna’s European Director, Damien Lenihan who gives guidance on mental and essential resilience. In the same theme we feature an article from Investors in People who give practical advice in managing a team, remotely. Other features include Canada Life’s Paul Avis who looks at the right protection policies for our ageing workforce. We also include comment from AMII on the working together of the private and public health systems and in health news yet another reason to
stop smoking. In employee benefit news we focus on eyecare, an often forgotten, but nonetheless important, staff benefit. advo news starts with an open letter from our CEO, Larry Bulmer, who reassures our business partners and clients that we are very much still ‘business as usual’. The big advo news was our attainment of the ISO Cyber-security accreditation which now gives us parity with global firms. In HR news we give an update on April’s employment legislation. Wider advo news includes award recognition for Corporate Adviser, an update on cyber security and a financial update from Andrew Henderson who heads up advo’s payroll team. In addition, we give more detail on advo’s option for private COVID-19 testing. Remember that all past editions of our 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
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
it director
commercial director
head of sales & development
advocate spring 2020 | advogroup.co.uk | 03
advogroup.co.uk | contents
contents
ISSUE #33 | spring 2020
advo news Page 06
| advo news roundup
Page 10
| private COVID-19 testing options
Human Resources news Page 12
| advo hr outlines April’s new employee legislation
Page 16
|
building mental and emotional resilience in the time of COVID-19
Page 18
|
managing remote teams
advo news page 6.
Employee Benefits news Page 26
| losing sight of eyecare protection
payroll & pension news Page 15
|
financial measures for UK businesses
Interviews and comment Page 22
|
private public hospital partnership
Page 24
|
the right protection to support older workers
Health & other news Page 14
|
email and cyber security tips
Page 28
|
never too late to quit
managing remote teams page 18.
advocate spring 2020 | advogroup.co.uk | 04
advogroup.co.uk | contents
2020 employee legislation update
page 12.
building mental and emotional resilience Page 16.
the right protection to support older workers page 24.
never too late to quit? page 28.
advocate spring 2020 | advogroup.co.uk | 05
advogroup.co.uk | advo news
‘open for business’ an update to clients and business partners from advo’s CEO. As the pandemic and wider restrictions start to bite, we thought it would be useful to update you on advo, and the arrangements we have in place to support organisations and their employees. advo remains open for business, albeit with some adjustments to staff working practices.
If you need to contact us, in the first instance em your dedicated advo point of contact as this rem unchanged. If you are an advo Client you shoul please provide us with any updated contact de have changed.
The advo office phone lines are now on voicema calls are retrieved regularly and messages forwa advo has robust Business Continuity plans which have been relevant person who will respond as normal. Any enacted to ensure we can continue to support our clients in offices will be scanned and emailed to the relev the coming weeks, perhaps months ahead. person. We closely follow Government guidelines and so our offices in Maidstone, Oxford and Newhaven are now closed to all but those few essential employees who ensure our service remains uninterrupted, with staff working from home. Our teams, infrastructure, compliance and staff support structures remain unchanged.
You can help us by using your advo online acce possible to manage your staff benefits, HR & Pay applicable. If you are not currently using our onli contact your advo dedicated contact who can access.
For advo Payroll clients there will be one further c our service. We will no longer be able to post pa Changes previously initiated included the suspension of all so all will move online via your employee’s porta face-to-face meetings. During this period, we would look to emailed to you. If you have any questions then p facilitate meetings via conference call and/or screen-share in touch with the advo payroll team. where at all possible.
up to standard
advo awarded the global
advo has received ISO 27001, the globally recognised accreditation for cyber-secur The ISO 27001 certification is only awarde those organisations that can demonstrate information security and cyber security pr
The International accreditation for the implementation and management of Information Security Management System deemed to be essential as advo’s propos increasingly dependent on technology a management.
The accreditation will allow advo to comp a level playing-field with global advisory fi technology providers.
kevin crew, it director & gill mateo, operations director
advocate spring 2020 | advogroup.co.uk | 06
advo’s Commercial Director, Colin Boxall commented “We are absolutely delighte the hard work, at every level of the organ has paid off. This recognition of advo’s competence and reliability when it come Cyber security and management of data important piece of the jigsaw in advo’s
advogroup.co.uk |advo news
mail We would also ask for your patience if your enquiry mains takes a little longer to resolve as there may be ld also issues outside of our control. etails, if these In these troubling times it is important to remember, employee benefits continue to be a key way of ail. These ensuring staff continue to feel supported. Medical arded to the insurance may provide additional assistance y post to the should public health services become stretched, vant advo travel insurance protection for cancelled trips and Employee Assistance Programmes vital emotional support through isolation and ess wherever anxiety. Please speak to your dedicated yroll where advo contact for how to make the most ine systems out of your benefit plans. n arrange I would like to thank you for your continued support and understanding change to during this challenging time. I would ayslips and also like to take this opportunity to al or be personally thank all our staff at advo please get who have adapted to the new situation admirably taking all the changes in their stride.
larry bulmer, advo’s ceo
lly recognised ISO 27001 accreditation for cyber security
y rity. ed to e robust rotocols.
ms was sition is and data
pete on firms and
l ed that nisation,
es to a is an
continued growth. We are confident advo now runs a ‘tight cyber-ship’ and can weather cyber-storms.”
Gill Mateo commented “As an Investors-in-People Gold employer we have independent validation that we care for, and support our staff. ISO 27001 demonstrates the same for our in-house technology and data control protocols, giving us a security ‘Kitemark’.
Boxall gives some background to why ISO 27001 was necessary “advo operates in an everchanging business landscape. Client technology expectations, global advisory firms expanding into Its integration made advo, as a whole, better SME markets and far-reaching new legalisation organised, better prepared to deliver better mean that without the ability to adapt, advo service to clients.” would, like many competitors, ceased trading. Kevin Crew added “We see change as advo’s proposition is increasingly dependent on opportunity, GDPR was a boon creating a ‘do it technology and data-management and so this now’ mentality driving a top-to-bottom security accreditation is essential to compete on a level reorganisation leading to better interaction with playing-field with larger advisory firms. clients and confidence to attempt ISO 27001 accreditation. From inception to completion, ISO 27001, and its many parts, was implemented within five months, We are now better prepared and able to an incredible achievement.” cope effectively for all business disruptions and emergencies, which gave us confidence and a The ISO 27001 Certification process and its creation firm footing when reorganising to maintain our was jointly led by advo’s Operations Director, Gill services during the COVID-19 disruption.”n Mateo and IT Director, Kevin Crew.
advocate spring 2020 | advogroup.co.uk | 07
advogroup.co.uk | advo news: corporate adviser awards
advo are Corporate Adviser Awards finalists advo are finalists in the 2020 Corporate Adviser Awards for the overall award of ‘Adviser Firm of the Year’ The Corporate Adviser Awards aim to ‘celebrate the best in workplace financial services’ and recognise those advisers and providers that have ‘brought real innovation’. The awards are viewed as one of the most prestigious within the corporate advice industry.
director, commented “To be recognised alongside global advisory firms is a fantastic testament to the advo approach.
advo have had success at the awards in the past, last year being a finalist in the same category in addition to being ‘highly commended’ at the for their approach to advising their clients on healthcare protection policies.
“Although we focus on the smaller end of the corporate market these clients still demand the same standard of benefit delivery The Award winners were The adviser categories are and service as their PLC due to be announced at a judged by a panel of experts counterparts. prestigious Black-tie event drawn from all corners of the held at the London Marriott protection, investment and We have great people here Hotel Grosvenor Square wellbeing industries. at advo who are motivated hotel in July. However, given to do, and be the best. the current situation this has On hearing about the award Fingers crossed that they now been rearranged for success, Colin Boxall, advo’s get the recognition 26th November 2020. commercial they deserve.” Fingers crossed!
advocate spring 2020 | advogroup.co.uk | 08
advogroup.co.uk | advo news: most decorated’
the most highly decorated? Since advo was established in 1997 its approach has consistently been recognised as an industry leader by its peers, picking up numerous awards both in the UK and internationally. We believe advo is the ‘most decorated’ of any UK advisory with numerous awards over the years for the quality of our people, the application of our inhouse technology and the whole advo approach of putting our clients at the centre of everything we do. We take a look back to last year to highlight some of the accolades received.
• BEST ADVISER SALES & RETENTION TEAM • BEST ADVISER FOR INDIVIDUAL PROTECTION • FINALIST – BEST GROUP RISK ADVISER • FINALIST - BUSINESS INNOVATION AWARD • FINALIST - BUSINESS INNOVATION AWARD • MOST INSPIRATIONAL PERSON – LUCY PEARCE
• UK - EMPLOYEE BENEFITS INTERMEDIARY OF THE YEAR. Receiving the highest number of nominations in this category • MOST INNOVATIVE BUSINESS ADVISORY FIRM OF THE YEAR-2019
• CORPORATE HEALTH INSURANCE PROVIDER OF THE YEAR - UK
• CORPORATE HEALTH INSURANCE PROVIDER OF THE YEAR - UK
• TOP 10 - EMPLOYEE BENEFITS CONSULTING / SERVICE COMPANIES IN THE UK AND EUROPE
• BEST EMPLOYEE BENEFITS INTERMEDIARY • CORPORATE HEALTH INSURANCE PROVIDER OF THE YEAR - UK • HIGHLY COMMENDED: BEST EMPLOYEE BENEFITS INTERMEDIARY • FINALIST: BEST HEALTHCARE ADVISER
• FINALIST: SUE SMITH FOR PROTECTION ADVICE
The most pleasing was the Investors-inPeople GOLD accreditation, re-awarded last November, as this is an independent validation that the way we look after and train our staff is worthy of recognition.
• FINALIST: BEST USE OF TECHNOLOGY
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advogroup.co.uk |advo news: private screening
private screening f covid-19 available
Following a large number of requests from clients asking for private sc has been in discussion with a number of suppliers of testing kits in the Being oversimplistic there are two types of COVID-19 tests, one to see if you have it, another to see if you had it. The antigen or “have I got coronavirus now?” test will tell you if someone is currently infected and risks spreading it to others. That’s the one that is being used to check very ill patients in hospitals and is rolled out to NHS staff too.
• The Tests are available whenever required by employees within a short duration; • Accessibility against National Health Service/ Public Health England testing programmes; • Gives some certainty and reassurance for employees showing symptoms of Covid-19.
Cons to consider; The antibody or “have I recently had coronavirus” test is not available to the public yet but Public • Uncertainty over the number of testing kits that Health England is ordering it in the millions and will would be required (considering multiple testing distribute it as soon as they are confident about its may be needed); accuracy. That would help tell us how many people got coronavirus with no or only mild symptoms. • Risk that tests run out and are difficult to re-order; The COVID-19 Test that advo can supply now is the antigen, or “have I got coronavirus now?” test. Details of this are outlined below. advo are also working with other healthcare organisations to be able to make available the second type of test, which is quicker and cheaper, to clients that want to provide testing peace of mind for their employees. More information on this when it becomes available. For the antigen, “have I got coronavirus now?” test advo are working with an organisation called My Occ Health who are able to offer access to a specific Covid-19 test. Their testing kit is stated to have an efficacy of 99.9% accuracy, and also screens for SARS and other respiratory influenza conditions. Tests are completed by staff at home, via a saliva swab, and sent back directly to the provider. Samples are tested within approximately 3-working days of receipt and if positive confirmed back to the employee within 1 hour of result by phone and email. Guidance on next steps is also given if positive. Considerations before ordering testing kits would include whether:
• How to ration the tests to ensure fair availability to all employees; • Public Health England may change their stance of providing wider testing regimes reducing or mitigating the need for private testing; • Concerns over bulk purchase of tests, potentially removing from the public health system at a time of need. Conversations with providers and companies have highlighted consideration being given to the following for staff options: • Provision of one test for all employees (to be provided only where an employee is symptomatic and informed to self-isolate through NHS 111 for example); • Purchase of tests to provide to employees over a certain age e.g. 50;
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advocate spring 2020 | advogroup.co.uk | 10
advogroup.co.uk |advo news: private screening
for e
creening for Covid-19, advo UK.
companies to order the tests you will need to ntact your advo direct contact or email us on @advogroup.co.uk.
ou are ordering single tests then you can access price and order tests via the following link:
ps://www.myocchealth.co.uk/covid-19onavirus-testing/
u will need to use the code ADVOC19 when cing your order to access the discounted rate.
hould be noted that, as demand increases, provider has confirmed that it is likely that the vision of tests will become more challenging d waiting times for delivery and results likely to ease.
Occ Health can only release the tests when d for, and this can be via group invoice led directly by yourselves for the set number ests required. These may then be sent in bulk company offices to distribute to staff where emed necessary. Unfortunately, the provider unable to store the tests centrally themselves. dering individually, rather than a large order of will be based on current stock levels at time order and therefore may result in a lack of ailability as demand increases.
ase note that advo are unable to advise on the dity of the claims made on the accuracy of the s being reliant on the information supplied by clinic. Should the tests not function as stated d claimed, complaints would need to be raised ctly with the clinic. Our research does however cate positive Care Quality Commission results m inspections of their facility.
ou would like to know more then please in the instance make contact with your dedicated vo contact or email us on info@advogroup. uk.
advocate spring 2020 | advogroup.co.uk | 11
advogroup.co.uk |hr: new legislation
hr: new legislation f
Despite the COVID 19 situation a number of updates to employment legislation with statutory rate changes, while other legislation has been postponed. advo h that needs to be taken. There are a number of changes to employment legislation that have come into force. A separate notification email will be sent out from advo hr to our clients, with further details on any changes required for HR documentation but in the meantime advo hr have outlined the changes.
from 12 weeks to 52 weeks for those with irregula The reform is intended to improve the holiday pa seasonal workers, who tend to lose out over the w currently calculated.
• Introduction of Agency Workers (Amendment) 2019, abolishing ‘Swedish derogation’ for agenc This gave employers the ability to pay agency w than their own workers in certain circumstances. the derogation, agency workers could exchange right to be paid the same as directly recruited em for a contract guaranteeing pay between assign The legislation banning this type of contract is int prevent agency workers losing out on their equa By no later than 30 April 2020, temporary work ag • Parental bereavement leave rights take effect. Following provide agency workers whose existing contract the loss of a child under the age of 18 or a stillbirth after 24 a Swedish derogation provision with a written sta weeks of pregnancy and with 26 weeks’ continuous service, advising that, with effect from 6 April, those prov employees will now be entitled to two weeks paid leave at longer apply. the statutory rate and other employees will be entitled to unpaid leave. Employers should implement a written policy. • New law requiring recruitment businesses to pro agency workers with a Key Information Documen • Extension of the rights to a written statement for all workers effect. This should include information on the typ from their first day of employment (including employees). contract, the minimum expected rate of pay, ho Therefore, employers should consider whether their be paid and by whom. recruitment process allows for contracts to be issued before or on a new joiner’s first day of employment. • IR35 was due to come into force this April for sm medium size businesses, but as a result of Corona • Amendments to mandatory information required within has now been postponed until next year. a statement of main terms and conditions also came into force. Employers will need to review current template contracts and recruitment processes to ensure all required Statutory rate updates information is included within their contracts. Our popular and informative key facts brochure updated with the new rates and sent to all advo • Any part of a termination payment over the sum of £30,000 for reference, however the main rate changes a will be subject to employer NICs. Employers should ensure follows: their payroll team/service are aware of the change. National Minimum Wage • Increase in the holiday pay reference period used for The new National Minimum/Living Wage ncrease determining a week’s pay when calculating holiday pay 1st April 2020, as follows: This is a difficult and challenging time for business, however it is important that documents are amended and processes in line as failing to do so will mean you are not complying with employment legislation. This can be costly and risky for businesses as it may potentially open you up to claims from employees. Please also do speak to your payroll team/ service to ensure they are aware of the changes and will be complying with these where appropriate.
advocate spring 2020 | advogroup.co.uk | 12
advogroup.co.uk | hr: new legislation
for April 2020
are due to take place from 6th April 2020, along hr draws attention to these and explains action
ar hours. ay for way it is
• Workers aged 25 and over – £8.72 an hour (National Living Wage) • Workers aged 21-24 – £8.20 an hour • Workers aged 18-20 – £6.45 an hour • Young workers aged 16-17 – £4.55 an hour Regulations • Apprentice rate (workers under 19 or in first year of cy workers. apprenticeship) – £4.15 an hour. workers less Under Family rates e their The following statutory pay rates have also been proposed mployees for 2020, and are effective from 5th April: nments. • Statutory Maternity Pay – rises from £148.68 to £151.20 tended to per week al pay rights. • Statutory Paternity Pay – rises from £148.68 to £151.20 gencies must per week t contains • Statutory Adoption Pay – rises from £148.68 to £151.20 atement per week visions no • Shared Parental Pay – rises from £148.68 to £151.20 per week
ovide all nt takes pe of ow they will
Statutory Sick Pay This is effective from 6th April 2020. • Statutory Sick Pay – rises from £94.25 to £95.85 per week
mall and avirus, this
will be o hr clients are as
ed from
advo hr support includes a ‘facts at your fingertips’ guides. Please contact us on hrexperts@advogroup.co.uk if you would like a copy of this useful guide.
advocate spring 2020 | advogroup.co.uk | 13
advogroup.co.uk | cyber security
gone phish
With many working from time it’s essential that h are maintained whilst p advo’s Ops team gives
Without continued tight data p awareness that criminals as an company firewalls will target e
The GDPR’s security principle s must be secured against unau processing, accidental loss, de Therefore, having robust layers staff awareness, is vital to mak handled securely.
Even with robust security proto are vulnerable to attacks from the targeting of employees. Th many employees are working oversight and Managers may to advise and support.
In order to ease the effects of to support staff it is important t regularly keeping awareness o can be as simple as some com
• Don’t just click - read emails appear to be too good to b • Don’t enter personal details absolutely sure it is OK to do
• Do check that the signature matches the URL;
• Do always install security upd
• Do only use public wi-fi if it ha
• When connecting to the inte
• Do always use strong passwo regularly, and do not use the multiple networks.
Just remember, stop and think
advocate spring 2020 | advogroup.co.uk | 14
5
advogroup.co.uk |advo payroll update
hing
m home for the first high levels of security processing data online. s a quick reminder.
protocols and a general n easier way to get around employees.
states that personal data uthorised or unlawful estruction or damage. s of security in place, with king sure that this data is
ocols in place companies m cyber criminals because of his is a special concern now from home without direct not be immediately at hand
the threats and to continue that Managers communicate of cyber security current, this mmon sense do’s and don’ts:
carefully first if the contents be true they probably are! into websites – unless you are so;
e at the bottom of the email
dates on devices;
as a password to enter;
ernet do use encrypted VPN;
ords, which are updated e same password in
k before you click.
financial measures for UK businesses Support measures announced for UK businesses was a multibillion package to protect jobs with a government commitment to pay 80% of salaries for private sector employees, who are forced to take a leave during the coronavirus crisis, a three-month deferral of VAT payments until the end of June, and the self-employed eligible for SSP. advo payroll has been keeping clients up to date with what has to be done and when. advo payroll clients have been • Early Holidays – N.B. Workers who regularly updated on the financial have not taken all their statutory impact measures available from the annual leave entitlement due to UK government. You can keep up to COVID-19 will now legally be able date on the advo payroll COVID-19 to carry it over into the next two updates on the advo news pages, on leave years. the advo website, under the payroll • Reduced Time Working – Employees and pension section. will not be classed as furloughed if they just drop from full time to part In summary the areas of support to UK time working. They will not be business include: eligible for the CJRS scheme (Coronavirus Job Retention Scheme) • Coronavirus Job Retention Scheme unless they are fully furloughed. for furloughed employees (CJRS); Further, employees will have to be • Self-employed Income Support furloughed for at least 3 weeks to Scheme (SEISS); qualify for CJRS • Deferring VAT and Income Tax • Sick pay (SSP) can be reclaimed payments; by businesses with fewer than 250 • Statutory Sick Pay relief package employees for employee absences for SMEs; of up to 14 days. Keep detailed • 12-month business rates holiday records of reasons for all staff for all retail, hospitality and leisure absences. The Government will businesses in England work with employers over the • Small business grant of £10,000 for coming months to set up the all business in receipt of small repayment mechanism for business rate relief (SBRR) or rural employers as soon as possible. rate relief (RRR), or More information on this when it • Grant of either £10,000 for retail, is announced. hospitality and leisure businesses • Redundancies – as a last resort with property with a rateable value this may be necessary, but you still of up to £15,000 or £25,000 for need to consult an appropriate HR those with a rateable value specialist to ensure that you comply between £15,000 and £51,000; with legislation. Remember advo hr • The Coronavirus Business Interruption is here to help too. Loan Scheme offering loans of up to £5 million for SMEs through the British You can view the latest Government Business Bank; advice to businesses on https://www. • HMRC Time To Pay Scheme for PAYE businesssupport.gov.uk/coronavirusand Corporation tax. business-support/ Actions for companies to consider would include:
advocate spring 2020 | advogroup.co.uk | 15
advogroup.co.uk |building resilience
building mental and emotional resilience in the time of COVID-19
Damian Lenihan, Aetna International, discusses some practical ways t the uncertainty of our present situation and come out of it even stronge Life certainly has a way of throwing us curveballs, and the COVID-19 outbreak is a case in point. I imagine few of us anticipated that we’d live through a global pandemic of this nature and yet here we are, learning to take each day’s news as it comes and acquainting ourselves with a rapidly changing new kind of normal.
network can be detrimenta health and well-being in tim nature, human beings are s sense of belonging, accept is central to our subjective w So, social support is a huge our internal coping capacit context, consider that resea It’s a time that we need to navigate carefully hills look less steep when we if we want to emerge in one piece, and if you to a friend, as opposed to s already consider yourself mentally tough then Reaching out to people bu you’re in a great position. Mental toughness resilience, so connect with o – combining hardiness, optimism, confidence you can. Make time to hav and a predisposition towards challenge and friends and family, set up vir risk – means you’ll have stoically accepted the using Skype, Zoom or FaceT current situation and be focusing already on joining one of the many onl what you can learn and gain, no matter what the springing up, such as Rob St upcoming economical and social challenges of Wednesday Lunches. COVID-19 might bring. 2.).Opt for optimism: When What people with this personality trait embody is negative events occur, peo a natural resilience in the face of adversity as well for an explanation to make as the ability to tolerate ambiguity – useful skills in the manner in which you ex these unprecedented times. And the good news to yourself really makes a d is that developing mental resilience is a skill, made to develop resilience, adop up of a combination of behaviours, thoughts and explanatory style is key. This actions, that can be learnt and practised. Think of current issues to temporary, it like a muscle, something that needs to be used causes as opposed to perm for it to grow stronger. and internal. So rather than outbreak as something that Resilience means being adaptable to stressful will negatively affect every and unforeseen circumstances, and having the that leaves you powerless a capacity to bounce back – or perhaps even would be considered a pes bounce forward. Certainly, working to develop style), remind yourself that t this quality will enable more of us to roll with the while certain areas of your l punches and persevere, no matter what the next you have the inner resource couple of months bring. they come and react acco
Damian Lenihan Executive Director, Europe Aetna International
Here are five practical strategies to help you hone your resilience skills. 1). Keep connected: Social distance and selfisolation might be the current words du jour, but that doesn’t mean stop being sociable. In fact, emotionally isolating yourself from your support
advocate spring 2020 | advogroup.co.uk | 16
3). Look after yourself: Stress the unknown creates a phy much as an emotional one, focus on positive lifestyle fa Getting enough sleep, stayi well and finding opportuniti obstacle course in the gard
9
advogroup.co.uk |building resilience A yoga YouTube video in the evening before bed?) will all pay dividends when it comes to weathering the current storm. It can also help to pay attention to what you pay attention to. If a constant influx of news is causing you to feel overwhelmed, for example, turn to a few trusted sources and limit yourself to looking at them twice a day.
4). Find purpose: Meaning and achievements are core tenets of well-being but, at the moment, it can feel like there is a cap to what you can actually accomplish. Nonetheless, try to develop small, realistic goals you can work towards while you are at home – whether that’s reading a book that you’ve always wanted to completing a household task or learning something new online. al to your overall Planning and sticking to a new routine might mes of crisis. By our very also be something that you want to consider, social creatures and a especially if you are finding the current tance and community predicament overwhelming. Having a routine well-being. obviously gives structure to your day, and will help factor in bolstering delineate weekdays from weekends if you’re not ties – to put this into working from home, but it also creates a sense arch shows that of safety and predictability that can be very e’re standing next calming. standing alone[1]. uilds emotional 5). Stay in the moment: Doing activities that others as much as keep you in the present are a very helpful way ve long chats with of managing anxiety about the future, as they rtual work meetings calm down your amygdala, the fight or flight Time, and consider part of the brain triggered by fear and stress. line groups that are Find a strategy that works for you – prayer or tephenson’s Wellness meditation if a spiritual route calls to you, an app such Headspace or myStrength, practising yoga, mindful journaling or colouring, or any other unforeseen or activity you can lose yourself in for a period ople naturally search of time. e sense of it all and xplain these events You could also try positive psychology strategies difference. If you want that help you focus on the good in your life, such pting an optimistic as gratitude or savouring. You might like to try s means attributing the writing down three things you are grateful for , specific and external at the end of every day, and share these each manent, pervasive week with your family during lockdown. Or n seeing the current you might like to take the opportunity to savour t will never end, that and appreciate some of the smaller things in area of your life and life – actively listening to the birds singing in the and helpless (which morning, noticing the quality of the light as the ssimistic explanatory sun rises, smelling your coffee before taking a sip. this will pass and that, life may well change, Research shows that the ability to savour the es to deal with these as moment is positively associated with increased ordingly. happiness, which in turn fosters the hope and motivation crucial to staying resilient in these s and anxiety about unparalleled times. ysical response as , so now is the time to Notes: actors where possible. [1] https://www.ncbi.nlm.nih.gov/pmc/articles/ ing hydrated, eating PMC3291107/ ies to exercise (an den with the kids?
to adapt to er.
advocate spring 2020 | advogroup.co.uk | 17
advogroup.co.uk |managing remote teams
managing remote
While many businesses previously had remote working, for some organisations a common is the challenge of keeping sight of the day to day when so much of th some practical tips and key questions to ask your teams over the next few week Managing for productivity
So how can you support your teams in being productive? • Talk to them about flexibility Every workplace is different, but if you can accommodate people moving their working hours around, now’s the time to do it. The reality is for lots of people that this is not their ideal WFH situation, so as a manager you can support with setting clear priorities, showing empathy, accommodating requests for changes to hours and reassuring your team that you trust them to do a great job – they don’t need to ‘prove’ to you they are working! • Check the basics You guessed it. It’s very difficult to be productive if you don’t have the right set up, and sometimes we need a nudge to make that happen. You and the team need to complete DSE assessments for your new home office to make sure you are working safely and comfortably. You could also encourage your team to think about how they draw a line between ‘work’ and ‘life’ if they need to. • Agree boundaries and best approaches What’s the best way to check-in with your team? We don’t have the
advocate spring 2020 | advogroup.co.uk | 18
answer – they do. Ask them how bes them, whether that’s a daily call, Sla weekly chat. Similarly, facilitate a tea is aware of each other’s preference options, like updating calendars or s whether people are available or no
• Pre-empt disruption With pets, children, partners and mo working, weird things will inevitably h you expect this, and it won’t be a de doing everything they can so it does unavoidable. Encourage people in how they are managing their ‘new c
Managing communication
What can you do so that conversati still happen?
• Get stakeholder management ba Regular communication – in the kitc desks – probably happened organic
advogroup.co.uk | managing remote teams
teams
and their managers, this will be an entirely new experience. One thing all have in he wider landscape is changing by the hour. Investors in People have put together ks.
st they’d like you to touch base with ack message each evening or a longer am discussion on this so that everyone es. Make use of various signalling statuses, so teams can see at a glance ot.
ore circulating at home while we’re happen. Re-assure your team that eal breaker- you trust them to be sn’t but sometimes these things are similar situations to share ideas on colleagues’!
ions and information sharing
ack on the table chen, corridor, popping between cally in the office, keeping projects
moving and reducing misunderstandings. In the new world of WFH, mapping/listing out all the people who need to be kept in the loop for things you are working on, and quickly ticking each person off when something on your shared work changes, will generate the same results. • Mind ‘the gap’ When working with your team, be conscious of ‘the gap’. This is the bit between ‘hey how are you’ and ‘right- what do we need to do’, and it’s often the space where unexplored issues surface and can be addressed. This is often an area to suffer when we’re under pressure and there are fewer opportunities for it to happen by chance when WFH. • All the feedback Ever been in a meeting with your team, one of them knocks it out of the park and as you walk out you congratulate them? You’re probably delivering little nuggets of feedback all the time when face to face, often without even realising. Now you and the team are WFH, consciously relaying feedback, both good and bad will really reap rewards (and especially good! Studies have shown high-performing teams share 6 good to every 1 constructive piece of feedback). continued on page 20.
advocate spring 2020 | advogroup.co.uk | 19
advogroup.co.uk |managing remote teams
Managing rem
continued from page 19
Managing wellbeing
• Pause before sending Now more than ever, the communication is import time to ask your team fo communication, and wh anything differently. One may be efficient, but the friendly!
•Be human It can be tempting as a m be a pillar of strength for yes, it is important to kee But it’s ok to admit that y transition tough too- ope vulnerabilities can create build trust, which will ena respond in kind.
This will help you to help anything which is causin their ability to get day-to
Be mindful of other peop situations. 99% of the tim good reason for why peo they do, and now is a go before responding too h
• Celebrate wins Create your own positive bring out some of the gre innovations, and can pu like nothing else.
Making space to celebra at the end of each day w team with your mental h
• Signpost resources It’s not all up to you. Rem (or create a one pager) different avenues of supp at this time for the team could include the EAP, m online workouts etc.
advocate spring 2020 | advogroup.co.uk | 20
advogroup.co.uk | managing remote teams
mote teams
9..
e tone of our written tant. Take some or feedback on your hether you could do e word responses ey’re sure not
manager to try and r your team. And ep things positive. you are finding the ening up about your e a safe space and able your team to
them, and address ng harm or reducing o-day done.
ple’s unique me there is a very ople act the way ood time to ask why harshly.
e news. Tough times eatest ideas and ull a team together
ate some positives will help you and the health too.
What all this looks like:
Questions for your team:
• Agreeing longer lunch breaks with the time made up at the end of the day
• How are you feeling about the shift to home working? Is there anything I can do to make it easier?
• Asking those with children at home what their ideal day would look like- do they need to start early because they nap in the afternoon? Or maybe they have support from a partner, but they work mornings • Doing a video call with the team where you share your home working space and one thing that gets you in the working groove each morning. • Senior members of staff leading by example and telling teams when they are working earlier or late, or taking time out, and updating their Slack status when they do. • Being available and answering queries from your team quickly.
• How are you finding getting focussed at home? Would it help if we re-visited our objectives/ priorities to make sure they’re still relevant? • Are there enough opportunities for us to connect as a team? Do we need anything else to support with this? • Who are the main people that are involved with, what you are working on? - Can you split them into a ‘for info’ or ‘for input’ - Have you agreed how you can keep them informed while we are out of the office?
• Revisiting team and individual goals/ objective / priorities.
• What are your favourite things you’re working on at the moment? What is it about those you’ve enjoyed?
• Team virtual coffee mornings or happy hours where work talk isn’t 100% of the agenda.
• What wins have you had in the last week? What wins are you aiming for in the week to come?
• Video calls>phone calls>instant messages>emails
If you feel your organisation needs more support and guidance then advo can help. In the first instance email us at info@ advogroup.co.uk.
• People in the team taking time out to check-in with each other on how they’re doing. • More calls than emails or messages between you and the team and within the team.
advo is an Investors in People Gold employer.
mind your team outlining all the port that are open • Highlighting mental health first-aiders and to make use of. That how they can be contacted. mental health apps,
advocate spring 2020 | advogroup.co.uk | 21
advogroup.co.uk |public private partnership
advocate spring 2020 | advogroup.co.uk | 22
public
advogroup.co.uk |public private partnership
private partnership “UK health insurers must adapt, following NHS deal for private hospitals to share resources.” Stuart Scullion, chair of the Association of Medical Insurers and Intermediaries, the trade association that represents both health and protection insurers and intermediary firms, has said that the recent deal between the NHS and private health sector to free up an additional 8,000 hospital beds and almost 20,000 staff will “provide much needed support” as coronavirus spreads. “These additional resources may be used to enable the NHS to continue to carry out other urgent operations and cancer treatments,” he said.
Delivering value
According to Scullion, insurers are looking at a number of options from payment holidays to enhanced NHS cash benefits for those who contract COVID-19 to ensure products continue to deliver value. He added it is important customers protect their underwriting value status. “PMI is not like a TV subscription service that you can cancel and recommence when you are ready. Consumers need to protect their underwriting status and cover to ensure they do not find themselves with a new Moratorium or exclusions applied.”
The Guardian has reported that NHS hospitals could run out of beds in as little as two weeks if the virus continues to spread as it did in Italy. Scullion said intermediaries have a responsibility to convey this message clearly “Not only are the private hospital groups and that AMII is encouraging anyone thinking providing staff and facilities, but they are of cancelling cover to speak with their doing it at cost and we are asking all insurers intermediary or insurer before they do so. and intermediary firms to come together, irrespective of whether they are AMII members advo is a member of AMII. or not, to fight COVID-19 as one,” said Scullion. He added that insurers must be adaptable and flexible in supporting clients to maintain vital cover provided by all insurances, especially private medical insurance (PMI) and health cash plans. “Unemployment, reduced hours and financial worries mean there is a key role for our members to play in support of clients. “It would be easy to say, ‘Why should I keep my cover when I may be unable to access private hospital facilities?’ but private medical insurance and health cash plans provide much more than hospital treatment. “Digital GP services, employee assistance programmes and digital and telephone-based mental health support can be invaluable to customers at this difficult time and continue to deliver real value to customers.”
Stuart Scullion, AMII Chairman
advocate spring 2020 | advogroup.co.uk | 23
advogroup.co.uk |support older workers
the right protection to “The man who works and is not bored is never old,” said Spanish composer Pablo Casals in 1985, but today, we cannot avoid the fact that the UK workforce is ageing. Paul Avis, Marketing Director, Canada Life Group Insurance outlined thoughts on how organisations should better support their older employees. We republish his thought provoking article. This is a trend that shows no sign of stopping: by 2050, one in four people in the UK will be aged 65 years or older [1] Meanwhile, recent research from Canada Life Group Insurance reveals that nearly three-quarters of UK employees won’t be able to retire by the age of 65.[2] While inflation has slowed in recent months, the rising cost of necessities has hit employees across the country, as have poor savings returns from low-interest rates. Over the past years, this has forced people to delay their retirement plans. Drivers behind the UK’s ageing workforce Many of us will not realise we need to work for longer until we enter our late 50s or early 60s. “Generation X” – the popular term for people aged roughly between 35 and 54 – is most likely to work beyond 65. This age group is also at the peak of its financial responsibilities[3] and is struggling to save for retirement, while also providing financially for their children and potentially their parents too.
Paul Avis Marketing Director Canada Life Group Insurance
point in retiring as long as they enjoy their job and the benefits it brings. At the moment, the UK is not prepared to support an ageing workforce. A recent report by accountancy firm PwC revealed that the UK economy might be accruing a loss of nearly £200 billion per year to GDP because it is not catering sufficiently for an older workforce.[4] With only 8% of UK employees believing that the government promotes the support of older workers, the opportunity lies with employers to address this issue.
Systems of support Any support system should be rooted in the HR department. For example, income protection, life insurance and critical illness cover provide invaluable comfort for those who fear external factors like their health might impact their ability to work into old age. Employers should also consider the changes they could make to the physical office space to better support older workers.
One in five (20%) expect to retire after their 75th birthday.But it’s not all doom and gloom – not For example, 10 million people in England and everyone begrudges the thought of working Scotland suffer from persistent back pain, a beyond 65. condition that becomes more common with increasing age.[5] Small changes to office Many UK employees cite non-monetary reasons equipment, such as providing adjustable or for wanting to work beyond the traditional more comfortable seating, can make a big retirement age. The social component of a difference and create a more supportive working environment brings for older people environment for older workers. cannot be underestimated, and many see no
advocate spring 2020 | advogroup.co.uk | 24
advogroup.co.uk |support older workers
o support older workers
Retaining and retraining for a range of skills It’s not just about providing the right equipment though. In the case of older workers, a supportive environment also means that (re-) training and upskilling opportunities should be made available.
need to encourage inclusive working practices and skill sharing across all ages. Employers have a significant role to play in changing the way we view older workers, and often small changes can have a big impact.
There is a persistent misconception that older workers are slower to learn new skills than younger employees, and so there is an underlying assumption that investing in training for them does not yield as big a return.
Nearly half (41%) of people in the UK are worried that their health will make it difficult to work past the age of 65.
But on the contrary, research shows older employees yield higher returns from informal and role-relevant training rather than wider business or industry training,[6] which can be more cost-effective and has motivating effects on the entire workforce.
By adapting and providing more support for older workers, employers will be in a better place to engage, retain and support them and ultimately benefit from their contributions.
Notes [1] ONS: Living longer and old-age dependency – what does the future hold? 24 June 2019 Changing perceptions [2] Canada Life Group Insurance: Over 23 million UK employees to work beyond the age of 65 as rising The training and support of older workers must costs and poor returns on savings begin to bite, 29 be supplemented with a real effort to change negative perceptions about older people in the May 2019 [3] Canada Life Individual Protection research, workforce. March 2018 [4] PwC Golden Age Index: How well are the In 2019, around one in seven (14%) UK OECD economies harnessing the power of an older employees are still concerned that older workforce? 2018 update workers make it harder for young people to move up the career ladder, or that they don’t [5] Arthritis Research UK: State of Musculoskeletal have the right skills to offer anything relevant to Health 2018 [6] University of Wuerzburg, Faculty of Business a 21st-century workforce. Management and Economics: Training older employees: what is effective?, 2015 To support an ageing workforce, employers
advocate spring 2020| advogroup.co.uk | 25
advogroup.co.uk |losing sight of eyecare
losing sight of eyecare protectio
advocate spring 2020 | advogroup.co.uk | 26
on
advogroup.co.uk | losing sight of eyecare
As home-working becomes embedded into the UK working environment, with many more of us sitting in-front of laptops for extended periods of time, employers may wish to take a closer look at eyecare as a valuable employee benefit A comprehensive survey was conducted recently among over 500 HR decision makers in both private and public businesses of all sizes across the UK. This confirmed that less than a third of employers provide eye care for all staff yet 74% have recently had their eyes tested. The survey by Specsavers Corporate Eyecare into workplace eye care provision confirmed that while an encouraging 61% of respondents confirmed they do provide workplace eye care, less than a third (32%) were found to provide it for all of their employees.
employers have not had their eye tested in the last two years. The wider benefits of eye tests to health and wellbeing are particularly important. Routine checks with an optician allow the opportunity for irregularities to be spotted. These may include signs of serious health conditions like glaucoma, diabetes, heart conditions and even risk of stroke. Jim Lythgow, director of strategic alliances at Specsavers Corporate Eyecare, commented: ‘The figures make interesting reading. It appears that employers do recognise the importance of eye care, both for themselves and for their employees. They do not, however, seem to be giving it the blanket approach that would benefit the maximum number of people.
The net figures show that 28% of employers provide eye care to some, but not all, employees. Providing eye care to screen users alone is the most common categorisation, followed by offering it as an employee benefit or for those with safety eyewear requirements. The least likely group to be offered When considering the eye care is those who drive advantages that eye care for work purposes. can have to employees’ overall health and The survey asked employers wellbeing, it can be a about their own visits to highly valued benefit when the optician. Nearly three offered to all.’ quarters (74%) had their eyes tested within the last The law says that an two years – the timeframe employer must provide an usually recommended eyesight test for a display by opticians. This means screen equipment (DSE) that a net quarter (25%) of users if they request one.
The employer must also pay for the test. This should be a full eye and eyesight test by an optometrist or doctor, including a vision test and an eye examination. It’s up to the employer how they provide the test. For example, they could let users arrange the tests and reimburse them for the cost later, or use health insurances such as vision care or cash plans. If required an employer also has to provide glasses if an employee needs them, but only for DSE use. advo are able to provide guidance and solutions to provide eyecare for employees, either to meet statutory requirements or as part of an overall employee benefit strategy. You can email either the advo HR team if you would like further guidance on legal requirements or how better to support your employees or the advo employee benefits team if you would like to investigate insurance solutions within your benefit strategy. In both instances email info@advogroup.co.uk
advocate spring 2020 | advogroup.co.uk | 27
advogroup.co.uk |never too late to quit
advocate spring 2020 | advogroup.co.uk | 28
advogroup.co.uk | never too late to quit
never too late to quit!
As news comes that England is unlikely to meet the government’s 2030 smoke-free target if current smoking trends continue, according to a report* released from Cancer Research UKhave determined that it could be never too late to quit smoking. Scientists from the Wellcome Sanger Institute and UCL, funded by Cancer Research UK, have discovered that compared to current smokers, people who had stopped smoking had more genetically healthy lung cells, which have a much lower risk of developing into cancer. The research shows that quitting smoking could do much more than just stopping further damage to the lungs. Researchers believe it could also allow new, healthy cells to actively replenish the lining of our airways. This shift in proportion of healthy to damaged cells could help protect against cancer.
which explains why the risk of lung cancer is so much higher in people who smoke. The researchers found that ex-smokers had four times more of these healthy cells than people who still smoked – representing up to 40% of the total lung cells in ex-smokers. Joint senior author Dr Peter Campbell, from the Wellcome Sanger Institute, said: “People who have smoked heavily for 30, 40 or more years often say to me that it’s too late to stop smoking, the damage is already done. What is so exciting about our study is that it shows that it’s never too late to quit – some of the people in our study had smoked more than 15,000 packs of cigarettes over their life, but within a few years of quitting many of the cells lining their airways showed no evidence of damage from tobacco.”
These results highlight the benefits of stopping smoking completely, at any age. Dr Katrina Brown, Cancer Research UK statistics manager and report co-author, said: Lung cancer is the most common cause of “Smoking is the biggest cause of cancer, cancer death in the UK, accounting for 21% leading to around 120 cases of cancer of all cancer deaths*. Smoking tobacco in England every day, so it’s vital that the damages DNA and hugely increases the risk government tackles tobacco to prevent of lung cancer, with around 72% of the 47,000 illness and suffering.” Smoking takes the lives annual lung cancer cases in the UK caused of around 115,000 people in the UK every by smoking**. year. The researchers found that despite not being cancerous, more than 9 out of every 10 lung cells in current smokers had up to 10,000 extra genetic changes – mutations – compared with non-smokers, and these mutations were caused directly by the chemicals in tobacco smoke. More than a quarter of these damaged cells had at least one cancer-driver mutation,
If the Government reaches its smoke-free target, there could be around 3.4 million fewer smokers in England by 2030 compared with today. Data was provided by: the Office for National Statistics on request, November 2018; ISD Scotland on request, October 2018; the Northern Ireland Cancer Registry on request, March 2019. Statistical Information calculated by the Team at Cancer Research UK, 2018.
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advogroup.co.uk | thanks for reading
find every copy of advocate magazine online at issuu.com/advogroup issue #32 winter 2019 In the winter edition we bring you up to date with all the latest advo news, including the results of the advo awards where we reveal who were voted ‘best of the best’. We have an article written by Dr. Phil Sharples, Chief Medical Officer, UnitedHealthcare Global who outlines why mental health should be a top priority for Expats and their employers. In HR news we look at the year ahead for Employment Law changes and include a feature that looks closer at the scourge of workplace discrimination. Looking at employee benefits and protection we focus on the ‘must do’s when communicating staff benefits and explore the myths around serious medical conditions, their impact within the workplace and how employers can protect their business. While in medical news we take a look at the facts and effects of the rise in people living with cancer.
issue #31 autumn 2019 2019 was a fantastic year for advo winning awards at two of the most prestigious industry events. In non-advo news we feature the second instalment of our look at outsourcing vital parts of the business. advo hr, in a second feature, looks at the grey between professional and personal lives in relation to the use of social media and gives tips for businesses. advo’s Colin Boxall compares UK and Chinese healthcare systems and any lessons to be learned. We also take a closer look at pension scandals and include an exclusive interview with United Healthcare Global’s Chief Medical Officer looking at why four in ten international placements fail. In health news we feature the ‘drop the ball’ campaign raising the awareness of testicular cancer.
advocate the magazine from the UK’s leading business advisory
cover feature
claudia helps advo celebrate page 9. lessons in healthcare from China page 18.
avoiding overseas placement failure page 24.
outsourcing HR page 14. Issue #31 autumn 2019
Employee Benefits
HR & Training
Payroll
Private Clients
issue #30 summer 2019 In this summer edition we have two interviews, firstly with Adam Henderson who outlines why today’s businesses should take a fresh view on how they support their staff. Also Caroline Pain of International health insurer, Aetna, who outlines her thoughts on the current and future use of their members’ genetic profile following the launch of their new DNA testing kit that links to the management of an individual’s health. In advo features we look at employee childcare issues and why organisations should consider outsourcing vital services such as payroll. Other features include an update on the Pensions Dashboard and articles on charity fundraising. We also look at a recent CIPD report on the effects of presenteeism and the success of group risk benefits in managing unwell staff back into work.
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advogroup.co.uk | the advo group
advogroup empowering people solutions
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advo has a reputation for cost control, innovation and customer service excellence. Having been recognised as the UK’s ‘best’ advisory firm by our peers on numerous occasions we have the best people supported by linked technology that gives control.
advocate spring 2020 | advogroup.co.uk | 31
advogroup empowering people solutions
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marilyn (mal) tomlin business development manager
Head Office: advo house, St Leonards Road, Maidstone, Kent, ME16 0LS t: 01622 769210 e: info@advogroup.co.uk w: advogroup.co.uk advogroup limited Registered Office advo house, St Leonards Road, Maidstone, Kent, ME16 0LS Registered in England No 4500663. advo group limited is authorised and regulated by the Financial Conduct Authority