advocate the magazine from the UK’s leading business advisory
cover feature
hr in lockdown special supplement page 14.
page 8.
interview: Neville Koopowitz, Vitality ‘change of health mindset’ page 28.
Sagegreen HR becomes part of the advo group
Issue #34 Summer 2020
Employee Benefits
HR & Training
Payroll
Private Clients
advogroup.co.uk | who we are
anabelle hennon account manager
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: • • • • • •
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 summer 2020 | advogroup.co.uk |02
advogroup.co.uk | what’s inside issue #34
what’s inside issue #34 We are well into summer and as the call to return comes from the government many employers, including advo have chosen, for the time-being to keep the majority of staff working from home. In this issue we talk about what we have done to keep things ‘business as usual’. We have a special COVID 19 ‘HR in Lockdown’ supplement where we have pulled together useful articles to help navigate these unusual times. Articles cover maintaining good staff mental health, returning to the workplace, the pros and cons of home working with practical information on contractual issues. We also look at how the process of recruitment is changing, childcare issues as children prepare to return to school and information on staff COVID testing. advo’s big news over the last few months was bringing national HR consultancy firm, Sagegreen HR into the group. This was a major expansion for us at a time when many employers are cutting back.
The acquisition of Sagegreen HR considerably expands advo’s HR ability to advise clients nationally with area offices located throughout the UK. In this issue we include a copy of an HR blog from one of Sagegreen HR’s area Directors, Pippa Dennitts, by way of an introduction. Jamie Tuffield, who heads up the employee benefit team was part of a roundtable interview which resulted in two articles by Cover magazine, we enclose a summary. We have two interviews, one with Vitality UK’s CEO who outlines his thinking on the health of the nation and that there needs to be a change of mindset. The second interviews the founding Partner of Salus, a specialist risk protection adviser with whom advo will be working to give additional options to high-risk clients. 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
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 summer 2020 | advogroup.co.uk | 03
advogroup.co.uk | contents
contents
ISSUE #34 | summer 2020
advo news Page 06
| advo news roundup
Page 08
| advo bucks market trends
Employee Benefits news Page 10
|
staff benefits during lockdown
Human Resources news Page 12
| HR blog: it’s a strange new world of work – or is it?
Page 14
| HR in Lockdown – HR supplement
Page 14
| Introduction to supplement
Page 15
| mental health & a return to the workplace during Covid-19
Page 17
| CIPD: Return to work & three key tests
Page 18
| home working pros & cons
Page 19
| home working contractual issues
Page 20
| Hiring during a pandemic: Changing recruitment trends
Page 22
| Childcare and working during Covid-19
Page 23
| Increase in flexible working
Page 24
| UK workers want vaccine or antibody test before returning to work
advo news roundup page 6.
Interviews and comment Page 26
|
Interview with Steve Lawless, SALUS Founding Partner ‘accepting the high risks’
Page 28
|
Interview with Neville Koopowitz CEO of Vitality UK – ‘a mindset shift’
HR in Lockdown – an advo HR supplement page 14.
advocate summer 2020 | advogroup.co.uk | 04
advogroup.co.uk | contents
cover feature:
advo expands the group page 08.
HR blog: it’s a strange new world of work page 14.
accepting the high risks, interview with Steve Lawless page 26.
interview: Neville Koopowitz , Vitality UK - ‘a mindset shift’ page 28.
advocate summer 2020 | advogroup.co.uk | 05
advogroup.co.uk | advo news
lockdown staff newsletter
Here at advo, most employees are from home. We were more fortunat employers in that just prior to lockdo gone through disaster action plans ISO security accreditation and so ha already mapped out allowing busin We realised that retain company co connectivity is key.
We firstly changed our approach fro based to tasked based working to a flexibility to those with added home Then set about ensuring individual te the group as a whole retained conn Friday Week 1 of the lockdown the ADVOGOODNEWS News was publis 21st will be the 21st edition. We repo gossip and news within the group w and achievements and successes, b non-work reported, basically anythin bring a smile. Feedback has been te who eagerly await each week’s ma
attaining HMRC recognition
The advo payroll system, part of the advo on benefit and HR platform has been again acc the HMRC as an approved payroll system for
The suppliers, such as advo, listed by the HMR payroll software that has been rigorously test recognised by HM Revenue and Customs. Ea HMRC tests payroll software to check it can r information online and in real time (RTI).
advo’s payroll system, along with the wider b and HR platforms are created and managed house team led by advo’s IT Director Kevin C commented “It is a thorough process the HM through and so the team are absolutely delig our payroll system has again been accredite
The advo online platform has three main par employee benefits, which includes wider fea as Total Reward Statements and flex, and ab management. Employers can use, one, two o parts of the system in any combination throug log-on. Staff have their own bespoke portals manage reward and absence. The advo onl are standard as an advo client. https://www.gov.uk/payroll-software/paid-for-software
advocate summer 2020 | advogroup.co.uk | 06
advogroup.co.uk |advo news
technology innovators
still working te than most own we had as part of our ad our plans ness as usual. ohesion that
om hours allow greater e responsibilities. eams and nectivity. first edition of shed. Friday ort on all the with pictures both work and ng else that will errific from staff agazine.
n
advo are to be recognised at the prestigious Broker Innovation Awards for the creation of inhouse technology which allows SMEs and smaller corporates to link the essentials of paying, rewarding and managing staff absence through one HR system. The Broker Innovation Awards that include the whole of the UK insurance industry focus on those advisor firms ‘that have fully embraced technology in order to meet the needs of clients.’ The awards pay close attention to firms that have taken an innovative approach to insurance protection and demonstrate collaboration, inventiveness and modernisation. Judged by an independent panel of experts and accredited professionals, the awards will consider how intermediaries have successfully implemented insurtech, adapted to new challenges through inventive solutions.
advo flu solutions
nline staff credited by r 2020.
RC produce ted and ach year report PAYE
benefit d by an inCrew, who MRC puts us ghted that ed by HMRC.�
rts, payroll, atures such bsence or all three gh one single which help line portals
advo continues its partnership with Doctorcall to deliver workplace flu vaccination programmes. The Harley Street medical specialist is the largest UK on-site flu vaccinations provider. advo has continued the relationship as a result of ongoing positive feedback. advo offers the options of both onsite clinics and a voucher programme, which is an easier option with staff making their own local arrangements. Given current restrictions we are expecting most clients to opt this year for vouchers. It is important that organisations continue to protect employees and their business through the annual flu season despite the current COVID 19 restrictions. So, give you account manager a call.
advocate summer 2020 | advogroup.co.uk | 07
advogroup.co.uk |bucking the market trend
advo bucks m advo has bucked the current lockdown market trends with a significant expansion of the group. Sagegreen HR, a highly regarded HR advisory established in 2000 has become an advo group company. They have a national presence with area offices across the country delivering the full range of professional HR support with services range from day-to-day compliance matters to working at board level on strategic decision making. The acquisition of Sagegreen HR strengthens advo’s HR service by offering nationwide coverage and provides an excellent opportunity for further growth in the HR sector. All of the Sagegreen HR team and nationwide franchise network have joined advo. The wider services and access to technology platforms already available through advo will mean that existing Sagegreen HR advisors are well placed to further enhance their client experience as part a larger organisation. Larry Bulmer, advo’s CEO commented “We are very excited about the new union between our two organisations. Our shared culture is obvious in our approach and the way we both put
clients in the centre of everything we do. The broad expertise and skills of the Sagegreen HR advisors is a welcome addition to the group, as is the nationwide coverage they bring. We are looking forward to working together on the far-reaching opportunities that lay ahead.” Colin Boxall, advo’s Commercial Director added “advo’s successful ‘people first’ approach, now broadened by the Sagegreen expertise, is the next step in our ambitious growth plans. We have worked hard to ensure there has not been any drop in standards during lockdown and are now in an excellent position to move forward with further market innovations.” Bringing Sagegreen HR into the advo group has been welcomed positively by the trade press with comments such as ‘a shot in the arm for the sector’ and advo bucks the market trend. You can find out more about Sagegreen HR and the services provided by visiting https://www. sagegreenhr.co.uk/
part of the advo group
advocate summer 2020 | advogroup.co.uk | 08
advogroup.co.uk | bucking the market trend
market trends
advocate summer 2020 | advogroup.co.uk | 09
advogroup.co.uk |staff benefits during lockdown
staff benefits during lockdown
The impact of Covid-19, and the subsequent economic fallout is likely to leave a lasting imprint on the group protection and healthcare sector for years to come. The 2020 Workplace Wellbeing & Protection Report published by Corporate Adviser has shown the sector was in a very strong position ahead of the widespread economic disruption caused by the Covid-19 pandemic. Post lockdown it would seem that Workplace protection and wellbeing services have stood UK plc in good stead during the Covid-19 pandemic in what has been a fast-evolving market. The discussions at the roundtable were far reaching covering the reliability and suitability of benefits and the wider ancillary benefits. There was general agreement that the sector finds itself at a crossroads. The health emergency has meant that there is a renewed interest in workplace protection, with employers increasingly valuing the financial safety net, and the range of support services provided. But at the same time the subsequent economic crisis caused by the lockdown means that many companies will find it harder to pay for these benefits going forward. Discussing this Jamie Tuffield pointed out that this opens up opportunities for more innovative providers in this sector. “There are providers with a wider benefit proposition, which might include more modular plans, or a more stratified and diversified premium option, with a range of ancillary benefits. This approach may appeal to younger members.”
Jamie highlighted however that in his, and his team’s experience, some clients have turned down the option to switch to a lowercost plan, because they want the added value services that can come with protection policies, and feel this means retaining a higher cost proposition which offers better value for money.
Protection] report contained interesting figures on the cash plan market. While the number of employees covered by cashplans increased last year, I was surprised to see the number of employers offering corporate cash plans had fallen by 2.2 per cent. I wonder if this is partly due to the changes to PMI excesses?” He said these figures contradict advo’s own experience in this market, where they have seen more clients offering this as part of a comprehensive employee benefits package.
As the Covid crisis has taken hold this year, this support for mental health has been particularly valued by clients, according to advisers attending the roundtable – and most agreed mental health will be one of the key employee benefit concerns going forward. As the discussions continued Jamie highlighted that “the [Workplace Wellbeing &
advocate summer 2020 | advogroup.co.uk | 10
“Given the breadth of benefits now available under a cash plan it will be interesting to see if this growth continues in a post-Covid market, and whether this may be an alternative option to a more expensive PMI plan.” The discussions then turned to private COVID 19 screening.
advogroup.co.uk | staff benefits during lockdown advo was one of the leaders in the private advisory sector and was able to secure access to testing early on in the pandemic to allow a number of clients to continue to operate. Commenting on the current situation and demand for testing Jamie added “We have had a high number of enquiries about testing, but clients are generally not making decisions about this at present. There is a feeling they want to wait for more medical evidence.� As he points out it is not a case of simply testing those in the workforce once: these tests would potentially have to be repeated regularly for those testing negative. Summing up the round-table event the feeling was that despite the economic headwinds there was a real potential for the workplace protection market, with more value added services, more flexible propositions and greater digital delivery. Online benefits platforms specifically should be beneficiaries in the post-Covid era as more employees work remotely. Challenges will remain on affordability, particularly for those working in industries that have been particularly hard hit by Covid-19, but with a wider understanding of the benefits available there is a belief there is a genuine opportunity to continue driving the sector forward. If you would like to know more about how advo supports clients during COVID, including back to work and how our online platforms help with communicating the value of benefits provided by clients, then drop Jamie an email on jtuffield@advogroup.co.uk
jamie tuffield, heading up the advo employee benefits team
advocate summer 2020 | advogroup.co.uk | 11
advogroup.co.uk |strange new (employment) world
HR blog: it’s a strange new world of work – or is it?
I am expe
1. Employ 2. Flexibilit 3. Safe wo
These subj guises dep view, takin always be most likely they arise
1. Employ
The impac and routin mental he possible fu at the fore be a ‘reas Employers could start
Sagegreen HR’s Pippa Dennitts looks at the current world of HR and considers whether the new world is so much different from the old The domain of UK employment has been through something of a rollercoaster ride over the past few months. From lockdown, to furlough, to the beginnings of recovery and the ‘new normal’ all of these things have had HR professionals working hard to determine the appropriate path to take to support and advise their respective organisations. I’d like to congratulate all of my colleagues in the profession who have survived this far with their sanity and sleep patterns intact.
How will poor me
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2. Flexibil
High quality management / staff relationships, supported by good employment contracts and relevant policies and procedures, all make for the most effective tools to navigate these troubled waters, and provide the best basis for employment law, where it is needed, to sort out right from wrong.
The UK’s lo accelerati who might for employ choose be not workin months, so on produc permanen employee is reported ability to se causing la may influe of what is flexibility a themselve employers
As HR professionals, we know that so much of how employment law plays out is determined by the case law which is derived from the tribunals and is often based on the concept of ‘reasonableness’. In my view, this is where we may see some evolution due to the societal impacts of Coronavirus and our economic recovery from it. It would not be unthinkable to anticipate that in some situations, what may have been ‘reasonable’ in the age BC (Before Coronavirus) may have shifted in light of a world AD (After Disease).
What part working op How do w approach How do w homework effective o
As an HR Consultant I have the privilege to work with a number of organisations across a variety of sectors, all of whom have struggled with varying impacts at different times, but there is one thing we keep coming back to, which is: Other than the introduction of some temporary measures to meet the current situation, the fundamentals of employment law and the employment relationship are unchanged. We haven’t suddenly moved into the Wild West where employers and employees alike are at liberty to take rogue actions without fear of consequence.
advocate summer 2020 | advogroup.co.uk | 12
advogroup.co.uk |strange new (employment) world
ecting a shift to some degree in three key areas:
3. Safe working environment;
As many organisations move towards a return to the workplace, a new regime of cleanliness, distancing and monitoring is needed to ensure the risks of virus spread are minimal. Some employers are seeing employees refusing to attend the workplace or raising concerns about using public jects are arising to differing degrees and in differing transport to commute. Other employers are seeing increased pending on any particular client’s situation. In my concerns from employees about health issues whilst working ng a proactive approach to tackling these issues will from home. For many employers these are new challenges e preferable and the they would not have dealt with before and they may not y way to avoid being on the back foot when have a clear view of what a ‘reasonable’ response might be. in your organisation. Some questions I’ve been asked in this area include:
yee mental health and wellbeing; ty and homeworking; and orking environments
yee mental health and wellbeing;
ct of Coronavirus on the nation’s health, security ne is evident and the effects of this on individual ealth are well publicised. In light of this impact, it’s uture tribunals will expect employers to have this efront of their mind when considering what might sonable’ response to any given employee issue. s wanting to avoid falling foul of this in the future t by considering;
l I know if my staff are suffering the effects of ental health?
my liability and my best approach as an er if they are?
I reconsider my whole approach to employee ng in light of the current situation?
How do we demonstrate to employees that we have taken all reasonable steps to minimise risks in the workplace? How do we handle those who still refuse to attend the workplace? How can we ensure those employees who are working from home have a safe working environment? On the whole, most organisations are looking for ways to secure their future and maximise their chances of success by having the right people in the right place at the right time. Careful consideration of how employee mental health, flexibility and providing safe working environments have been affected by Coronavirus will support employers in their futureproofing approach, alongside having strong and relevant contracts and policies to support the manager / employee relationship.
Of course it shouldn’t be forgotten that alongside these evolved considerations, employers need to keep current managers sufficiently skilled in dealing with with the ordinary, scheduled employment law changes ee queries in this area? which were introduced in April 2020. These include changes to employment contracts for new employees and the lity and homeworking; introduction of Parental Bereavement Leave. Finally, whilst the ockdown caused an immediate and unexpected changes to IR35 in the private sector weren’t implemented in ion in homeworking for many organisations. Some April 2020, they haven’t gone away entirely and for affected t previously have said that it would not be practical employers the April 2021 compliance deadline is a date they yees to work from home were suddenly forced to should be planning for. etween having employees working from home or ng at all. As the days have rolled into weeks and Pippa Dennitts ome now report that there has been little impact Sagegreen HR Area Director ctivity and even that this may be something of a nt solution which could reduce costs and improve e retention. On the other hand, homeworking d to have negative effects on the employee’s eparate from their work whilst at the same time ack of cohesion between colleagues. All of this ence where future tribunals draw the line in terms ‘reasonable’ for employers to consider regarding and reasonable adjustments. In terms of protecting es from future unfavourable tribunal decisions, s could consider:
t does homeworking play in any range of flexible ptions available to employees? we ensure we are fair and non-discriminatory in our h to considering flexible working? we support and monitor the performance of king employees to ensure they are productive and once things return to ‘normal’?
Sagegreen HR are available to help you with the items covered here and any other people issues within your organisation. Pippa Dennitts is Chartered Member of the CIPD, HR Director and Qualified Executive Coach bringing business experience, HR knowledge and coaching skills to her client work. She can be contacted at pippa@sagegreenhr.co.uk
advocate summer 2020 | advogroup.co.uk | 13
advogroup.co.uk | hr lockdown suppliment
HR IN LOCKDOWN How are employers coping and what they need to know. advo hr takes a closer look. advo, as an employer during COVID 19, faces the same problems as our clients. advo hr has pulled together recent articles to help navigate the pitfalls of lockdown and a return to the office. Covering the increased problem of maintaining good mental health, pros and cons of continued home working, returning to the office, recruitment changes, childcare and practical help such as looking at staff contracts. Here at advo, most employees are still working from home. We were more fortunate than most in that just prior to lockdown we had gone through disaster action plans as part of our ISO security accreditation and so had our course of action already mapped.
All advo staff work from a central system and so once linked it was business as usual. We were very quickly able to switch to homeworking without any noticeable loss in service to clients, but that is only the hardware solution. managing our people in the longer-term is more challenging. We realise that connectivity is key. We firstly changed our approach from hours based to tasked based working to allow greater flexibility to those with added home responsibilities. Then set about ensuring individual teams and the group as a whole retained connectivity. We use technology as much as possible to keep in touch with video conferencing.
advocate summer 2020 | advogroup.co.uk | 14
Often team chats and updates will have a theme to make it more interesting. You need to replicate many of those little things that would naturally happen in an office environment, such as a simple thing of wishing someone ‘happy birthday’. The Friday, Week 1 of the lockdown the first edition of ADVOGOODNEWS News, our staff magazine, was published. We report on all the gossip and news within the group with pictures and achievements and successes, both work and non-work reported, basically anything else that will bring a smile and reminds staff that we are still a group with the same business characteristics. Friday 21st August will be the 21st issue.
advogroup.co.uk | mental health and COVID 19
mental health & a return to the workplace during Covid-19
The government has signalled that employees are to return to the workplace. advo hr looks at how employers can practically approach this, with an emphasis on putting employee health and well-being at the centre of any return to work. All advo hr clients with sites or offices in England have been sent our ‘returning to the workplace guidance’.
Staff who have children that are • not in the categories that are due to return to education and therefore continue to have caring responsibilities. In the guidence to clients we • Staff with other caring make it clear that It’s important responsibilities. to consider employees may be • Staff who have existing mental affected differently during the health conditions or who have pandemic regarding mental health. experienced this as a result of For example: the current situation. • Staff with health conditions, • Some employees may have an disabilities. existing mental health condition which has flared up as result of Employers should keep in mind that the current situation. those who have had reasonable • Some employees may have adjustments put in place before a pre-existing mental health Covid-19 may need different condition but they have been reasonable adjustments to enable able to manage it during the them to return to the workplace. pandemic. During the pandemic the employer • Some employees may have never had a pre-existing mental should produce a strategy health condition but as a result for mental health trying to be open and honest, addressing of Covid-19 it has triggered any stigma attached to mental mental health issues. • Some employees may not have health, creating a culture where employees are encouraged to suffered from a mental health engage and talk to colleagues and condition and have good managers and where managers mental health. get to know their staff, have a During the pandemic employees healthy work/life balance and may face a number of issues. It promote positive mental health. is important to be sensitive and Managers should be trained compassionate regarding any to spot signs that may indicate concerns they may have about an employee is struggling, i.e. returning to the workplace. behavioural changes or an Employers will need to consider: increase in absence/attendance • Staff who are advised to shield levels, be willing to listen, have (clinically extremely vulnerable) a discussion and come to an agreement with an employee or to self-isolate. where there may a problem • Staff who live with someone or concern. They should have who is shielding (clinically knowledge of any support the extremely vulnerable) or selfCompany can offer the employee isolating. to mitigate any risk and address any • Staff who are classed as concern, including any resources vulnerable. accessible to the employee that • Staff who have suffered a could help support them. bereavement. They should understand how to • Staff who rely on public handle absence. transport to get to work.
There are a number of resources employers could offer during this time to help support employees’ mental health, these include: • Health and wellbeing champions • Employee Assistance Programmes • Occupational health Services Good mental health support websites include: • • • • •
www.nhs.uk www.mind.org.uk/ www.remploy.co.uk/ www.rethink.org/ www.gov.uk/access-to-work
When the time comes that the employer is able to safely return employees to the workplace, subject to the Government guidance, employers should consult with employees via a return to work meeting and do the following: 1. Be clear on the Health and Safety measures the Company have put in place to keep everyone safe. 2. Address any concerns employees may have about returning to the workplace. 3. Provide employees with an update on any changes that have taken place since they have been absent. 4. Be clear about what their first day will look like so they know what to expect. 5. Keep the situation under review and be prepared to adapt to changes in circumstances. If you need support in addressing safety in the workplace please cointact us and we will outline the options open to your organisation. (info@advogroup.co.uk).
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advogroup.co.uk |HR in Lockdown
advo has been supporting clients with re-opening their offices advocate summer 2020 | advogroup.co.uk | 16
advogroup.co.uk |HR in lockdown
CIPD: return to work must be gradual & meet three key tests
The government has signalled a change in stance giving more control to employers to arrange a return of employees to the workplace. The CIPD has outlined three key tests. employers, overall, report home workers are at least as productive Peter Cheese, chief executive of as other workers and plan to double the CIPD, the professional body the proportion of staff who work from for HR and people development, home regularly once the crisis is over comments in response to the Prime compared to pre-pandemic levels. Minister’s recent press conference on We have a long road ahead to get the return to work. “[The government] Britain back to work, but by engaging announcement signalled that the with staff and taking the time to return to work will increasingly be think through workplace protections, at the employer’s discretion, but businesses will be in a much better consultation with employees is position to bring people back at the essential to ensure they have a say in right time and in the right way.” how and when they return. “It’s vital that organisations consider New CIPD research suggests many the physical safety and mental workers are anxious about returning wellbeing of their people before to their normal place of work. The returning them to the existing survey of 1080 employees by YouGov workplace. They should first consider found: if they can meet three conditions: • One in four (26%) people who’ve Is it essential for them to be in the been attending their workplace workplace to do their job, is it during the COVID-19 pandemic say sufficiently safe and is it mutually their employer is putting pressure on agreed with workers. Even with them to do so those measures in place the return to workplaces must still be gradual • One in five (21%) people who’ve so that social distancing can be been attending their workplace maintained. during the COVID-19 pandemic also say they aren’t satisfied with the “A return to work doesn’t necessarily health and safety measures put in mean a return to the old workplace. place by their employer. A recent survey from CIPD shows
• Nearly half (49%) of people that are not currently attending their workplace are anxious about returning, rising to 57% of people with a non-physical health condition and 48% of people with a physical health condition. • One in ten (12%) workers don’t trust their employer to provide a safe environment when they do return to the workplace. • Commuting is another worry – over a third (35%) of all workers who were surveyed saying they feel anxious about travelling to work. This increased to 60% for those who live in London. • Lack of information is also an issue highlighted by the survey. Just over half (55%) of all workers said their employer had given adequate information about changes regarding a return to the workplace. While less than half (44%) said their employer has adequately consulted with them about returning to their normal workplace. This falls to 28% of people with a disability.
advocate summer 2020 | advogroup.co.uk | 17
advogroup.co.uk |working from home
examples of ADVOGOODNEWS weekly staff newspaper
home working pros & cons
In the spring edition of advocate, at the start of the lockdown, we covered how to support working at home. Whilst initially seen as a temporary measure to abide by Government instructions, it has given rise to a change in mindset with a large number of employers who are now more content for their employees to remain working from home. When considering working from home on a semi-permanent or even permanent basis, there are, however, various factors which need to be taken into consideration. These include health and safety and possible contractual changes. When deliberating upon a new way of working, there are a number of pros and cons to weigh up.
• Skills retention: if employees who • Different working styles may be might otherwise have to give needed to oversee home workers up work for childcare or health and managers may not be able to reasons can continue to work from support them to the same degree. home, their skills and experience • You will be reliant to a high degree are retained. on trusting employees to work • Increased productivity: employees conscientiously and to the same do not have to grapple with the high standard as they would in stresses of commuting and can an office. spread their work time over the • Risk of data security breaches. entirety of the day instead of being Positives: constrained by office hours. • Risk of feelings of isolation and • Reduced overheads: there may loneliness for employees working be less need for expensive office • If you have more employees from home on their own, and they space. working from home, there will be may miss workplace facilities and fewer issues relating to travel to • Team flexibility: geography and the office atmosphere. and from the office. travel time is less of an issue • Over conscientious employees because people can be linked up Potential negatives & hurdles won’t have a “stopping point” to via video conferencing facilities for • Less control over what employees their day to leave their desk team meetings. are doing and losing the team and go home, so may end up • Better motivation: many culture that is prevalent overworking to the detriment of employees are more motivated amongst people working together their health. working from home with the on a daily basis. flexibility this affords.
advocate summer 2020 | advogroup.co.uk | 18
advogroup.co.uk | working from home Working Safely
If you decide to continue the working arrangements from home, you have an obligation to do all you reasonably can to set up a safe system of work and ensure that this is implemented, regardless of where employees work from. There is a general duty to protect employees with regard to the systems of work used to ensure they are safe and without risk to health and safety, and provide information to the employees about this. We would recommend a policy on working from home to highlight the processes and expectations that are required and for all staff to sign to say they have read and understood this policy. If you require a working from home policy do get in touch with advo hr.
Workstation Assessment
The most important concern is a work station risk assessment. Consideration should be given to whether there any health and safety issues regarding the employee workstation and whether your employees have the right equipment to work from home. Employees are likely to have to undertake a work station risk assessment themselves under guidance, and with the employer’s sign off, but the employer retains ultimate responsibility for this. If the risk assessment highlights any concerns either relating to health and safety or something that is required to complete the role (which includes IT support), the employer should fund the equipment or furniture. You may consider providing a budget to employees to buy equipment such as chairs, dual screens and perhaps a sit/stand desk if needed. If you do require any assistance relating to health and safety matters, advo hr work in partnership with Keystone Safety Solutions who are able to provide advice and template risk assessments among other health and safety services. Please do get in touch and we will outline associated costs.
contractual issues if moving to permanent home working If moving towards making working from home permanent either full time or part of the working week, you will need to review staff contracts of employment to identify changes. The areas to consider are: • Place of work. • Hours: employers may require employees to work the same contracted hours or may opt to allow employees to fulfil their contracted hours when it suits them or may require employees to work core business hours with freedom to work the other hours as and when they wish. • Expenses: travel costs to attend the office; telephone, lighting and heating; any increase in insurance to cover working from home. Also, items such as printer paper, ink cartridge, stationery etc... • Security of confidential information. • Consider allowances which are linked to where the person is based for work purposes, for instance London weighting. It may be a controversial point to address, but if they are working from home on a permanent basis in a rural environment, with no need to travel into London, employers may look at consulting with them in respect of reducing their pay if it includes London weighting. This should not be undertaken without careful consideration however, and will almost certainly meet resistance. • Entitlement to holiday, sickness absence and pay, operation
of disciplinary and grievance procedures and other policies should all remain unchanged but operated remotely although the reporting for sickness absence which may need to alter. Any changes to those listed above that form part of the contract of employment will need consultation with affected employees as this forms a variation to terms. Generally speaking, any changes which benefit employees are often agreed to by employees and are often easier to implement. However, any changes to pay or hours that may be viewed as a detriment may be more controversial to implement. As always, advo hr are here to support you through processes such as these. You may wish to consider a trial period of homeworking to see how it operates. You could consider a contractual entitlement to reverse the arrangement should this prove necessary from a business perspective. As always advo is here to help. If you need any support with the issues raised or need wider people support then drop us an email to info@advogroup.co.uk.
advocate summer 2020| advogroup.co.uk | 19
advogroup.co.uk | hiring during a pandemic
hiring during a pandemic: ch
The world of work is changing as we know it. As COVID-19 swept our nat recruitment professionals figured out how they could go about hiring dur The CV Library has surveyed their clients, including in-house and agency recruiters, which has given insights on how companies have adapted their hiring efforts over the past few months.
Improved communication
In addition, 55.1% of respondents say t communication with candidates. This i to the hiring process during the pande Are companies still hiring? candidate-led for many years. Howev The research reveals that 71.1% of organisations are actually hiring less power. In many cases, hiring profession people at the moment; 14.5% are hiring more and a further 14.5% are hiring demand for jobs is outstripping supply. the same amount as they were before the pandemic hit. Looking at the abandon all the hard work they’ve pu quality of applications, one in three (32.9%), say the quality of applications effort in recent years. they’re receiving has got better. One in five (22%) say it’s got worse; while 28% say they’ve stayed the same. Amending job adverts The survey found that 49.3% of hiring p Adapting the hiring process adverts to acknowledge the current si As part of the CV Library study, they asked whether they had made will want to know whether you’re still h changes to their recruitment process in recent months. 83.1% said that adapting. For example, you may inclu they have, with a further 83.8% stating that these are here to stay. So, which lets people know that the hiring what’s changed? taking extra precautions to protect the your teams are working remotely for th Video interviews it than ignore the situation altogether. It is no surprise to find that 87% of hiring professionals have introduced honesty and guidance during this cha video interviews where face-to-face meetings haven’t been an option. Interestingly alongside this, 15.9% say they’ve introduced more rounds of Investing in new technologies interviews to help build rapport with candidates. Treating these types of One in four (26.1%) respondents say th interviews as you would a normal one is crucial. That means preparing in to help manager the process effective advance, avoiding distractions and showing that you’re interested in tools, technology to help you screen a what the candidate has to say. onboarding tools.
advocate summer 2020 | advogroup.co.uk | 20
advogroup.co.uk | hiring during a pandemic
hanging recruitment trends
tions, many businesses made the switch to remote-working; while ring a pandemic.
they’re improving their includes informing them of delays emic. The job market has been ver, there’s been a massive shift in nals now have the upper hand as . This doesn’t mean recruiters should ut into their candidate engagement
professionals have amended their job ituation. This is important as people hiring and how the company is ude a short section in your job adverts g process will be virtual; that you’re e safety of your employees; or that he time being. It’s better to mention Plus, candidates will appreciate your allenging time.
hey’re investing in new technologies ely. This might be video interviewing applicants faster, or even virtual
Introducing virtual onboarding
Finally, one in five (20.3%) organisations are investing in virtual onboarding to bring in new hires quickly and successfully. It’s not an easy time to start a new role; especially when you’re working from home and you’ve never met your colleagues face-to-face. But, armed with the right tools, you can set your employees up for success. Make sure you set out a clear training plan for new starters, including video meetings with people they’ll be working with. There are a number of tools that can help with virtual onboarding; so it’s important to understand what’s going to work for your business.
Hiring during a pandemic
Naturally, the recruitment process was never going to be plain sailing during this time. If it’s taking you longer than usual to hire, then this isn’t a major problem; as long as you’re making the right decisions and not compromising your level of service. There appears to be a general consensus to ‘keep calm and carry on’. The advo group has continued to recruit during lockdown and has adjusted processes accordingly. This has included radically changing onboarding and our induction process. Time and care taken now will pay dividends later with new staff integrating better and being productive sooner. The CV Library has written a whitepaper ‘Hiring during a pandemic: How to futureproof your recruitment efforts’. You can download it by visiting https://www. cv-library.co.uk/recruitment-insight/hiring-during-a-pandemic-whitepaper/
advocate summer 2020 | advogroup.co.uk | 21
advogroup.co.uk |childcare during Covid-19
childcare and working during Cov
As more businesses open and workers return to work schools remain closed and the prob remains. advo hr’s Jess Hall outlines how business should approach takes a closer look at Parents all over the world are adapting to a new way of living during lockdown. Talking from experience as a parent, it’s been one of the most challenging situations during this time.
• task based working only; and
• Time off for dependa unpaid leave unless t • offer the employee any annual leave enhanced paid leave entitlement available to them. Employees can take necessary because o Employers need to be conscious they are breakdown in care a not discriminating against employees and try As an employer there are inevitably off for dependants us and be as flexible as they can. Particularly if employees who have encountered issues couple of days, beca the employee is a woman with children, as with childcare during the pandemic which allow you time to org being treated negatively or being forced to are outside the employee’s control and as a your dependant so m take unpaid leave as a result of childcare result may have an impact on the business. term solution. If social responsibilities could potentially amount So, what are the employer’s rights and what relaxed, the employe to indirect sex discrimination, as generally can you do to support your employees in to argue that the em childcare responsibilities impact women these circumstances? eligible for time off fo more than men. Therefore, employers should because they can no not make employees take unpaid leave If there is an option for the employee to work alternative childcare. when it could otherwise agree to more from home then they should. Some schools flexible arrangements. Having said that the • Ordinary Parental Lea and nurseries are open, or planning to employer does have the right to expect unpaid unless the Co open, but parents currently have the choice that employees are devoting their attention enhanced pay. There whether to send their children back when to working rather than looking after their and notice requireme schools or childcare are open. children if they are getting paid. potentially take up to child per year. Employers need to consult with their Employers should also consider whether an employees and consider their situations employee or a member of their household Please check your cont prior to taking any action and should has been advised to shield. If the flexible handbooks relating to h consider the following in these exceptional options above are not possible, the following above policies. circumstances: could be considered: There are many factors • whether it is possible for the employee • If the employee cannot continue to be thought about to to work from home or essential for them to working because of caring or childcare and everybody’s circum return to the workplace; responsibilities as a result of coronavirus, different. These are exc you can furlough them. Although the • whether the employee has childcare employers will need to b latest employees could be furloughed for available; adaptable as possible. the first time was 10 June so this would only • their personal circumstances; apply to those who had been furloughed If you would like more su for a minimum of 3 consecutive weeks • whether they could adjust the times the your employees then dr and that this furlough leave started no employee works or working patterns, to advohr@advogroup.co later than 10 June 2020. suit alternative childcare arrangements and balance work and childcare;
advocate summer 2020 | advogroup.co.uk | 22
vid-19
blem of childcare t the problem.
ants leave – this is the Company offers e in this situation. time off which is of an unexpected arrangements. Time sually lasts only a ause it is aimed to ganise the care of may not be a longl distancing rules are er may be able mployee is no longer or dependants ow arrange .
ave – this is normally ompany offer e are eligibility ents but parents can o 4 weeks leave per
tracts and staff how you handle the
here which will need find the best solution mstances will be ceptional times and be as flexible and
upport to care for rop advo hr a line on o.uk
advogroup.co.uk |flexible working
an increase in flexible working Flexible working, in light of the enforced working from home, is set to increase. Also with those with caring responsibilities may put in flexible working requests as children return to school. Flexible working, in light of the enforced working from home, is set to increase. Also with those with caring responsibilities may put in flexible working requests as children return to school. Whether children are starting school for the first time, moving into a new school year or starting at secondary school, all are major changes, not only for the children themselves, but also for those around them. It is important that employers consider what support they can provide parents and carers who will have children attending school in September. Employers who are supportive during stressful periods of time, may help to keep employees engaged and happy at work, which in turn can help reduce the impact on the business. Here are suggestions for consideration ahead of September. Discuss the situation in advance as speaking to employees prior to the academic year beginning will enable both sides to plan accordingly. This should help to reduce any stress in the lead up to this time. Discussions should cover what the employee plans to do and should highlight any areas of concern that may require the parent or carer to be absent from work, or other options to work in a more flexible way.
Changes to ways of working
You may find that you receive more requests for flexible working because the pandemic has demonstrated that far more people than might previously have been considered are perfectly able to work from home. It may also be more difficult for businesses to decline flexible working requests relating to home working because of this.
Given the time of year, you may see an increase in employees wanting to reduce their hours to coincide with the school day. Employees who have worked with you continuously for 26 weeks are entitled to put in a flexible working request. Full consideration needs to be given to any request and there should be good, valid business reasons not to grant these. Those employees who work flexibly may have reduced absences, improved well-being and a higher job satisfaction due to a better work-life balance. Therefore, it is vital that these requests are considered fully and in line with your Flexible Working policies, as this can benefit both employees and employers.
Annual Leave
There may be a need for employees to book annual leave to support their children as they go back to school. It is important that all of your employees know the holiday request procedures especially if this has changed whilst working remotely and that mangers respond to any requests in a timely manner. Holiday requests will usually be on a first come first served basis so employees should be aware of this and encouraged to put in any annual leave requests as soon as they can to avoid disappointment. Here at advo we have an absence management portal which allows employees to book, and managers to authorise holiday. Existing advo hr clients have access to this portal for no extra fee. If you would like a demo of the absence management portal please do get in touch.
advocate summer 2020 | advogroup.co.uk | 23
advogroup.co.uk |workers want vaccine s
advocate summer 2020 | advogroup.co.uk | 24
advogroup.co.uk | workers want vaccines
UK workers want vaccine or antibody test before returning to work With lockdown measures easing and office spaces starting to open again, new research reveals that over a third of those who have been working from home during lockdown want a vaccine or an antibody test before returning to the physical workplace. The research(1) from Canada Life highlights that although four in ten (41%) are feeling positive about getting back into the office, 28% are concerned about it - increasing to 36% among women. And almost a fifth (17%) think that despite the official Government alert level dropping to three, it will be several years before working practices return to normal - or they won’t ever go back to how they were preCOVID-19. Of those who have been working from home, the other measures they’d like to see implemented include routine temperature checks (18%), regular Coronavirus testing in the office (21%) and physical changes like socially distanced desks (22%). However, they would also like the option to work from home when they want to (31%), while a quarter (23%) want to be given the choice as to whether they return at all to the physical work environment.
more concerned about returning to the office than their male counterparts:
hoping for a vaccine or antibody testing before they get back into the workplace.
Looking at the positives
“But as anyone who may have spent the last few months working from a single bedroom flat will testify, a return to the workplace will come as a welcome relief alongside all the social benefits that brings. Concerns have been raised(2) by psychiatrists that we face a tsunami of mental health issues and so a return to the workplace, noting work has been proven to be beneficial for mental health, will be welcomed by many who rely on the challenges of daily work and the social and support networks.
Despite the challenges of a return to the office environment, having access to teams and management (18%), getting back into a routine (16%), having fewer distractions (13%) and improved mental health (12%) are among the things workers are looking forward to returning to the workplace for. Paul Avis, strategic proposition director, Canada Life group insurance said: “Workers are unsurprisingly anxious about returning to the physical workplace. After such a long period of time working from home, many of us have developed new ways of working and fallen into new routines. And while lots of workers are looking forward to getting ‘back to normal’, many feel like the ‘new normal’ will never be the same as it once was.
“Employers have a clear responsibility to ensure their workers feel safe returning to the workplace and are given the time and support they need to feel comfortable doing so. Employers can access the resources and tools available to them to help ensure a return to the workplace will be as positive an experience as possible.” advo was one of the first UK intermediaries to organise COVID testing options for employers.
Despite the fact that women are most looking forward to being out of the house again (26% vs 18% of men), female workers are generally
With the pandemic changing the way we’ve lived our lives over the past four months, I’m not surprised that some are understandably
Notes: (1) Source: research among 2,000 UK adults, of which 624 have been working from home during lockdown 3rd July – 7th July 2020, conducted by Opinium Research. (2) Source: https://www.bbc.co.uk/news/ health-52676981
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advogroup.co.uk |salus: working with advo
accepting the high risks advo is always looking at ways to improve our client experience, but we know we cannot be all things to all clients, which is why we work with a select number of strategic partners. Salus is one of these organisations which brings a wider skillset. Salus pecialising in difficult to place insurance health risks, mainly for the wealthy and business owners, and with their own in-house underwriting team, they can offer better solutions for those clients, where their riskprofile falls outside of the norm. We talk to Steve Lawless, founder and leading partner of Salus, on his organisation and where it can add value to a relationship with advo.
Our in-house head of underwirting and claims, Jerry Brown (ex-head of underwriting at Swiss Re) is adept at getting the very best terms possible for our mutual clients. We make sure that the experience, from a client perspective, is as low touch as possible; while offering the most effective mechanism to getting cover. Our process ensures the fastest and most efficient of outcomes. As Jerry says, “Our process ensures there are few surprises”.
the Middle East and seen how brokers accessed the US market, I saw that the client journey was transacted differently out there. Where the broker was much more responsible for the entire underwriting journey. Not what I had observed in the UK market previously, and in a previous role at Old Mutual, as UK head of bank distribution.
Having decided to start Salus and having gone back to London as the base, I then worked closely Q. Who are SALUS? with many of the private banks Salus Life International is a UK FCA We often work with high value and client tax and legal advisers, regulated life insurance broker SME’s and are adept at getting to assess the problems they were business. cover for clients extremely fast. having in getting high value risks Sometimes corporate deals are placed in the market. This led We are specialists in placing reliant on our ability to act quickly. to our hiring Jerry and working high value and complex risks. hard to perfect our process and A boutique insurance broker, We are very internationally approach to underwriting, client providing a market-leading minded and experienced. That on-boarding, and advising, within service to high net worth and is also crucial in high value the FCA framework; while still ultra-high net worth individuals insurance, as clients come to us keeping the process as tight and and business owners. from all over the World. easy as possible from the client’s side of things. We operate differently to the Q. Why did you set up SALUS? established broker community in After 18 years at Old Mutual and Q. Who do you work with? that we fund for and manage all particularly my final role as Global The vast majority of clients we relevant client medical, lifestyle Head of High Net Worth Sales, work with are introduced by our & financial data ourselves. This I saw the market changing for professional connection contacts. is with the insurers’ approval as HNW clients Globally. The ability These are mainly based in the UK, our process is fair, yet we retain to structure money and shelter Switzerland, the Middle East and control on behalf of our clients. from taxes becoming extremely the Far East; and are a mixture of We then negotiate on our difficult, while the increase in Solicitors, Accountants, Private client’s behalf, and as a result we wealth creating greater need Banks, Trust Companies, Family dramatically simplify the process for planning, and particularly Offices and Independent or while ensuring best terms. succession planning. Having External Asset Managers. worked extensively in Asia and
advocate summer 2020 | advogroup.co.uk | 26
advogroup.co.uk | salus: working with advo Q. Who would you say are the clients you tend to be able to help? • UK Resident and Domicile Clients owning large estates with potential IHT issues. • UK Resident Non-Domicile Clients who need to cover potential UK IHT liabilities. • Clients who need cover fast for corporate deals. • SME Senior Management & Board Members with their personal protection needs separate to that of their businesses. • Any wealthy UK Resident clients who need Life Insurance or Critical Illness policies to protect their family from unforeseen events. These are often relatively young high earners. • Businesses who need to protect key person risks. • Business owners / LLP Partners who need to protect their shareholding for their family in case of death. • International clients who are exposed to UK IHT via UK Property ownership. • International clients requiring very high levels of Life cover: either for local death duties or to create a pool of liquid funds available to their families upon death.
of cover. That has relaxed somewhat, but still it is harder than it was. • We have not seen a significant rise in the price of either life insurance or critical illness cover. The insurers are more circumspect in how much cover they offer and to who, but the price if you can get the cover is still fair. It is Salus’s job to pull out all the stops for clients introduced by the Advo Group and its partner businesses to get them the cover they need at the right price. Life Insurance is an incredibly important and fundamental building block for most client’s holistic financial plans. For younger clients it’s to protect their families, and for older, and particularly for wealthy clients, it’s the perfect succession planning tool. Getting cover at the levels we deal at is highly complex and takes an awful lot of specialist work, and medical knowledge. Specialist advice and help is paramount, and even more so during the Covid-19 pandemic. We at Salus are delighted to work alongside the Advo Group, who seek out the best solutions for its partner businesses.
Q. Has Covid-19 and the lockdown had any effect on your business? The net effect from Salus’s and our client’s Life Insurance on-boarding perspectives is as follows: • Demand is up. We’ve particularly seen very large gifts being made and clients (or the recipients of the gifts) looking to protect the potential IHT liability on that gift (when a PET), while the 7-year taper reduces. •
Clients are generally more aware
that they were previously not covered adequately. • Succession planning and people
Steve Lawless, SALUS Founding Partner
wanting family protection is simply more front of mind for many clients. • Supply is down. For a while it was pretty much impossible to get high levels
advocate summer 2020 | advogroup.co.uk | 27
advogroup.co.uk | a mindset shift
a mindset sh Vitality’s CEO, Neville Koopowitz: A mindset shift is needed to improve
The pandemic has thrown into focus significantly increased the risk of Covid-19 death. People with a BMI of an urgent need to improve the over 40 face almost double the risk nation’s health, writes Vitality CEO. Last week, headlines have been dominated by the launch of the government’s new obesity strategy which includes a raft of measures that aim to help get the nation fit and healthy and relieve pressure on the NHS. These plans include a ban on unhealthy food adverts and buy-oneget one free promotions, as well as more detailed nutritional and calorie labelling.
of death from Covid-19, relative to those who have normal body weight. Vitality’s own member data also found that those who participated in regular exercise had a significantly reduced risk (up to 28%) of admission to hospital from Covid-19, all other things being equal. As such, the case for action on obesity and levels of activity has never been stronger. Changing behaviours and attitudes towards health is not a simple task and it will require action from the government, businesses and individuals to drive a crucial mindset shift which moves from an inactive life to a focus on long-term healthy choices.
Obesity has become an urgent health crisis in recent years as the condition puts people at greater risk of serious illnesses, such as type 2 diabetes, heart disease and even cancer, putting considerable strain on the NHS. Indeed, figures from NHS Digital show more than At Vitality, we’ve seen success by 11,000 hospital admissions were directly using the power of incentives to motivate and reward our members attributable to obesity in 2018/19. for making positive choices that make them healthier. We do this by offering The health crisis has been pushed further into the fore as research shows it reduced insurance premiums (at is now the second biggest risk factor for renewal) and rewards with partners like hospitalisation from Covid-19, and that Apple Watch, Caffè Nero and Waitrose this risk grows substantially as a person’s - incentivising and offering discounts to those who adopt healthy behaviours BMI increases. and habits such as practicing mindfulness, being active or eating a The OpenSAFELY study published in healthy, balanced diet. Nature (8 July), analysed more than 17m NHS patients, finding that obesity
Bridging the gap
We’ve tested its effectiveness too One study, published in the NPJ D Medicine Journal, found on avera participants taking part in the Vita Active Rewards Programme com an extra month’s worth (34 days) exercise annually when given sho rewards. In addition, all participa saw their risk of mortality decreas for previously low-active member for medium-active members and from previously high-active memb
This shows how incentives can he bridge the gap between educat and action. Often people have t motivation to do more exercise, improve their diet or reduce their alcohol intake but they fail to tran this into reality.
Offering incentives gives people extra nudge. It’s important to stre that the changes people adopt d need to be significant in order to significant results.
Ultimately, prevention is as import as cure when it comes to our hea With the right education and ince in place, people can choose to b healthier both physically and me It is just up to us all to make this a
Figures from NHS Digital show more than 11,000 hospital admissio were directly attributable to obesity in 2018/19 advocate summer 2020 | advogroup.co.uk | 28
hift
advogroup.co.uk |a mindset shift
nation’s health
o. Digital age ality mpleted ) of ort term ants se: 7% rs, 5% d 3% bers.
elp to tion the
r nslate
that ess do not heed
tant alth. entives be entally. reality.
Neville Koopowitz CEO of Vitality UK
“
With the right education and incentives in place, people can choose to be healthier both physically and mentally
”
ons This article article originally appeared in COVER magazine
advocate summer 2020 | advogroup.co.uk | 29
advogroup.co.uk | thanks for reading
find every copy of advocate magazine online at issuu.com/advogroup issue #33 spring 2020 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. .The Spring 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 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. In employee benefit news we focus on eyecare, an often forgotten, but nonetheless important, staff benefit.
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
don’t miss a copy, subscribe to our issuu channel... its 100% free! advocate summer 2020 | advogroup.co.uk | 30
advogroup.co.uk | the advo group
advogroup empowering people solutions
advo: solutions for the future, delivered today, protecting tomorrow. an award winning advisory delivering linked services
advo benefits: advise | engage | reward
employee benefits independent advisory services with dedicated account management across a range of health, wellbeing and risk insurance
advo online simple and secure advo online gives small to medium-sized employers a useful tool to manage and communicate employee benefits effectively
payroll & auto-enrolment we make running payroll and payrolling of benefits simple helping clients to remain compliant ensuring employees and their benefits are paid correctly and efficiently
HR & training services all the protection and advantages of an in-house HR and training team ensuring compliance with legislation while supporting best employee practice and performance
advo sis (success in systems) award winning and innovative, our technology is designed, built and managed in-house enabling us to provide clients with good value systems for both employer and employee
advo personal protection solutions
private clients award winning advisors of personal protection both UK and overseas recognised for quality of advice and ongoing service each and every year
advo has a reputation for cost control, innovation and customer service excellence. Having been recognised as the UK’s ‘best’ advisory firm by our peers on numerous occasions we have the best people supported by linked technology that gives control.
advocate summer 2020 | advogroup.co.uk | 31
advogroup empowering people solutions
advo empowering people solutions
‘changing times’ 2019 CIPD HR Software exhibition 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