Advocate magazine winter 2018

advocate the magazine from the UK’s leading business advisory

cover feature

GDPR: a force for good or more red tape? page 6.

page12.

what are the best employee benefits? page 24.

advo’s marathon runners

Issue #24 winter 2018

Employee Benefits

Private Clients

Payroll

HR & Training

advogroup.co.uk | who we are

natasha gunning account manager

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

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

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

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

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

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

Speak to us for: • UK and overseas employee benefits • employee benefit and payroll technology platforms • staff wellbeing and wellness programmes • HR consultancy and support • payroll & auto-enrolment solutions • private client protection insurance t: 01622 769210 e: info@advogroup.co.uk w: advogroup.co.uk

advo supports

advocate winter 2018 | advogroup.co.uk |02

advogroup.co.uk | what’s inside issue #24

“

raising money for ellenor

”

what’s inside issue #24 Welcome to the winter 2018 edition of advocate, the quarterly magazine from advo.

In this edition, we look at how the partnership with our chosen charity, ellenor, has become part of the advo daily life with the wide range of staff initiatives that have raised thousands of pounds in 2017.

We announce the 2017 ‘advonian’ of the year and other award winners, and focus on two marathon runners who are taking to the streets of Brighton and London later this year.

There is a closer look at what benefits work for employers, why they invest in them and what is popular with staff.

Keeping with the benefits theme we highlight an important benefit often overlooked,

eyecare, and how it can better support your overall health.

With one of the biggest structural and organisational changes coming in 2018 with the implementation of GDPR we ask whether it is a force for good or just more red tape, advo’s operations director also gives her 5 tips on how to make the transition easier.

We also look in more detail at some of the ground breaking stories around parental leave, mental health issues in the workplace and the reversal of tribunal fees.

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

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

larry bulmer

gill mateo

kevin crew

colin boxall

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

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

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

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

lbulmer @advogroup.co.uk

gmateo @advogroup.co.uk

kcrew @advogroup.co.uk

cboxall @advogroup.co.uk

ceo

operations director

it director

commercial director

advocate winter 2018 | advogroup.co.uk | 03

advogroup.co.uk | contents

contents

ISSUE #24 | winter 2018

advo news Page 06

| advo at ellenor’s Great Gatsby Ball

Page 10

| advo raising money for ellenor

Page 11

| advonian of the year

Page 12

| advo’s marathon runners

Employee Benefits news Page 14

| what are the best employee benefits

Page 18

| employers blind to the benefits of eyecare

Legal & operational news Page 22

| GDPR: a force for good?

Page 28

| reversal of Tribunal Fees

advo at ellenor’s Great Gatsby Ball page 6.

Health & other news Page 20

| diabetes and healthy eyes

Page 21

| diabetes - some facts

Page 25

| embrarassed about mental health

Human Resources news Page 26

| revolutionary approach to paternity care

what are the most popular and valued staff benefits? page 24.

advocate winter 2018 | advogroup.co.uk | 04

advogroup.co.uk | contents

raising money for ellenor

advo’s marathon runners

page 10.

page 12.

are employers blind to the benefits of eyecare?

GDPR: A force for good or just more red tape?

page 20.

page 28. advocate winter 2018 | advogroup.co.uk | 05

advogroup.co.uk | Great Gatsby Ball

advocate winter 2018 | advogroup.co.uk | 06

advogroup.co.uk | Great Gatsby Ball

advo at ellenor’s Great Gatsby Ball ellenor, the Kent based charity that was recently rated as ‘Outstanding’ by the Care Quality Commission, held its Great Gatsby Orange Ball at the Sheraton Grand Hotel in London’s Park Lane.

In an evening steeped in 1920’s glamour advo were hosts to clients, insurer partners and advo staff who have worked hard in supporting the ellenor charity throughout 2017.

in their own homes wherever possible. advo staff chose ellenor to be their charity of choice and the Gatsby Ball is just part of a long-running campaign to raise money.

genetic conditions, brain injuries and a number still undiagnosed.

The support ellenor offer is free to families.

The cost to ellenor to provide care is just under £7 million, of which only a fraction One of ellenor’s ellenor are a Hospice is covered by the NHS celebrity patrons, Phil charity caring for with the rest of the Spencer, welcomed families facing money fundraised by everyone to what terminal illness. They the local community was to be a fantastic care for the whole and businesses. Of evening raising family – patient, the money raised money for this wellsiblings, parents 93p in every £1 goes deserved charity. and grandparents directly on patient offering a wide range care.

Other celebrities of services including bringing some glitz palliative care, pain advo has already to the evening management, respite participated in a included Good care, chemotherapy, wide number of Morning Britain host counselling, events supported by Charlotte Hawkins, physiotherapy, music staff which has raised also an ellenor and play therapy. many thousands of patron, who was pounds, during 2017. joined by her Strictly One of ellenor’s In addition staff have Come Dancing main focus is care for given their own time partner Brendan children. This is done in helping to run and Cole who both gave wherever possible support events such an impromptu turn in the patient’s as ellenor’s recent around the dance own home, even Children’s Christmas floor. chemotherapy, party. helping to reduce The evening was hospital visits. advo has a number a great success of planned events raising a magnificent Currently ellenor in 2018 to support £53,652. looks after around ellenor including 150 children across running two ellenor’s aim is to Kent from newborn marathons. help families facing to aged 19. Around terminal illness stay a quarter of these together enabling children are facing people to be cared cancer with the for and end their lives remainder complex

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advogroup.co.uk | Great Gatsby Ball

Lucy Irvine with Axa PPP Health

John Lloyd from Syniverse with Charlotte Hawkins

Roanna Blacklock from Kinleigh Folkard & Hayward with ellenor patron, Phil Spencer

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advogroup.co.uk |Great Gatsby Ball

hcare’s Pete West, Amy Jones and Colin Boxall

Charlotte Hawkins, an ellenor patron, joined by her Strictly Come Dancing partner Brendan Cole, giving a spur-of-the-moment turn around the dance floor

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advogroup.co.uk | raising money for ellenor

raising money for ellenor

halloween

advo has been raising money for ellenor since July last year when they became our official charity partner. Since this time advo staff have risen to the challenge and supported a wide range of money-making activities. Fund raising started with a wet summer Barbeque followed by advo’s Sports day. There was then a Quiz night, and in October a staff Halloween party at our Maidstone office. In November advo supported ellenor’s Great Gatsby Ball where staff and clients were all entertained. In December we had our own ‘Bake off’ where staff followed the challenges each week matching the TV show. Later in the month staff supported ellenor families at the Christmas Children’s party, an annual event where children get to meet Father Christmas and have some early Christmas fun. Some of advo’s insurer partners have also donated money. The thousands of pounds raised in 2017 will, we are sure, be exceeded in 2018. Current planned events include the Brighton and London marathons.

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advogroup.co.uk | advonian of the year

‘advonian’ of the year advo held their annual ‘Oscars’ recently where staff were recognised for achievements during 2017.

The awards are to recognise those members of staff that had gone above and beyond what would be considered advo’s usual high standards and some less serious achievements including awards such as ‘best comedy moment’ and ‘happiest employee’.

Ellie was awarded a large cash prize by advo’s Operations Manager, Lucy Irvine.

The ‘Best Comedy Moment’ is always a very popular award as it recounts the funniest moments of the year. The 2017 award was You can read about Ellie’s journey won by Commercial Director, at advo in the autumn edition of Colin Boxall and Jenny Durling advocate magazine. for Colin’s ‘opting out’ of a conversation with Jenny on a A special mention should also be return flight of the advo company The two main awards were ‘star made for Maddy Carter who was convention to Budapest. Colin of the year’ and ‘advonian of the voted by her peers for both the was entirely unaware that he had year’, the first voted by managers ‘Most Inspirational Award’ and the inspired this year’s award leading for the member of staff they ‘Getting Involved Award’ for her to apologies and embarrassment. believe has contributed most to attitude and approach both inside Many comments from advo staff the group in 2017 and a similar and out of work. confirm that this award was ‘richly award voted purely by advo staff. deserved’.

The Outstanding team award In hotly contested categories, went to employee benefits’ The advo directors would like to and following on from last year’s Account Support. express their thanks to all staff tradition, both the advonian of in their continued support and the year and star of the year were Best Newcomer award was won excellent levels of commitment to won by the same person, Ellie

by Ashley Lazenby. ensuring clients are well supported.

Sultana.

award winners (from left). Kevin Crew, Colin Boxall, Jenny Durling, Ellie Sultana, winner of advonian of the year, Ashley Lazenby, Victoria Hackshaw, Chloe Luff, Annabelle Vuong, Maddie Carter and ‘Jag‘ Dosanjh

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advogroup.co.uk | marathon runners

Jamie and Amy are both running marathons in aid of ellenor, advo’s chosen charity. Both are novice marathon runners and both moved to help ellenor raise money. We look at what has been their movitation and how they are both approaching this challenge.

Jamie Tuffield Jamie is an advo senior account manager and will be running the Brighton marathon on 15 April 2018.

Have you ever done anything like this before?

I’ve done a half marathon before, but really struggled in the heat.

I’ve never run anywhere near a full marathon distance.

What made you decide to put yourself forward for the event?

A marathon is something I’ve always wanted to do. I always struggled with running when younger so wanted to challenge myself to run a full marathon. I’ve never had a good cause to run for as well, so the opportunity to run for Ellenor really brought the two together!

What is your training regime?

I’m doing 1 short interval tuning day, one medium distance and one long run a week, with a few short runs in between as and when I can.

What motivates you to get out in the cold and train after a long day at work? Getting a great pace and making sure I can run the whole way.

What has been the most surprising thing to you about marathon training? That I actually really enjoy the longer 10+ mile runs as a stress reliever listening to music and enjoying running through lovely countryside.

Is there any particular music which motivates you whilst training? 80’s rock ballads. mainly Survivor. I now know all the words to the Eye of the Tiger and I Want to Know What Love is, by Foreigner from start to finish.

What is your biggest fear on the day? Doing a ‘Paula Radcliffe’ or getting rubbery legged on the final straight as the family watches on.

What time are you hoping to complete the marathon in?

I’m hoping sub 4 hours, but anytime lower than 4 hours 30 I will be happy.

What’s the first thing you plan on doing after the marathon?

Having a lie in on a Sunday rather than going out for a long run!

Do you have any tips for any fellow marathon runners who are currently training? Just stick with it and be motivated by seeing your running time get better each week.

Jamie’s Just Giving fundraising page is www.justgiving.com/ fundraising/j-tuffield

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advo’s marath runners

s hon s

advogroup.co.uk | marathon runners

Amy Jones Amy works in advo’s operations department and will be running the London marathon on 22 April 2018.

Have you ever done anything like this before?

I have only ever run a 10 km race, but that was in 2014 and before the birth of my second child, so training for the marathon is a real challenge!

What made you decide to put yourself forward for the event?

I had always thought that running the marathon would be an amazing challenge and it is difficult to get a place, I couldn’t let the opportunity pass me by.

Being asked to run on behalf of ellenor is an honour, I have seen first hand the fantastic care they provide and I am very proud to be supporting such a deserving local cause.

intensive as I expected, I thought you would need to run 6 out of 7 days but they recommend a day rest in between runs on the 16 week plan - for which I am very grateful!

Is there any particular music which motivates you whilst training?

My playlist is upbeat and about 90% female artists – I think I am trying to channel girl power to get me through the race. Little Mix have helped me through many a difficult mile!

What is your biggest fear on the day?

Falling and creating a domino effect, a runners pile up! I also worry about injuring myself in What is your training regime? training and not getting to the I am following the Virgin 16 week start line, letting people down. plan which is aimed at beginners, although I began earlier than What time are you hoping to 16 weeks in advance, so I have complete the marathon in? adapted it slightly. At the I will be relieved just to finish on moment I am doing 1 short run, 2 legs to be honest but ideally I 1 tempo run and 1 long run per would like to finish sub 4.5 hours, week, currently around 10 miles. although I would still be happy I also add at least one core with sub 5 hours, strength session in per week.

What’s the first thing you plan on What motivates you to get out doing after the marathon? in the cold and train after a long Have a glass of something day at work? bubbly to celebrate! And I actually really enjoy running probably some cake. out in the cold, even in the rain as it really helps to clear your Do you have any tips for any mind and I feel quite uplifted fellow marathon runners who are afterwards. It’s running on the currently training? treadmill in the gym that I really Don’t underestimate how struggle with and so I try to focus important your core strength on improving on my personal work is, especially when you start best and that spurs me on. the longer runs.

What has been the most surprising thing to you about marathon training?

That the training is not as

Amy’s JustGiving page is www.justgiving.com/fundraising/ amy-jones90

advocate winter 2018 | advogroup.co.uk | 13

advogroup.co.uk |the most popular staff benefits

what are the most popular and valued staff benefits?

Group risk insurer, ellipse, has released new research that shows what are considered to be the most important and popular benefits for both employers and their staff. Of the 1001 employers contacted by ellipse two thirds (63%) provide benefits to their staff. Of those who don’t give employees benefits over half (56%) cited cost as the main reason. Only 12% believed they did not add value.

What are the most commonly offered staff benefits?

The top five benefits offered by employers are a workplace pension, childcare vouchers, cycle to work scheme, private medical insurance and life insurance.

Providing private medical insurance, the next most popular employer-paid benefit, suggests employers are taking an active role and interest in their employees’ health. Fit and healthy workers make for more productive workers.

although there are some industry variations.

Companies within the information and communications industry are most likely to provide income protection (27%), followed by financial services and insurance (18%) and then wholesale and retail trade (17%). Companies within the arts, entertainment and recreation sector are least likely to offer it (2%).

As well as being the least popular benefit offered by employers, just 9% of employees surveyed said they thought of income protection as a valuable product suggesting a lack of The most common group risk understanding of its true value product provided is life insurance, in the face of a longer-term with the financial services and illness or disability. insurance industry being the most likely group of employers to While life insurance is the most provide it for their staff. commonly provided group risk benefit (life insurance, income This industry also offered critical protection and critical illness), illness insurance and income 74% of employers surveyed still protection more commonly than do not provide it. the average.

This is higher among smaller This is perhaps due to better employers, as 85% of those awareness of financial products surveyed with less than 25 and a competitive employment employees do not provide any market where benefit packages cover. have become commonplace.

For those that don’t offer any Interestingly, income protection is group risk benefits, perceptions the least popular benefit provided of a high cost is the main by employers surveyed, despite reason for not taking out cover. its obvious benefits to employees, 32% of employers said they

advocate winter 2018 | advogroup.co.uk | 14

suspected these products are too expensive, the most common reason for not providing the cover.

“

advogroup.co.uk | the most popular staff benefits

advocate winter 2018| advogroup.co.uk | 15

advogroup.co.uk |the most popular staff benefits This lack of knowledge suggests there is a pressing need to educate and inform employers over the value and cost of cover. While cost perception is clearly an issue for many, nearly a quarter (24%) of employers said they had actually looked into the cost of providing income protection, but found it too expensive to provide. As short term products paying benefits for 2, 3, 4 or 5 years become increasingly popular, these employers may reconsider, as the cost is considerably less than traditional products that pay to retirement.

Some cover is clearly better than none, especially as all products generally include additional services such as early intervention, rehabilitation support and employee assistance programmes.

What are the most valued staff benefits?

While the benefits employees value vary by their age and the industry they work in, generally speaking there are few discrepancies between what employees value and what employers think their employees value. This suggests employers are in touch with their employees’ needs.

22% of employees working in construction valued private medical insurance, whereas only 12% of those working in wholesale or retail did. Instead they preferred a retail or leisure discount scheme (24%), which was only valued by 12% of construction workers.

There are also notable differences in the most valued benefits by age. Employees aged 16-24 valued a workplace pension and private medical A workplace pension was voted insurance the least of all the the most valued benefit by both age groups, instead rating employers and employees, a retail or leisure discounts followed by private medical scheme and gym memberships insurance. more valuable than other age groups did. Despite a low Employees recognise the score, a workplace pension importance of having life still remained the most valued insurance by voting this as benefit for 16-24 year olds, their third most valued benefit. followed by a retail or leisure Preferences do differ by discount scheme. industry though. For example,

Employees aged 25-34 and 3544 valued their pension, private medical insurance and life insurance higher than younger employees.

23% of employees aged 45-54 and 28% of employees aged 55+ said they most valued private medical insurance after their pension.

In fact after a workplace pension, life insurance was the most valued benefit for these age groups, reflecting the typical need for life cover when buying a property, getting married or starting a family.

This compares to only 12% of the This is understandable as 16-24 age group. whether small or large, rewarding and looking after This is perhaps as expected as staff leads to increased older workers tend to be more retention for employers. health conscious.

advocate winter 2018 | advogroup.co.uk | 16

Overall the benefits employees’ value most vary by industry type and the age group of the employee, but not by size of the company.

advogroup.co.uk | the most popular staff benefits Why do employers buy Staff benefits for their employees?

28% of employers said the main reason they provide benefits is to reward their staff for their

efforts, suggesting they prioritise existing staff over possible new recruits.

Attracting new talent (21%) was the fourth highest reason for providing benefits.

How are staff benefits communicated?

Poor communication is a potential waste of money as staff lose track of the benefits they are entitled to. This also Communication results were leads to poor usage of the consistent across all employers. extra support services offered A third of employers (32%) claim alongside many products, as to communicate benefits to most employees are just not their staff at least once a month; aware. a good level of communication which was confirmed by the Small companies also employees surveyed (34%). communicate less. Just 17% of micro businesses with 1-5 However, research showed 28% staff remind monthly about of employers only communicate the benefits available, and with their staff once a year. nearly a quarter (24%) never

While economic arguments about attracting and retaining the best staff for the business are of course important, the ellipse research shows that employers are concerned with rewarding their staff and doing the right thing.

communicate. This compares with 35% of companies with 250+ staff who communicate monthly and only 3% who never communicate.

Almost half (47%) of employees said their employer communicated with them via email, followed by the company intranet (35%), then verbally by their manager (27%). The least popular way of communication., although this is most likely due to low take-up of this tool in businesses.

28% of employers only communicate with their staff [over their benefits] once a year advocate winter 2018| advogroup.co.uk | 17

advogroup.co.uk |blind to eyecare

Despite ov of providin type of pro

Employees spend they regularly suf vision, an obviou

The scale of the po shown by figures th corrective eyewea surgery (1). Also tha have never had an

Under current legis duty-of-care for em Health and Safety providing access to employees who us or VDU. Few emplo further that the sta additionally eye ex signs of vision prob health conditions b increasing product for employers. 123 per year across Eur

What is often not re benefit to your gen can come from a r

A routine visit to the detect signs of serio including diabetes cholesterol and in s serious conditions s

An eye exam can detecting diabete health concerns. Fi can give a better c damage through e management.

are employers blind to the benefits of eyecare? advocate winter 2018 | advogroup.co.uk | 18

advogroup.co.uk | blind to eyecare

verwhelming evidence of the importance and relevance to staff ng eyecare support very few UK businesses directly invest in this otection for their staff.

d an average of 2,740 hours (or three-and a-half months) every year staring at a screen, with 90% saying ffer from screen fatigue-headaches, sore or tired eyes, and problems with close-up and long-distance us problem that can affect performance and profitability.

otential problem is hat 74% of people wear ar or have had laser at 1 in 10 British adults n eye examination(2).

Diabetes is an illness that is estimated to per year in the UK, while the cost due to cost £8.4 billion per year in absenteeism(4). early retirement is £6.9 billion(4).

Every two minutes, a person in the United Kingdom is diagnosed with diabetes(1) Suzanne Randall, Market Director (UK and Ireland) of vision benefits provider, VSP, New estimates by the International commented, slation employers have a Diabetes Federation show that one tenth mployee eye tests under of the world’s population will be affected “With all the challenges facing UK Regulations. This includes by the disease by 2040. As those living with employers with staff wellbeing and o free eye tests for all diabetes continue to struggle with the toll it se a visual display screen, takes on their health and overall wellbeing, benefit engagement, poor vision doesn’t have to be one of them. oyers however go any it’s easy to overlook an important atutory minimum despite preventative health care tool that can Offering vision care provides an xaminations detecting help detect diabetes earlier and lead to affordable, high-value eye care blems and wider better health outcomes: a comprehensive benefit for employees which can before they advance, eye exam. help improve productivity, health tivity and saving money and wellness, and employee Million workdays are lost This seemingly simple eye examination engagement.” rope(3). is critical as diabetes, as a disease, causes spikes in blood sugar that weaken According to Eyecare Trust, one in 10 ealised however is the and damage blood vessels over time, British adults has never had an eye exam. neral overall health that a symptom that often shows up first in Others wait until there is a change in their regular eye exam. the swelling, leaking, and bleeding of vision, forgoing the preventative benefits. capillaries in the retina in the back of the Estimates indicate that there are 1.1 million e optician can help eye. Damage accumulates over time, people in the UK with diabetes who have ous health conditions leading to blurred vision and, in some yet to be diagnosed.5 Since they are s, but also high cases, vision loss. By dilating the pupils, some cases, even more opticians have a unique and unobstructed unaware of their condition, they often go untreated and the disease progresses, such as brain tumors. view of these tiny capillaries and can damaging their vision. detect signs of diabetes, sometimes even be the first clue to before you’re aware of the condition.

As the diabetes epidemic in the UK es and other hidden continues to spread, the value of a inding these issues early Indeed, opticians are uniquely positioned chance at preventing to detect diabetes in its beginning phases comprehensive eye exam has become increasingly clear. Early disease detection early intervention and when it can still be managed and its through a comprehensive eye exam offers impacts lessened. opportunities for disease management and prevention of blindness and serious illness, Diabetes is a costly and debilitating all while helping minimize productivity loss. disease, expected to impact five million Vision care offers a powerful health tool to people in the UK by 2025(3). But beyond the medical impact, as diabetes rates rise, individuals and employers alike, ensuring there is also a staggering economic toll on healthy vision while also providing critical overall health insights. productivity.

?

The London School of Economics reported in 2012 that the estimated annual cost of absenteeism due to diabetes is £8.4 billion

advo, as employee benefits specialists, can guide you to the best solution for your staff.

advocate winter 2018 | advogroup.co.uk | 19

advogroup.co.uk |diabetes and your eyes

diabetes and your eyes Did you know that an eye exam can be the first clue to detecting diabetes and other hidden health concerns? Finding these issues early can give patients a better chance at preventing damage through early treatment and management.

What is Diabetes?

Diabetes is defined as a group of diseases characterized by high blood glucose levels that result from defects in the body’s ability to produce and/or use insulin.

One of the well-known effects of diabetes is eye and vision damage caused by diabetic retinopathy.

This means that delicate blood

vessels in the eye swell or bleed.

They may also grow abnormally on the retina itself.

blindness can be avoided by getting an annual eye exam.

This allows unprocessed blood sugars, fats, and proteins to leak out of weakened blood vessels.

That’s what damages the retina and can cause vision loss.

Roughly 90% of diabetes-related

advocate winter 2018 | advogroup.co.uk | 20

Medical information provided by VSP Vision care.

advogroup.co.uk | diabetes facts

diabetes facts 1. There are over 4 million people 4. People with diabetes have living with diabetes in the UK, including approximately 31,500 children and young people under the age of 19.(1) An estimated 549,000 people in the UK have diabetes but have not yet been diagnosed.(2)

2.

3.

By 2025, it is estimated that five million people in the UK will have diabetes.(3) Diabetes is the leading cause of preventable sight loss in people of working age in the UK.(4)

nearly 50% increased risk of developing glaucoma especially if they also have high blood pressure (5), and up to a threefold increased risk of developing cataracts.(6)

5.

In total, NHS spends an estimated £14 billion pounds per year on treating diabetes and its complications, with the cost of treating complications representing the much higher cost. This equates to over £25,000 being spent on diabetes every minute.(7)

6. Gestational diabetes

affects at least five in every 100 expectant women who do not have diabetes before their pregnancy.(8)

References: 1. www.diabetes.ie. 2, 3. International Diabetes Federation Diabetes Atlas (2013) www.idf.org/ sites/default/files/EN_6E_Atlas_Full_0.pdf. 4. NewmanCasey, PA et al. (2011) The Relationship Between Components of Metabolic Syndrome and Open-Angle Glaucoma. Ophthalmology 118(7); 318–1326. 5. Mukesh, BN et al (2006) Development of Cataract and Associated Risk Factors: The Visual Impairment Project.

Arch Ophthalmology: 124(1):79-85. 6. Clarke A. Diabetes care: Securing the future. Action plan for implementation of the St. Vincent declaration. Dublin: Diabetes Service Development Group; 2002. 7. https://www.diabetes.org. uk/Documents/gestational-diabetes/0302A-gestationaldiabetes-guide-0915.pdf.Securing the future. Action plan for implementation of the St. Vincent declaration. Dublin: Diabetes Service Development Group; 2002. 7. https://www.diabetes.org. uk/Documents/gestational-diabetes/0302A-gestationaldiabetes-guide-0915.pdf

advocate winter 2018 | advogroup.co.uk | 21

advogroup.co.uk | GDPR: a force for good

GDPR: A force for good or just more red tape? advo believes this is a real opportunity for businesses to create robust practices that contribute towards business growth. We give an outline on the new legislation and advo’s operations director gives her top 5 tips.

GDPR (General Data Protection Regulation) will impact all organisations, large and small, public or private, across all business sectors with non-compliance backed up by hefty fines.

Surprisingly however a recent survey* has revealed that nearly half of European HR professionals (44%) are not familiar with the General Data Protection Regulation (GDPR). Of those who are aware however a large majority (81%) believe they will be ready to meet the 2018 deadline. In the UK the ICO (Information Commissioner’s Office), the organisation overseeing the implementation of GDPR, has confirmed that final guidelines will be available early this year giving little time for organisations to finalise

“

their approach.

So what is GDPR and why does advo feel it is a force for good in the business community?

owners of the data), GDPR will also apply to organisations that process data.

GDPR will be law in the UK regardless of Brexit. In the last Queen’s Speech her Majesty said: A new law will ensure that the United Kingdom retains its world-class regime protecting personal data… and it is generally accepted that the Repeal Bill will be used to bring GDPR into UK law.

What is GDPR? This is new European legislation that will come into force on 25th May 2018 across Europe, and it will apply not only to any organisation situated in the EU, but also to any organisation that processes the personal data of EU citizens regardless of where they are based. Substantial fines against both data controllers and data processors will GDPR will take many of the come into force with a maximum concepts under existing privacy being the higher of 4% of global laws and enhance and extend turnover or €20m. them. Where existing laws only apply to data controllers (the

This will allow the continued smooth running of advo while better protecting our customers

”

Gill Mateo, advo operations director

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advogroup.co.uk | GDPR: a force for good advo’s approach to GDPR

Operations Director, Gill Mateo has been overseeing advo’s approach to becoming GDPR compliant and has designed new protocols many of which have already been adopted across advo’s group of companies.

Outlining her view on how businesses should in her opinion approach GDPR Gill said “The protection of data is a key function of our business and we welcome GDPR as the natural progression of the existing Data

Protection Act. In fact any legislation which assists us in our overriding goal to protect our customer’s personal information is a very good thing.”

Continued on page 24.

Top 5 tips Gill’s top 5 tips for organisations to become GDPR ready.

1.

If you have not started your GDPR journey then your first step must be to go onto the ICO website and download their 12 Steps You Can Take Now. It’s a great starting point.

2.

Get the message out within your organisation. Everyone should be aware of the changes and how it affects them. We believe that the protection of people’s data should be part of the bedrock of a company’s culture.

3.

Do an audit – even for small companies this is a very useful tool and will be the foundation of any changes you need to make within your company. Remember even if you are a small company, this still applies to you.

4.

If you have merged with another company or taken over another companies business make sure that their procedures and practices are complaint, as they may be very different to your own.

5.

Relax, if you are already compliant with DPA the step up to GDPR shouldn’t be too much of a leap – but you need to start now.

”

advocate winter 2018 | advogroup.co.uk | 23

advogroup.co.uk |GDPR: a force for good

GDPR: A force for good or just more red tape?

Continued from page 23.

Gill added “Getting ready for GDPR has allowed us to take a step back and audit our processes and procedures.

This has been a very interesting exercise which has led us to update some of our practices in line with the new legislation.

In doing so I believe that we have become even closer to our customers in our efforts to provide a robust set of processes. This will allow the continued smooth running of advo while ultimately protecting our customers.”

On getting your GDPR ‘ducks in a row’ Gill said “One of the first steps for us was to put in place the ICO’s checklist 12 Steps to Take Now. This document gives a lot of very useful information on how to get ready for GDPR, and outlines the new rules and significant enhancements to the current legislation.

The document also explained that if a company is compliant with current Data Protection

law then that approach and mind-set to compliance will continue to be valid.

The ICO believe that companies who are already compliant can build on their current practices and is a great starting point.

This was a great relief for us as some of the press regarding GDPR had presented the new law as being overly onerous, when this is not the case.”

The new data protection regulation should be seen as an opportunity, not a burden.

Reviewing current protocols will allow you to modernise your approach and put your customers at ease.

* The Survey was conducted by SD Worx, a global HR and payroll service provider, who contacted 1,800 HR and payroll professionals.

More information on getting GDPR ready can be found on the ICO’s website

Staff emb about the

The acceptance of mental h embarrassed to tell their bos

According to mental health char approximately 1 in 4 people in the experience a mental health prob

New research from the CV-Library the views of 1,200 UK workers arou and anxiety in the workplace. The 14.1% of respondents admitted to mental health problems. This incre for those workers under 18s.

The report explored the views of 1 workers and found that a third of (31.7%) feel that their workplace i supportive of mental health, with believing that the majority of wor UK are not unsupportive enough.

This supports the view that the res discovered that that nearly two th employees feel embarrassed abo information on the state of their m with their employer. What’s more, they cannot talk about it with the

advocate winter 2018 | advogroup.co.uk | 24

advogroup.co.uk | are you coping?

barrassed to let employers know eir mental health

health in the workplace still has a long way to go as two thirds of workers report they are too ss about their mental health issues.

rity, Mind, Nearly two thirds (64.2%) of workers fear their e UK will employer would judge them if they spoke about blem each year. their mental health issues, with a further 46.8% worrying that doing so will make them look weak y has explored and one third (36.7%) fear that they would get und depression fired if they told their boss about their mental ey found that health issues. o suffering with eased to 26.9% In addition 63% said that they would feel guilty taking time off work for mental health reasons

With 70.7% of workers admitting that their mental health issues impact their working life, it’s clear that employers need to do more to help make the working day easier for people. When asked what measures they thought employers should introduce to help combat mental health in the workplace, respondents cited the following:

Promote a healthy work/life balance (38.6%) Create an environment where mental health is not stigmatised (15%) 1,200 UK Lee Biggins, founder and managing director of Refer employees to a counselling service (13.7%) professionals CV-Library commented on the findings: “Mental Talk more openly about mental health (11.9%) is not health in the workplace continues to be a hot Allow employees to take time out when they a further 77.8% topic, and this is because it is clearly not being need to (8.6%) rkplaces in the dealt with effectively. We are a nation that is under more pressure than ever before and it’s One area that should be supported by therefore unsurprising that people will be feeling employers was highlighted by the CY-Library search the effects whilst at work.” report as 83.6% of employees said that they think hirds (60.2%) of employers should offer ‘mental health days’, in out disclosing “Businesses should prioritise creating a culture which employees are encouraged to take time mental health where openness and honesty are encouraged. out to look after their health, with a further 78% , 60.8% feel In turn, this will ensure that workers feel stating that they would be more likely to work for eir boss. comfortable confiding in their boss, making a company that offered ‘mental health days’. coming to work that little bit less stressful.”

advocate winter 2018 | advogroup.co.uk | 25

advogroup.co.uk | revolution on paternity care

revolutionary approach to paternity rights The UK’s largest insurer will now allow all new parents the same amount of paid leave after Aviva will offer its 16,000 employees 26 weeks leave on full basic pay, regardless of their gender or sexual orientation.

The policy applies to parents who have given birth, adopted or chosen surrogacy.

Aviva’s new group-wide policy will offer men and women equal parental leave. Parents employed by Aviva will be eligible to the same amount of paid and unpaid time off, regardless of gender, sexual orientation or how they became a parent (either birth, adoption or surrogacy).

According to the Insurer the new policy is part of Aviva’s strategy to create a diverse and inclusive working culture in which barriers to career progression are removed.

Equal amount of paid and unpaid parental leave when a new child arrives for full-time and part-time employees across all levels of the company.

There is no requirement to share the parental leave between parents. If both parents are employees of Aviva, they will each have their own entitlement to leave and pay, which they can take at the same time.

Sarah Mo added: “ ground-b offered b parental for men a from thei

“This will t for many to spend

The CIPD’s spokeswoman welcomed Aviva’s move increase the pay available “to allow both It’s one o parents to play an equal part in the upbringing inclusive of their child”.

Aviva would need to use male role models to show it is acceptable to take up the offer of parental leave, “to encourage a change in perceptions and foster a cultural change.

In the UK, Aviva is now offering up to one year of Otherwise, male employees may still be reticent leave, of which 26 weeks’ is at full basic pay for about taking time off, even if paid,” she added. each parent employed by the company within the first 12 months of a child’s arrival.

Mark Wilson, Group Chief Executive Officer, Aviva plc said: “I want to live in a world where This applies to employees in all UK offices and the only criteria for success is someone’s talent, locations, with no eligibility criteria relating to not their gender. Treating parents equally will service length or earnings threshold. help make this happen. We want Aviva to be a progressive, inclusive, welcoming place to Aviva’s new parental leave policy entitlement work. It’s good for our people and it’s also good includes: business sense.”

advocate winter 2018 | advogroup.co.uk | 26

What are Most emp weeks’ m pay for e of their w the rema 90% of th Employee leave wit adoption

Women w not eligib most can may be e paternity

advogroup.co.uk | advo: the best people

the arrival of a child.

orris, Chief People Officer at Aviva, “We think this is one of the most breaking, family-friendly policies by any employer. It’s time to equalise leave and create a level playing field and women who want to take time out ir career to spend with their family.”

transform the first year of parenthood y families, giving them the opportunity d precious time together.

Ellie Sultana advo account manager

of our commitments to build a more and diverse culture at Aviva.”

e your employees’ rights? ployed mothers are entitled to 52 maternity leave. Statutory maternity eligible women is usually paid at 90% weekly wage for the first six weeks, with aining 33 weeks at £139.58 a week or heir weekly wage, whichever is lower. es may be entitled to shared parental thin the first year of a child’s birth or n.

who earn less than £112 a week are ble for statutory maternity pay; instead n claim maternity allowance. Fathers entitled to one or two weeks paid y leave.

advo: the‘best people’ advocate winter 2018 | advogroup.co.uk | 27

advogroup.co.uk |tribunal fee reversal

This year has seen a host of tribunal rulings that are set to impact on reward throughout 2018 and beyond. Martin Pratt, Partner at Gordon Dadds, explains.

From rulings on holiday pay to discrimination, a number of employment tribunal decisions will have significant implications for staff reward – both now and in the future.

In light of some of these cases, HR professionals must take action now to change their procedures and policies so that they don’t find themselves exposed to employee claims at a later date.

In a nutshell Undoubtedly the biggest employment law case of 2017 is the Supreme Court’s July decision in R (on the application of UNISON) (Appellant) v Lord Chancellor (Respondent) that the previous coalition government’s 2013 introduction of fees for proceedings in the employment tribunals and the Employment Appeal Tribunal (EAT) was unlawful. The fees led to a 70% reduction in employment tribunal claims.

Outcome The Supreme Court held that the decision to introduce fees was unlawful from the outset – meaning that thousands of employees who had been forced to pay to bring a claim against their employer will get refunds.

What it means for reward An increase in employment tribunal claims is inevitable.

Employers need to ensure that their processes and procedures across the board are compliant as any slip-up now is far more likely to result in a tribunal claim.

The Court pointed out that rights given by Parliament (such as unfair dismissal and the right not to be discriminated against) could not be reduced in effectiveness, as here, by the simple order of a minister. Employment tribunal cases are important for society as a whole, not just the individuals involved. As the Fees Order prevented access to justice, the government had exceeded its powers in imposing them.

HOLIDAY PAY

The court also pointed out that the fees regime was in and of itself discriminatory to charge higher fees for claims under the Equality Act than for other claims like unlawful deductions from wages.

advocate winter 2017 | advogroup.co.uk | 28

In a nutshell In Dudley Metropolitan Borough Council v Willetts the EAT (Employment Appeal Tribunal) held that voluntary overtime, normally worked, was “normal remuneration” for the purposes of calculating holiday pay and should therefore be paid when the worker is on vacation.

Outcome A group of electricians, plumbers, roofers and the like who were employed during the day for Dudley Council also worked completely voluntary overtime that paid them additional callout allowances and standby payments.

advogroup.co.uk | tribunal fee reversal

tribunal fee reversal - the implications for employers

The EAT agreed with these workers that the Council should have been including such voluntary overtime in the calculation of their holiday pay.

The purpose of the Working Time Regulations, which mandate the payment of holiday pay, is designed as a measure to encourage the taking of annual leave to safeguard the health of workers.

Excluding habitual voluntary overtime payments would discourage the taking of holiday, so should be included.

What it means for staff reward Employers should, when calculating holiday pay, consider what the worker would have received but for taking the holiday.

It is important to decide upon a reasonable “reference period” in which to calculate average weekly earnings for the purposes of holiday pay.

Employers will have some discretion in calculating a “reasonable” reference period but it is now clear that regularly taken overtime cannot be excluded from the calculation.

DISCRIMINATION In a nutshell A worker cannot successfully claim harassment just by asserting he or she has a disability without being able to establish that he or she fits the definition of disabled under the Equality Act 2010, said the EAT in Peninsula Business Services v Baker.

Outcome The employee in this case told his manager that he had dyslexia. This was confirmed by a psychologist’s report and an occupational health report that said that he may well be disabled.

The employer had become

concerned that the employee was not concentrating on his work and engaged private investigators to carry out surveillance on him.

The employee alleged that was harassment on the grounds of disability and won before the original employment tribunal.

However, that tribunal was not asked to determine whether the employee was actually disabled within legal meaning, but instead held that because he “may well have been” disabled, the motivation for the decision to engage surveillance was a simple assertion of an alleged disability and that that decision was harassment.

The EAT overturned the tribunal’s decision because the tribunal discrimination protection is not available to those who only “assert” a disability.

Continued on page 30.

advocate winter 2018 | advogroup.co.uk | 29

advogroup.co.uk |group risk claims

tribunal fee reversal - the implications for employers ...

What it means for staff reward Disability discrimination protection applies to those who actually have a disability (which the original tribunal did not determine) to those associated with an actual disabled person, or to those who are wrongly perceived to be disabled.

have been triggered by anything What this means for staff reward other than the suspicion that the Since the Equal Pay Act came Claimant was not disabled.” into force in the 1970s, equal pay claims have largely been seen EQUAL PAY to be the preserve of the public sector. No more.

In a nutshell Asda is facing equal pay claims Other employers in the private from more than 7,000, mostly sector, including Sainsbury’s, are female, shop-floor workers in its facing similar issues, and will be The decision was harsh on retail stores who are seeking to watching Asda’s forthcoming the employee, as he had the show that they do work of equal appeal to the Court of Appeal psychologists report and the value, to those working in the with great interest. occupational health report to more male-centric distribution back him up, but crucially the centres.

This case, already long-running, tribunal wasn’t asked to make a will continue for some time final determination on disability.

A previous employment tribunal (despite the EAT judge’s appeal held that female employees to Asda to resolve its equal This case will provide some who work in Asda’s retail stores pay issues) through the Court comfort for employers in that are entitled to compare their of Appeal and potentially merely asserting you are disabled work to that of the higher paid the Supreme Court. When it doesn’t mean you are protected male employees that work in its concludes, if not before, the by disability discrimination law. distribution centres. floodgates for equal pay claims in the private sector may well open.

However, that is about as far as it Asda appealed decision to the goes. Employees’ lawyers will no EAT. doubt in future to be careful and ensure that the tribunal is asked Outcome This article was first published in to make a specific finding on this The EAT has confirmed that, as a online HR magazine. fact. first step, it is permissible for the shop-floor workers to compare Martin Pratt’s profile at Indeed, the case can be seen as themselves to the distribution Gordon Dadds is http://www. a warning about the danger of workers despite the fact they gordondadds.com/people/ covert surveillance. In this case are in different departments and martin-pratt/ the employee had five years’ there are different methods of worth of consistently positive calculating their pay. It’s then appraisals and it was only the up to the employer to justify the technical issue on the presence differential. or otherwise of a disability that saved the employer from a Asda had sought to have the harassment award. claims thrown out, arguing that because of these factors such a The original tribunal said “the comparison was not appropriate. extraordinary step of arranging covert surveillance on an The EAT held that where there employee who had been working is a “single source” of pay and for the company for five years conditions, in this case Asda’s and whose appraisals had been executive board, a direct consistently favourable cannot comparison is permitted.

advocate winter 2018 | advogroup.co.uk | 30

advo

advogroup.co.uk | advo payroll

payline:salaries simplified

employers must offer a workplace pension scheme and automatically enroll eligible workers

“

our solution automatically links payroll and pension provider while managing every employee, simplifying the whole process

�

Andy Henderson, (centre) advo payroll manager, with advo account managers Jag and Omid

advocate winter 2018 | advogroup.co.uk | 31

advogroup.co.uk | thanks for reading

find every copy of advocate magzine online at issuu.com/advogroup Issue #23 autumn 2017 In this edition, we look at recognition from our peers with a night out at our industry’s ‘Oscars’ where glitz and reward came together. And he spotlight fell on both our people and technology. There has been criticism of annual staff appraisals with some calling them pointless and time consuming. advo disagrees and in an article focusses on the positives and how instead the system just needs modernising. Also with mental health in the spotlight once again we have included useful information to help HR professionals. What is the difference between anxiety and depression? We take a closer look. We look at the largest risk insurer’s claims figures, We take a look at how advo recruits and supports staff with a focus on Ellie Sultana’s career journey in ‘an advonian’s journey

Issue #22 summer 2017 In this edition we look at some new changes at advo. Sue Smith has been appointed as Head of Private Clients with our Oxford office now dedicated to managing individual health insurance contracts. advo’s work with ellenor, our chosen charity continues with our staff busy raising money and helping out at the children’s Summer Party. We also highlight new industry recognition with our IT Director, Kevin Crew, included in the 2017 Data 50 listing and there is an exclusive interview with Axa’s Global Healthcare CEO, Tom Wilkinson. We look at how advo staff got on at the annual ‘Bupa challenge’ and reminisce with one of our Directors in a copy of an article first published in Cover magazine.

Issue #21 Spring 2017 In this edition, we look at advo’s fantastic new look and the introduction of a new advo online platform that allows staff to have more choice over their benefit selection. We also highlight new industry recognition in addition to an exclusive interview with digital risk insurer’s CEO, Lee Lovett where we look at similarities between advo and Ellipse’s use of technology. Also included is advo’s Gill Mateo talking about practical steps taken to achieve Investors in People Gold accreditation.

don’t miss a copy, subscribe to our issuu channel... its 100% free! advocate winter 2018 | advogroup.co.uk | 32

advogroup.co.uk | the advo group

advogroup empowering people solutions

advo: solutions for the future, delivered today, protecting tomorrow.

An award winning advisory delivering linked services

advo benefits: advise | engage | reward

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

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

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

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

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

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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 winter 2018 | advogroup.co.uk | 33

advogroup empowering people solutions

Head Office advo house St Leonards Road Maidstone Kent ME16 0LS t: 01622 769210 e: info@advogroup.co.uk w: advogroup.co.uk

‘Jag’ Dosanjh account manager

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