“Eudaimonia; a person's state of happiness and wellbeing, often described as 'human flourishing'”Aristotle
By implementing a successful wellbeing strategy which addresses the needs of the workforce across each of the six pillars, this can have significant benefits to the employer, some of which include:
BWell is our innovative wellbeing analytics tool which aims to assess overall employee wellbeing and happiness within the workplace. We offer an in-depth analysis of the workforce, which incorporates an employee wellbeing survey and various data such as absence and premium. This is then provided to you in a snapshot style report and we will consult based on the trends and hotspots highlighted within the analysis in order to assist you to implement a bespoke yet holistic wellbeing strategy to address the needs identified. This process aims to ultimately improve the overall wellbeing of your employees but also increase the performance of the employer and for the first time create a tangible return on investment.
It is important to firstly understand your current health and wellbeing risks; this is where our employee survey and modelling tool come in.
Our survey is designed to understand your employees’ perception of their own wellbeing measured in terms of each of the six pillars and our modelling tool is designed to look at specific company demographics and existing data such as absence and claims from medical insurance and income protection in order to establish existing trends. This is presented to you in a snapshot style report.
Once we understand your corporate health and wellbeing risks we can consult to help you build a wellbeing strategy that targets those risks from a prevention and intervention perspective.
The strategy can be delivered via any market platform, or our very own engagement platform, Me2, specialist third party providers or in-house.
Regular governance is fundamental to ensuring that the strategy remains relevant. Further surveys and modelling on an annual basis ensure the strategy remains fit for purpose while also evidencing the return on investment the employer has achieved to date.
Last week’s announcement from the Government told us that the state pension age (SPA) will rise to 68, seven years earlier than previously planned, which for most did not come as a surprise.
As the UK enters a period of significant change, Finance Directors and Pension Managers need a dynamic DB pension strategy that will be resilient in the face of changes in markets, whilst remaining cost effective over the longer term.
Thankfully, the days of implementing a blanket approach to benefits and communications are behind us. However, the concept of ‘flexible’ benefits has been around for years, but were they really that flexible?
The latest Individual Savings Account (ISA), the Lifetime ISA (LISA), launched on 6 April 2017 and is designed to help individuals buy their first home or save for retirement.
The Insurance Act 2015 is a major change to insurance law. It applies to insurance policies which start on or after that date or to any existing policies subject to a rate review or change which are effective on or after that date.
The Government has announced plans to change the UK’s welfare system with a view to halving the disability employment gap. The new system is designed to remove financial incentives for claimants and encourage them to seek employment.
How are you? It’s a question we ask on a daily basis - but how much do you really know about your workforce’s wellbeing?
Location: The Goldsmiths' Centre, London
Our ‘Generation WHY? study, now in its third year, highlights important generational attitudes and perspectives towards money matters as well as savings and how personal affluence affects outlook.
We surveyed over 300 employees throughout May and June 2016, across a wide range of locations, age groups and affluence levels. Comparing trends and results from last years survey, we reveal insights into what wellbeing in the workplace looks like today.
The workplace wellbeing index is based on an online survey carried out in June and July 2015. The survey received 84 usable responses from employers across all regions of the UK.
Barnett Waddingham is delighted to have been recognised as the UK’s DC adviser of the year, and the leading DC technology provider of the year at the Pensions Insight DC Awards 2016.
Barnett Waddingham were thrilled to be named Best Wellbeing Provider and Reward Provider of the Year at the VIB Awards 2016 in a splendid ceremony at the Hilton Bankside last night.
Barnett Waddingham has announced the promotion of three of its staff to the position of partner and 15 to associate, ensuring continued business growth and success.