We believe that there are six pillars of employee wellbeing that impact how an employee performs in their role. Our holistic approach to wellbeing builds on the ancient Greek philosophy of Eudaimonia; supported by our modern six pillars ideology:
If employees score highly in each of these six pillars across a workforce there can be significant benefits to the employer, including:
BWell is our innovative wellbeing solution which aims to improve employee wellbeing and as a result improve the performance of the employer and for the first time create a tangible return on investment.
It is extremely 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 get to understand your employee’s perception of their own wellbeing against 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.
Once we understand your corporate health and wellbeing risks we can build a strategy that targets those risks from a prevention and intervention perspective.
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.
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?
For the third consecutive budget and autumn statement the chancellor has announced an increase to insurance premium tax - this time raising the level from 10% to 12% - meaning that the rate of insurance premium tax has doubled in the past 18 months.
Mark Futcher and Jonathan Watts-Lay, director at Wealth at Work offer their own compelling insights into the changing face of the retirement landscape in this interview with PMI TV.
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.
Our latest edition of Pensions News for Employers includes IORP Directive review, Actuarial Valuations 2015, cyclical automatic re-enrolment and our six pillars of wellbeing.
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.