Our workplace health solution is divided into two distinct but complimentary areas; our core services and our bespoke wellbeing proposition BWell.
We believe that our clients should benefit from a solid foundation of great administration and timely procurement while also benefiting from innovative consultancy that is tailored to them and provides a return on investment. Independently they are what our clients need, together they are what our clients deserve.
our consultancy is based around our philosophy of tailoring benefits in order to achieve a return on investment.
we believe in setting out processes in advance with service level agreements that match the importance of the task and the need of our clients.
our procurement solutions are centred around our re-broking and provider selection capabilities and we undertake regular due-diligence on the market to ensure our panel of insurers remain fit for purpose.
Communications will end up unread in the bin unless they remember what they’re for and provide relevant information targeted to the intended audience, explains Damian Stancombe.
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.
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.
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.
For the second consecutive year, we are delighted to have been named ‘DC Adviser of the Year’ at Pensions Insight's DC Awards.
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.
We were proud to take this award home for the second consecutive year, after being recognised by an esteemed panel of industry experts for our innovative solutions in technology and forward-thinking approach to complex business challenges.