This guide dives into the essentials of employee dental insurance, covering what it is, the different cover options available, and its significance for both employers and employees. We'll explore how dental insurance works, from policy costs and tax implications to the process of making claims. Whether you're considering offering dental insurance for the first time or looking to improve existing benefits, this article provides the insights you need to navigate your options.
Group life assurance, sometimes referred to as death in service benefit, will cover employees against their death. If an insured employee passes away and a valid claim is made, a cash lump sum or regular pension payments will be made to their beneficiaries.
Executive income protection protects businesses and their employees against the financial impact of a staff member being unable to work due to illness or injury. When a successful claim is made, the policy will pay a monthly cash amount based on the employee’s salary to the business.
Employee health cash plans are an employee benefit that companies can implement to help their staff cover the cost of everyday healthcare services. Learn more about what they have to offer in our insight.
One of the few silver linings to come out of the pandemic was the accelerated adoption of digital healthcare, particularly for the delivery of primary care services. Now that patients have embraced such technologies and are using them in anger, it’s time for more organisations to offer them as part of the employee benefits they offer, such as private medical insurance.
As my colleague Gill Adams recently highlighted, most workers value employee benefits above pay. With the so-called Great Resignation showing few signs of abating, organisations need to ensure they are doing everything in their power to retain their best talent, and that means, among other things, offering the right mix of employee benefits.
New figures have highlighted the important role of life insurance in helping families cope financially in the event of a loved one’s death, as the protection industry witnesses an uptick in claims driven by the Covid-19 pandemic.
Workers want employee benefits that better support their wellbeing, yet a significant proportion of organisations are failing to offer the right mix, particularly when it comes to women’s health. These are two of the main findings from two separate pieces of recent research.
Most organisations realise that employee mental health should be at the top of their agendas. But many firms have yet to act on their policy commitments. It’s an area where offering the right employee benefits can really make a difference.
UK working adults value their health over their careers, according to new research, a reality that should highlight to organisations the potential of Private Medical Insurance (PMI). However, not all employee benefits packages are equal and some are far too inflexible, according to one nursing support services provider.
Employees need customised support which is tailored to their individual needs and circumstances. That’s one of the main findings to come out of two separate pieces of recent research. For organisations, this reality should act as a wake up call to review the group risk benefits they offer.
The Group Risk industry paid out over £2 billion during 2021, a significant increase over 2020 and testimony to the level of help it provides, research shows. Yet many employers are missing out on better deals on the employee benefits they offer as they are simply not taking the time to regularly review them.
Poor financial wellbeing at work is costing UK businesses billions of pounds every year, yet half of companies do not currently offer extra financial support to their staff. By not providing such support through employee benefits and value-add services like Employee Assistance Programmes, organisations are literally leaving money on the table.
As NHS waiting lists continue to lengthen, more and more people are exploring how private healthcare can complement our treasured health service. But if you’ve never had private healthcare before, figuring out what’s what can be a little daunting. But don’t worry we’ve got you covered and in this short guide on how does private healthcare work, we are going to provide you with everything you need to make an informed and confident decision.
As the UK’s cost of living crisis comes sharply into focus, employers are increasingly needing to support their employees’ financial wellbeing. By offering the right employee benefits and value-add services like Employee Assistance Programmes – which routinely include financial counselling and support services – companies can demonstrate just how much they value their staff.
What flexible employee benefits do your staff really want? It might seem like a simple question, but research reveals that a significant proportion of employees do not know what benefits are on offer. If that’s the case, how can they assess which ones are right for them?
Financial stress can directly impact employee performance, according to one new study. So as the cost of living crisis continues, employers need to ensure they are doing everything they can to support financial wellbeing in the workplace, including offering the right employee benefits and value-add services like Employee Assistance Programmes.
Flexible working is now a core feature in many workplaces across the UK, reaping benefits for both employees and employers alike. Alongside traditional employee benefits, flexible working has enabled employees to enjoy better work-life balances and employers to benefit from more motivated and productive staff. Now, two separate pieces of research reveal how remote working is affording people higher salaries and how flexible working could help millions secure employment.
Two recent pieces of research have highlighted just how much value workers place on the employee benefits they receive through their jobs. The second piece of research, in particular, underlines why organisations need to carefully consider the employee benefits they offer and ensure all staff are getting the same opportunities.
With more and more people facing mental health challenges, providing mental health and wellbeing support as part of the employee benefits you offer is a must nowadays. But unless these benefits are clearly and accurately communicated and the stigma associated with discussing mental health in the workplace is broken, even the best-laid plans can prove ineffective.
As NHS waiting lists continue to lengthen, more and more people are exploring how private healthcare can complement our treasured health service. But if you’ve never had private healthcare before, figuring out what’s what can be a little daunting. But don’t worry we’ve got you covered and in this short guide on how does private healthcare work, we are going to provide you with everything you need to make an informed and confident decision.
With more and more people facing mental health challenges, providing mental health and wellbeing support as part of the employee benefits you offer is a must nowadays. But unless these benefits are clearly and accurately communicated and the stigma associated with discussing mental health in the workplace is broken, even the best-laid plans can prove ineffective.
An increasing number of Brits are turning to private healthcare for their medical needs as NHS waiting times continue to increase. But for some without private medical insurance, the cost of going private means getting into debt.
With the NHS under considerable pressure because of the COVID-19 pandemic and waiting lists hitting record highs, the case for taking out Private Medical Insurance (PMI), which allows access to private healthcare, is stronger than ever.
The COVID-19 pandemic has caused nothing short of a healthcare revolution. With significantly more emphasis now being placed on the role of 'digital' and health and wellbeing being placed at the top of most organisation’s agendas, the future of health insurance will be decidedly different.
With the fantastic services provided by the NHS, not to mention most of which are free, is private healthcare in the UK really necessary? We’re here to give you 10 reasons and some food for thought as to why private healthcare is more than just a financial decision for many.
The Covid-19 pandemic has caused many individuals to consider their health, their family’s health and mortality in general. It’s a reality that has led many to investigate the benefits of private healthcare in the UK and review whether private medical insurance would be a smart investment for themselves and their family.
Even though 2020 is over and most of us are pinning our hopes on 2021 being a marked improvement, the topic of stress is still never far away as this New Year unfolds. While the UK’s Covid vaccine rollout will inevitably provide reassurance for many, the thought of returning to work and the associated risks remain a concern for Brits, a new study shows.
With 2021 now in full swing and our health firmly at the forefront of our minds, there is no better time to reflect on everything we learnt during the past unprecedented year. With few areas of our lives receiving as much of our attention as health and wellbeing over the past 12 months, this won’t change in 2021. As such it is worth considering the priority and role that health insurance can play in peoples’ lives.
Back in October, I wrote about how the Covid-19 pandemic is hammering mental health. I also highlighted in that piece how despite the detrimental impact of the current situation, many businesses are responding and supporting their employees as best they can. However, there is no getting away from the fact that Covid-19 is fuelling nothing less than a surge in work-related stress across the globe. Indeed, recently published research from AXA shows exactly what is happening in this regard across
NHS waiting lists are at their highest level since records began and now concerns are growing that we could end up with a two-tier healthcare system here in the UK, as more people look to the private sector to accommodate their health needs.
Individuals who earn above a certain amount should pay for private healthcare to help relieve pressure from the NHS, a leading eye surgeon has said. According to Dr Allon Barsam, co-owner of Ophthalmic Consultants of London in the Harley Street area, the impact of the COVID-19 pandemic on the NHS could be eased with greater private funding, helping the industry as a whole recover from the crisis.
This guide dives into the essentials of employee dental insurance, covering what it is, the different cover options available, and its significance for both employers and employees. We'll explore how dental insurance works, from policy costs and tax implications to the process of making claims. Whether you're considering offering dental insurance for the first time or looking to improve existing benefits, this article provides the insights you need to navigate your options.
Employers are more concerned about the health and wellbeing of baby boomers than they are any other generation in the workplace, new research reveals. Generally defined as people born from 1946 to 1964, during the post–World War II baby boom, baby boomers are fast approaching retirement. Nevertheless, they are the generation that employers worry about most when it comes to health and wellbeing, according to a poll carried out for trade body Group Risk Development (GRiD).
New figures have highlighted the important role of life insurance in helping families cope financially in the event of a loved one’s death, as the protection industry witnesses an uptick in claims driven by the Covid-19 pandemic.
Most organisations realise that employee mental health should be at the top of their agendas. But many firms have yet to act on their policy commitments. It’s an area where offering the right employee benefits can really make a difference.
A significant proportion of employees say their mental health is worsening. Meanwhile, the majority of employers say they want to better support their employees’ mental health, yet only around a fifth have invested in new employee benefits to provide any such extra support. It seems a perfect opportunity exists for organisations to highlight how much they care about their staff.
The way in which organisations support and care for their people has always been an important consideration. But changing employee expectations following the events of the past two years will mean employers have to step up their workplace wellbeing games if they want to attract and retain the best talent. While providing the right mix of employee benefits is a great starting point, by placing more focus on employee mental health and instilling an agile culture, employers can further engage their workforce and reap the associated benefits.
With skills and labour shortages affecting most UK industries, protecting employee health has never been more significant for organisations. But as research shows, many companies aren’t doing enough in this area, despite the benefits of providing the right employee benefits being plentiful.
Many employees at small- and medium-sized businesses (SMEs) have seen their mental health impacted by the COVID-19 pandemic, as highlighted by two separate pieces of research. For employers, the reality is that staff wellbeing has never been a more prominent subject and, as a result, offering the right employee benefits is more crucial than ever.
The financial wellbeing of employees should be an area of focus for organisations after the Covid pandemic, as research reveals how money worries have resulted in anxiety, stress and depression for staff. With this in mind, businesses should be looking at the staff benefits they are offering and see if they really are supporting their employees’ best interests.
Employers must try to do more to support their employees’ mental health, or risk their biggest assets becoming unwell and unable to work. And yet, despite COVID restrictions easing and people returning to their places of work, the pandemic continues to have widespread implications on people’s health. Which is why organisations whose employee benefits packages aren’t working in their workers’ best interests stand to lose out in many ways.
With UK job vacancies at a record high, according to the latest release from the Office for National Statistics (ONS), organisations need to put themselves in the best position possible to attract and retain the best talent. Failure to do so will likely see a company’s top assets looking elsewhere for employment.
The vast majority of employees want their employers to encourage good mental wellbeing in the workplace, but very few actually are. With Group Risk products often making up a significant proportion of employee benefits packages, it’s time employers started implementing solutions that their employees want. Fortunately, such products don’t cost the earth and employers that stay ahead of the curve stand to reap the greatest rewards.
The immediate effects of Covid-19 are widely known. But less is understood about the long-term implications of the disease. Now, new research has revealed how most employers are offering support to employees with Long-Covid, including virtual healthcare services, employee benefit programmes and flexible working arrangements.
Despite many workers being furloughed or working from home, the ‘always on’ cultures in many workplaces are exacerbating both presenteeism and leaveism, as outlined by my colleague, Gill Adams, here. It’s just one of the reasons why organisations should never underestimate the importance of health and wellbeing in the workplace.
Two separate pieces of research have revealed just how important mental health support for employees is. It begs the question: Are you fulfilling your duty of care as an employer and supporting your employees’ physical and mental health?
If you haven’t reviewed the benefits you are offering to your employees, there has never been a better time than now. Covid has caused individuals to think differently about their health and wellbeing, and forward-thinking employers will be the ones that benefit the most from tweaking their employee benefits offering to the needs of their staff.
Despite vaccinations ramping up in the UK, the mental health consequences of the Covid-19 pandemic are likely to stretch far and wide for some time to come. While the ongoing situation obviously presents many challenges for employers, those that seize the presented opportunities will come through this in the best shape.
Nearly a quarter (23%) of UK businesses do not offer any form of emotional or practical support to employees if they are diagnosed with a serious illness such as cancer or heart disease. That is one of the main findings from new research by GRiD, the group risk sector industry body.
The announcement that the UK has approved the Pfizer-BioNTech Covid-19 vaccine will have come as welcome news for many. It now (hopefully) means that we can start returning to some semblance of normality once more and put the physical threat of SARS-CoV-2, the virus that causes COVID-19, behind us.
Whether they’ve been furloughed for the last few months, working reduced hours or carrying on with their jobs as best they can, your employees will have been significantly impacted — in a variety of ways — by the ongoing Covid-19 pandemic. Right now, they need you as an employer to be more supportive than ever.
The ongoing Covid-19 pandemic is having a profound impact on both employers and employees, especially when it comes to mental health. While the initial lockdowns and social restrictions have taken their toll, we are now faced with an extended period of social isolation.
Executive income protection protects businesses and their employees against the financial impact of a staff member being unable to work due to illness or injury. When a successful claim is made, the policy will pay a monthly cash amount based on the employee’s salary to the business.
The uncertainty and unease caused by the ongoing Covid-19 pandemic has meant that 2020 will go down in history as one of the most unprecedented in living memory. Now, as we enter 2021, health and wellbeing is going to remain high on people’s agendas as they reflect on the events of the past year.
How long could you and your family survive financially if you suddenly became unable to work? Would state benefits be enough to support you? How long would any savings you’ve accumulated last? If your answer to any of those questions was “I don’t know” then Income Protection (IP) might be something you want to find out more about.
Figures show that income protection (IP) sales are healthy. In fact, according to data released by the Financial Conduct Authority (FCA), IP sales in the first half of 2019 reached their highest level since FCA records began in Q2 of 2005.
Group life assurance, sometimes referred to as death in service benefit, will cover employees against their death. If an insured employee passes away and a valid claim is made, a cash lump sum or regular pension payments will be made to their beneficiaries.
The Group Risk industry paid out over £2 billion during 2021, a significant increase over 2020 and testimony to the level of help it provides, research shows. Yet many employers are missing out on better deals on the employee benefits they offer as they are simply not taking the time to regularly review them.
For many small business owners, when it comes to protection, the focus is often on the company and not the founder. But such an approach risks leaving the small business owner vulnerable should they become seriously ill or injured. Without them at the helm, how would the business inevitably fare and for how long? That’s why income protection for small businesses is absolutely something that should be considered if the business owner wants to afford total peace of mind.
Employee benefits packages, which usually include Group Risk benefits, play an important role in helping support employee health and wellbeing. That is one of the conclusions made by the government in response to its 2019 consultation on how to reduce ill-health related job loss.
New research reveals the Group Risk market is displaying a ‘gender paradox’, highlighting the need for providers and employers to better facilitate adoption among every gender. According to the Legal & General (L&G) study of over 1,000 UK employees, a gender paradox exists when it comes to group risk protection benefits, with more women than men being aware of the limitations of state health and welfare support. However, fewer women than men actually fully engage with group protection benefits and services.
The Covid-19 pandemic has made most workers consider their financial situations and security, as well as emphasise the importance of Group Risk employee benefits. In fact, Group Risk employee benefits have never been so highly valued (by both employers and employees).
After months of either being furloughed, working from home or carrying out their jobs in a totally different way, employees from organisations across every sector need to be supported by their employers. As a result, there has never been a more important time for employers to look at their duty of care to their employees as now.
In July 2019, the UK Government published a consultation paper: Health is everyone’s business: proposals to reduce ill health-related job loss. It outlined, among other things, how the government and employers can take action to reduce ill health-related job loss. In response to the publication of this consultation, the industry body for the group risk sector, GRiD, set up the Workplace Public Policy Committee (WPPC), with the aim of promoting workplace health and wellbeing matters to...
As if employee benefits needed any more reasons to be at the top of every employer’s agenda, the coronavirus pandemic has firmly underlined their importance once more. Here we take a quick look at how three group risk products can be pivotal during a pandemic, providing reassurance, faster access to healthcare and direct financial support.
UK workers overestimate state benefits, yet few companies have any protection in place. Research has shown that workers overestimate how much support they would receive from the government if they found themselves unable to work due to an illness or disability. Yet only a tiny proportion of UK SMEs have suitable protection in place to safeguard their employees financial security. This suggests that both a huge protection gap and enormous opportunity exist.
According to the study by Opinium on behalf of GRiD Group Risk Development (GRiD), the industry body for the group risk protection sector, 31% of employers do not make early intervention services available to help staff who have been absent for six months or more return to work. Almost the same number of employers again (32%) don’t have any financial support in place for staff if they are absent long term.
In 2019, the Group Risk industry paid out a record £1.76bn in claims, new data shows. According to the figures released by Group Risk Development (GRiD), the industry body for the Group Risk protection sector, the total amount of claims paid last year was £75m more than the year before, with cancer claims making up the majority.
The pandemic has triggered many people to rethink how they access healthcare services. With lockdowns and social distancing requirements, popping to a GP surgery to be seen was, suddenly, no longer a viable option. Now, as employees return from furlough and working from home, we are tasting a sense of normality once more. But what is sure is that people will continue wanting to access healthcare services in innovative ways. That’s why employers need to ensure any health-related employee benefit
Employees aged 50 and over who switched to remote working as a result of the COVID-19 pandemic have reported improved health and wellbeing. That’s one of the key findings to emerge from recent research from the Office of National Statistics (ONS). Is remote working part of the employee benefits you offer?
Sadly, many senior business leaders 'assume' they know what their employees want when it comes to a wellbeing programme. But without actually asking, organisations risk being seen as not listening to their employees’ needs and end up with low adoption rates of the programmes (such as Group Risk benefits) that they actually implement.
The COVID-19 pandemic has triggered millions of UK adults to think about their mortality, especially in terms of how their loved ones would cope financially in the event of their death, new research shows. According to insurer Canada Life, since the start of the COVID-19 pandemic, 11% of UK adults (c. 5.8 million people) have thought about or taken out life insurance.
A significant proportion of UK adults have witnessed their financial resilience deteriorate as a result of the COVID-19 pandemic, new research shows, highlighting the need for employers to place more emphasis on employee financial wellbeing initiatives.
Employees’ life satisfaction has declined sharply over the past year and most are now neglecting their physical health because of work demands, new research has found. For employers, supporting their employees, including offering the right mix of group benefits, has never been more important.
Many individuals have failed to keep up with routine eye appointments during the Covid-19 pandemic, according to data from one healthcare cash plan provider. It’s a reality that could risk deteriorating eyesight among employees in the future, potentially leading to more significant interventions being required.
The Covid-19 pandemic and associated lockdowns will have a significant impact on the future health and wellbeing of employees, a new report suggests, further highlighting the importance of having an employee wellbeing strategy.
The Covid-19 pandemic has had a significant impact on our attitudes to health and the way we access healthcare. Lockdowns, social distancing guidelines and the risk of infection have caused many people to think twice about visiting their GP, choosing to remain home and take advantage of virtual healthcare solutions instead.
Without an employee wellbeing strategy in place, many organisations run the risk of experiencing employee presenteeism and leaveism, both of which negatively impact productivity, morale and financial position. Focussing on the financial, physical and psychological wellbeing of your workforce, an employee wellbeing strategy is designed to support your staff and help them thrive.
Even though many UK businesses are now focusing more on employee wellbeing initiatives — especially in light of the Covid-19 pandemic — over 1 in 4 are struggling to come up with a business case to demonstrate wellbeing ROI.
With so many different insurers and policies on the market, looking for health insurance can be a minefield if you’re not aware of the right approach and best cover for you. That’s why many people decide to partner with an intermediary. But how to choose a health insurance broker is still something that has long been asked and provides many benefits.
With millions of employees having been furloughed or working from home for over a year now, many employers will be seeking answers on how to promote wellness in the workplace. New research shows that wellbeing initiatives could be one of the answers.
The Covid-19 pandemic has had a negative impact on many organisations’ finances, yet many employers do not have suitable financial wellbeing programmes in place. That’s one of the main findings from new research by the Chartered Institute of Personnel and Development (CIPD).
The Covid-19 pandemic has totally transformed the way we all live and work. As a result, our physical and mental health has been under significant pressure for more than a year. Isn’t it time wellbeing initiatives were placed higher up on employers’ agendas?
The Covid-10 pandemic has noticeably changed our attitudes towards healthcare, especially how we view private health in the UK. As a result, private medical insurance will be at the forefront of many people’s minds as this year continues to unfold.
The COVID-19 pandemic has made financial wellbeing at work one of the hottest topics for both employers and employees. As a result, the importance of employee benefits -- particularly protection products -- has never been greater. However, new research reveals that many employers are not prioritising financial wellbeing at work.
The nature of the relationship between employers and employees has changed during the course of the ongoing pandemic. Once it’s all over, employees will expect better benefits, including protection products like Group Risk and Health Insurance, to be part of employer offerings.
According to Westfield Health’s Coping with Covid report, mental health-related workplace absenteeism costs rose by £1.3 billion during 2020. This represents an increase of 10% over 2019. Travel restrictions, furlough, working from home and pay cuts were all indicated as having brought radical changes for millions of UK employees.
According to the FCA’s Financial Lives Survey, more than half of UK adults are in some sense considered vulnerable. As a result, these individuals are at greater risk of harm because of low financial resilience and negative life events. How can employers balance productivity with financial security for their staff? With the right employee benefits.
Three in five employees want their employers to spend more on supporting mental and physical wellbeing as a result of the Covid crisis, new research by health insurer Aetna International shows. Meanwhile, a separate study shows that almost one in two employers are failing to adequately address issues of staff wellbeing.
One in five Brits wants to make smarter decisions when it comes to their personal health, new research has revealed. With this in mind, we believe that health protection products, such as Private Medical Insurance (PMI), are going to be more relevant than ever as 2021 unfolds.
Back in November, Premier Choice MD, Claire Ginnelly, wrote about how the Covid-19 pandemic has triggered increased interest in protection products. Now, new research shows that a significant proportion of employees are reappraising the value of the benefits employers offer.
Most businesses already know the advantages of offering the right employee benefits to their workforce. However, some businesses overlook the importance of such products and beneficial role an intermediary can play when securing cover. With that in mind, here are four key benefits for businesses when partnering with a broker who can offer a full range of employee wellbeing solutions, including employee benefits, insurance and occupational health services:
What employers need to consider when it comes to staff benefits in the face of the Covid pandemic and beyond. The ongoing Covid-19 pandemic is having a dramatic impact on businesses and employees alike. But one area in particular where its effects are being felt is employee benefits. Two separate pieces of research highlight what employers need to be looking at when it comes to employee benefits in the face of the Covid pandemic.
Protection specialist LV= has predicted a surge in cancer diagnoses and claims in 2021 following screening backlogs. Back in April when the coronavirus lockdown began, LV= saw a significant drop in critical illness claims, with 45% less recorded than the year before. According to Cancer Research UK, around 2,700 fewer people were diagnosed with cancer each week. In fact, cancer screening was paused in Wales, Scotland and Northern Ireland, and few invitations were sent out in England.
Two separate pieces of research have highlighted how the Covid-19 pandemic has caused people to rethink their attitudes towards life and health risk, sparking increased interest in protection products. Gen-Z most influenced by pandemic The first piece of research: ReMark Global’s seventh annual Global Consumer Study (GCS) into life and health insurance, found that Generation Z (the demographic cohort born …
AXA Health has announced a new campaign designed to encourage more Brits to lead healthier lifestyles, as well as research on what being ‘healthy’ really means to Brits. To launch the campaign and help boost awareness, AXA Health has teamed up with comedian Jack Whitehall.
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