Horizon Hospitality Associates, Inc’s Post

Workplace benefits should be like a superhero's sidekick - actually helpful and a key part of what makes them good. True benefits should make us succeed on the job and off - they need to be beneficial! The Aspen Institute released a report about the benefit of benefits. They highlight how the range of benefits offered is incredibly diverse, and that the offerings are unequally available across the workforce. Check out the data here: https://lnkd.in/dAFDuGSY This intersects with the report I shared yesterday on childcare (https://lnkd.in/ezA7UxpH). I wasn't surprised to see: ❌ Less than 25% have access to paid leave ❌ Only 11% have access to childcare assistance benefits ❌ Just 15% have access to a flexible work schedule ❌ Less than 10% have access to a flexible work place If you can nail the strategy to win on these benefits, your company might win the talent pool in your industry. Do you regularly evaluate your benefits? Not just picking one health plan over another, but whether your employees actually utilize them and what would most help them? It's not a benefit if no one finds it beneficial. #benefitspackage #childcare #winningstrategy

The majority of employers are looking to expand on well-being benefits for employees in the next year, responding to social health determinants that are affecting worker health and happiness. From childcare support to financial literacy programs, housing assistance, family planning resources and more, well-being benefits take many forms. The important thing for brokers, and their clients, to consider when deciding which well-being benefits are the best fit, is just that: fit. Employee needs, both present and future, should be the driving force of an expanding benefits program. Understanding what your clients and their employees are looking for when crafting new ancillary options is vital to providing benefits that will: ● Actually get used ● Improve the lives of employees ● Boost employer retention Healthier, happier employees that feel they and their families are supported by their work is the sweet spot employers should aim for. Brokers, in turn, should strategize with their relevant clients in order to learn what benefits would be most needed for the workers, and structure plans that are centered on employee well-being. https://lnkd.in/gKWVVPH6

Lancashire’s SME businesses have the chance to trial a new government service which aims to cut the costs of workplace heath assessment (also known as an occupational health assessment). The overall aim of the scheme, which is being piloted by the Department for Work and Pensions (DWP) and Department of Health and Social Care (DHSC), is to help Lancashire companies reduce staff absences and boost productivity. The DWP is offering eligible companies (see Eligibility below) an 80% discount on workplace health assessments for all employees, By taking part, employers will also be signposted to private healthcare providers who can undertake healthcare assessments. What is a workplace health assessment? A workplace health assessment, which is different from a doctor’s report, focuses on an employee’s work environment. It looks at how an individual’s job might be affecting their health, and how their health may be impacting on their work. How can it help employers and employees? After an assessment, employers can get advice about free or funded support which will help their staff stay in, or return to work. Health assessments also offer employees support to help them return to work, and give them advice on their health and wellbeing. Eligibility: If less than 50 employees, you can use this service if you meet one of these conditions: ●     your yearly turnover is £10.2 million or less ●     your yearly balance sheet is £5.1 million or less Between 50 to 250 employees, you can use this service if you meet one of these conditions: ●     your yearly turnover is £36 million or less ●     your yearly balance sheet is £18 million or less How to take part If you think your company is eligible, use https://lnkd.in/encSCrax to take part in the trial. You only need to give your email address and where your company is based at this stage. The DWP will then send you further information about the scheme and how to apply. The application process takes between 3-5 minutes. Why DWP needs personal information and how it treats it DWP needs personal information for the purpose of performing its function as a government department. It takes data protection seriously and treats personal information carefully. To find out more about how it uses information and for what purposes, please visit the DWP Personal Information Charter at https://lnkd.in/enA8p5PG

Lancashire’s SME businesses have the chance to trial a new government service which aims to cut the costs of workplace heath assessment (also known as an occupational health assessment).   The overall aim of the scheme, which is being piloted by the Department for Work and Pensions (DWP) and Department of Health and Social Care (DHSC), is to help Lancashire companies reduce staff absences and boost productivity.   The DWP is offering eligible companies (see Eligibility below) an 80% discount on workplace health assessments for all employees, By taking part, employers will also be signposted to private healthcare providers who can undertake healthcare assessments.     What is a workplace health assessment?   A workplace health assessment, which is different from a doctor’s report, focuses on an employee’s work environment. It looks at how an individual’s job might be affecting their health, and how their health may be impacting on their work.   How can it help employers and employees?   After an assessment, employers can get advice about free or funded support which will help their staff stay in, or return to work. Health assessments also offer employees support to help them return to work, and give them advice on their health and wellbeing.   Eligibility:   If less than 50 employees, you can use this service if you meet one of these conditions:   ●     your yearly turnover is £10.2 million or less ●     your yearly balance sheet is £5.1 million or less   Between 50 to 250 employees, you can use this service if you meet one of these conditions:   ●     your yearly turnover is £36 million or less ●     your yearly balance sheet is £18 million or less   How to take part   If you think your company is eligible, use https://lnkd.in/encSCrax to take part in the trial. You only need to give your email address and where your company is based at this stage. The DWP will then send you further information about the scheme and how to apply. The application process takes between 3-5 minutes.    Why DWP needs personal information and how it treats it   DWP needs personal information for the purpose of performing its function as a government department. It takes data protection seriously and treats personal information carefully. To find out more about how it uses information and for what purposes, please visit the DWP Personal Information Charter at

5 Action Points for Carer’s Leave Advice for Small Businesses: 1.      Understand Your Legal Obligations: Ensure you understand the rights provided under the Carer’s Leave Act 2023, including the eligibility and notice requirements. Carer’s leave is an unpaid statutory right, but you may choose to offer paid leave as part of your employee benefits. 2.      Implement Your Carer’s Leave Policy: Use our policy outlining the process for employees to request carer’s leave, the notice they must provide, and any conditions under which leave can be delayed. We include information on how employees should report back to work and ensure they know that they are protected from unfair treatment due to taking carer’s leave. 3.      Be Flexible: Encourage flexibility, as employees might need time off to care for dependents at short notice. You should balance flexibility with operational needs but be transparent and fair when postponing or adjusting leave requests. 4.      Communication and Training: Inform your managers about the new carer’s leave rules to ensure they handle requests consistently and fairly. Consider offering guidance to employees about the types of support available to them, including other forms of leave such as parental leave or time off for dependents. 5.      Track Leave: Set up a system to track employees’ carer’s leave to ensure they do not exceed the one-week maximum within any 12-month period. This will help you manage business continuity and employee compliance. If you use People HR we’ll write this into your policy and build a digital log book with you. Following these steps will help you manage carer’s leave effectively while ensuring compliance with the new legal requirements. Brian

✅ Building Loyalty with Benefits: How a Comprehensive Package Promotes Long-term Retention ✅ Many companies still offer their employees a benefits package that either only fulfills the legal requirements or offers standard local benefits. In my experience, employees want more. However, it is not enough to offer benefits on a one-size-fits-all basis. Employees see themselves as individuals and therefore want benefits that suit them and their needs. For instance, young professionals might value educational opportunities and flexible working hours, while parents may benefit more from childcare subsidies or work models that allow for better work-life balance. Finally, an attractive and comprehensive benefits package promotes long-term employee commitment to the company. Investing in employee well-being and satisfaction not only reduces turnover but can also lower the overall costs associated with recruiting and training new hires. By implementing a diverse and comprehensive benefits offering, companies demonstrate their commitment to the well-being of their employees, which in turn contributes to creating a positive and productive work environment. Do you agree or would you like to add something? #employeebenefits #globalbenefits #rewards #humanresources #wellbeing #employeeexperience #retention #loyalty

SMES in Cumbria and Lancashire are entitled to 80% discount on Occupational Health Assessments , see enclosed information to check eligibility and get further information #smes #smesupport #cumbriabusiness #lancashirebusiness #occupationalhealth #business

📊 Are Employers Missing the Mark on Tailored Benefits? 🤔 Recent trends show that many employers are failing to target benefits effectively based on the diverse needs of their workforce—especially when it comes to age and gender. 🔍 Why does it matter? Employees at different life stages have different needs: Gen Z may value career development perks, while Gen X might prioritize retirement planning. Gender can also impact benefit preferences, with issues like parental leave, healthcare, and mental well-being taking center stage for various groups. When benefits aren't tailored, employers risk lower engagement, higher turnover, and missed opportunities to support the health and productivity of their teams. 📈 It’s time for companies to adopt data-driven strategies and create inclusive, personalized benefits packages that reflect the needs of their workforce—because one-size-fits-all simply doesn't cut it anymore. How is your organization addressing this challenge? https://lnkd.in/eBsR3ij4  #HR #EmployeeBenefits #WorkplaceDiversity #EmployeeEngagement #InclusiveWorkplace #FutureOfWork  

There is a mismatch between companies’ demand for talent and the number of workers willing to supply it. Employers continue to rely on traditional levers to attract and retain people, including compensation, titles, and advancement opportunities. To remain competitive and improve attraction and retention, many employers are investing in their leave programs.  Our latest blog post details several types of personal leave that many employers are planning to increase in the next few years.

"9 in 10 employees want someone to talk to about their finances. At the moment 66% feel like their company doesn’t care about their financial situation, which makes them more likely to salary hunt elsewhere, and less productive during the working day." The cost of living crisis is having a big impact on the number of worker who have financial worries right now and a decline in mental health is being seen as a result. As an employer there are things you can do to support staff, and it does not have to cost the company money. You can support staff with financial concerns by offering financial education programs, providing resources on budgeting and financial planning. Implementing flexible work arrangements can ease stress for employees dealing with financial challenges. You might also consider offering employee assistance programs (EAPs) that include financial counseling services. Open communication about available benefits, such as wellness programs or assistance for emergencies, can help employees navigate financial difficulties. Do not assume employees know the government help available to them. Have details of where they can seek advice on benefits and government schemes like free or tax free childcare. Here are some great tips for employers. https://lnkd.in/eRTm36xY