We carry out a full market review, negotiate terms with the UK providers and present our recommendations with a detailed analysis.

As part of our service we prepare the Employee Benefit guides, how to claim guides and FAQ for the Workplace Pension as appropriate. We work with both our corporate clients and their employees in communicating the benefits available to them and then manage/oversee the providers in implementing the various plans.

It is a legal requirement in the UK to automatically enrol all eligible employees into a Workplace Pension. There are set contribution rates and these are determined by the pensionable salary definition (there are four definitions). We will research options and make recommendation for a compliant and competitive Workplace Pension. We manage the monthly processes, uploads and contribution schedules.

Workplace Pensions are overseen by The Pensions Regulator (TPR) and we can act as secondary point of contact (the primary contact needs to be an employee/officer of the company providing the pension for their employees). We will manage the initial and future compliance requirements including declaration of compliance, re-enrolment and certificate if required.

Many UK companies provide their employees with life assurance cover, normally as a multiple of salary at 4x albeit plans can be provided from 1x salary upwards or at a fixed sum assured. The plan should be written under trust to ensure tax efficiency.

This is income protection and provides a percentage of salary if an employee is unable to work due to accident or illness following a specified period of absence. 60% or 66% of salary are common definitions and payment normally runs for 13 or 26 weeks.

This is income protection and provides a percentage of salary if an employee is unable to work due to accident or illness following a specified period of absence. 60% or 66% of salary are common definitions and payment normally runs until retirement age if the employee cannot work again (or for a specified term).

Provides a confidential counselling and helpline service along with mental health and wellbeing support. Often made available as part of the Long Term Disability benefit.

Critical illness pays out a lump sum on diagnosis of an eligible condition/illness, normally set as a multiple of salary around 1x or 2x or as a fixed sum assured as with the life assurance.

Private medical insurance supplements but does not replace the National Health Service (NHS), in speeding up consultation, diagnosis and treatment of potential conditions.

It is now very difficult to register with an NHS dentist and so dental insurance allows an employee to use any dentist (and often on a worldwide basis) with support being provided up to set monetary amounts.

We encourage all our corporate clients to pay for annual eyesight test and either pay or make a contribution towards the provision of lenses if required as a consequence of an employee’s daily work routine. This then complies with typical health and safety practice. For smaller groups, a direct payment is appropriate but for companies with 10-15+ employees a voucher program makes more economic sense.

It is important for all employees required to travel outside the UK on company business to be provided with insurance to support their medical needs if taken ill and that allows support for flight cancellations, loss of luggage etc.

A salary sacrifice (tax efficient) benefit allowing an employee to purchase a bicycle and associated equipment up to a set amount and to pay back via payroll but without having to pay income tax or national insurance. Also tax beneficial for the employer.