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27 March 2023

If you’re not sure, you need to act before 31 July 2023!

The New State Pension will be increasing in April from £185.15 per week to £203.85 (taking it to £10,600 per year) and for lots of us this will be a large proportion of our overall retirement income.
However, did you know that if your National Insurance (NI) records have gaps in them, you may not get this full amount?
At the moment, if you have gaps in your NI records, you can make voluntary contributions to cover gaps back to April 2006. This window was due to end on 5 April 2023, however the deadline has been extended to 31 July 2023. After this date, you will only be able to go back a maximum of 6 years (e.g. from the coming tax year 2023/24, you will only be able to make up gaps as far back as 2017/18 tax year).

So what should you do if you are unsure?

The first thing to do is get a State Pension forecast which will tell you how much State Pension you may get.
You can then apply for a National Insurance statement from HMRC to check if your record has gaps.
If you find you do have gaps in your NI records you may still get the full new State Pension, however, if these gaps prevent this you have some options which I have mentioned in the further information below.
You can also find out more about how filling gaps can affect your State Pension by contacting the Future Pension Centre.

If you would like to know a few basics about who is entitled to the new State Pension and how the pension is calculated I have put some details below.
• The new State Pension is for:
o men born after 6 April 1951 and
o women born after 6 April 1953
• It is based on your NI records when you reach State Pension Age
• You need at least 10 qualifying years to get any new State Pension
• You’ll need 35 qualifying years to get the full amount if you do not have a NI record before 6 April 2016
• You may get less than the new full State Pension if you were contracted out before 6 April 2016
• You may get more than the new full State Pension if you would have had over a certain amount of additional State Pension under the old rules

Qualifying Years
When you are working you will get qualifying years if:
• You’re paying NI contributions which can be either of:
o Employed: earning over £242 per week from one employer
o Self-employed and paying NI contributions (profits of over £11,908)
• You are employed but not earning enough to pay NI but you earn between £123 and £242 a week from one employer
If you are not employed, you may still get NI credits if you:
• Claim child benefit for a child under 12 (or under 16 before 2010)
• Get Jobseeker’s Allowance or Employment and Support Allowance
• Get Carer’s Allowance
• You are ill, disabled or on sick pay

Finally, if you’re not working or getting NI credits you may be able to pay voluntary NI contributions to increase your State Pension amount.

Topping up one qualifying year of £824.20 translates to £275.08 extra per year in state pension. The cost will be increasing from 1st August to £907.40 but you will be getting an extra £302.86 a year in pension due to the increase in April 2023.

For any further assistance with this, please contact your Corinthian Consultant who will be happy to help.

31 October 2022

When it comes to planning for your future, there might seem like there is a lot to think about and one thing that you might have heard about is consolidating your pensions.

Opting to consolidate your pensions can save a lot of work as well as money and time but is it right for you? Through your years of working, you might have picked up a number of pensions with different providers and this can prove challenging when it comes to managing their performance. This is where pension consolidation can help as this can help to reduce costs and there will be less paperwork. So, why should you consolidate your pensions?

Reviewing them Is Easier

It can prove a challenge to manage your pension, especially when you have pensions with a number of providers. When you consolidate your pensions, you can track them more efficiently and see how they are performing. This will give you greater clarity over the money in your pension and it enables you to make quick changes without the need to communicate with different providers.

Pension Costs May Be Reduced

When you combine all of your pensions together, it could mean that you reduce your pension costs at the same time. One way of looking at this is that the fewer costs you have to pay, the more money will have when the time comes to retire.

Older pensions have high charges associated with them and over time, these costs can eat into your pension, leaving you with less money. When you choose to consolidate your pensions into a modern pension, you can reduce your costs significantly.

Enhanced Performance

Your pension is likely to increase and decrease in value and how it is invested will determine the highs and lows. There are some pensions that will only utilise a small number of investment funds and that can mean that your pension might not perform very well. However, a newer pension will access a huge array, often thousands, of varying investments. So, when you consolidate your pension, you will have more funds that you can invest in and this provides an increased level of flexibility and choice when it comes to finding a strategy that works for you.

Improved Flexibility Once You Reach Retirement

In previous years, there were rules in place that meant that you had to use your pension to purchase an annuity when you reached retirement. This all changed back in 2015 which means that people are able to withdraw an income flexibly from their pension. However, this change does not help everyone, especially those who had a pension in place before 2015 whereby the only option was to purchase an annuity. The way to overcome this is to consolidate your pensions into a new pension as this will enable you to take advantage of the flexibility of being able to draw down an income.

Deciding whether to consolidate your pension is a big decision and it won’t work for everyone. However, understanding the reasons why you should, will help you to make an informed decision.

We are here to help

my corinthian is about planning for the future and making decisions about your money based on what you want for your future. We can help you combine old pensions, and get clear on how best your pension can work for you. It’s about setting goals and deciding how much risk you’re willing to take with your investments. It’s also about understanding what kind of lifestyle you want to lead and how much you can afford to spend every month.

When you have a financial plan in place, you can rest easy knowing that your future is secure.

In addition to the peace of mind that comes with being prepared for the future, there are countless advantages of financial planning. From emotional and health-associated benefits to social and financial benefits, financial planning positively impacts every aspect of your life.

Small wins eventually accumulate into large financial milestones, such as purchasing a car, paying off a mortgage, saving for a child’s education, or being able to stop work and retire comfortably.

Got questions? We’re all ears. Drop us an email [email protected] or 

get in touch with us – and let’s get your journey started. 

17 October 2022

We all have a desire to plan for our future but the world of pensions can seem daunting and confusing. However, when you scratch beneath the surface and understand the different types of pension that are available, you soon realise that things are not as complicated as they might seem. Therefore, it can help to understand the different types of pension and what they offer.

State Pension

This pension is claimed by most people once they reach retirement age if they have been contributing towards National Insurance for more than a decade. The State Pension age is always being reviewed by the government as it currently stands, people can claim once they reach 66.

How much you receive will depend on how many years you have been paying national insurance. If you have been paying for 35 years, then you will be able to claim a full state pension and if you have been paying for less, then you will get the basic state pension that is adjusted based on the number of years you have been paying.

Workplace Pension

There are two categories that fall under workplace pensions:

Defined Contribution – This is the most common type and the final amount you receive will depend on how much you have paid into it, how it was invested and how the investments have moved throughout the period that your money was invested.

Defined Benefit – This will pay you an income based on the salary that you were paid and how you were employed. These types of pensions can be extremely good depending on your circumstances and the scheme. These are often found in the public sector and some large corporations but they can prove expensive for companies.

You might also have heard of auto-enrolment which is a government initiative that was started in 2012. The aim was to get more people thinking about their future and so, for those over the age of 22 and earning more than £10,000 they would be automatically paying a percentage of their earnings into a workplace pension.

Personal or Private pension

If you are self-employed or want to open your own pension then a personal or private pension is the next option. This is one that is opened by yourself through fund providers who will then invest your money on your behalf. You will have more control over your investments and the potential to earn will depend on how much risk you want to take. The more risk you take, the higher the returns but you could lose your investment and the lower the risk, the lower the returns. Furthermore, you might also be asked if you have any preferences when it comes to investing. Once you have chosen, you will then pay a set amount into your fund and over time, the fund will grow depending on the way in which it is managed.

So, pensions are hugely important when it comes to planning for the future and that is why it is vital that you understand the different types.

How We Can Help

As an award-winning pensions and benefits consultant, we help SMEs to create a more secure, satisfying and successful present and future for your business and for your employees.

As an independent consultancy we get to work with all the major providers of pensions and employee benefits. We know their products and get great deals, which in turn means you get the right advice and can usually save you money. We’ll meet you in person to understand your company, culture and what you want to achieve. From this information, we will do all the spade work and come back with the right products and services that deliver your promise to your employees.

We offer a no-obligation call with a member of our friendly, experienced and supportive team. We are here to make your life easier by providing the best possible service – pure and simple. Visit our website or drop us an email at [email protected] so we can discuss how we can support you and your employees. 

4 October 2022

From the moment we enter the world of work, we are told that we have to work up until retirement age and that work should underpin everything that we do. This has been the mindset of generations before us but the Covid-19 pandemic threw a slight curveball at the world of work and life balance because it made people realise that there is more to life than work. Of course, if you want to live comfortably in retirement then you have to work but it is possible to find that perfect work-life balance and now, more people are looking to enjoy more of life at a younger age.

What Has Research Found?

The research by Aviva, which looked at data from 2,173 employees, found that 41% of people enjoy their current role because of the way in which it allows them to get the best of both worlds when it comes to work-life balance. This is a figure that has risen when compared to before the pandemic, proving that many people have changed their approach to life and work.

Another element of the workplace that employees appreciate is the benefits on offer as this helps them to feel valued and it increases happiness and boosts morale. Despite this, a similar number of people said that they would like to see improvements made to benefits in the coming year.

The vast majority (88 per cent) of employees said workplace benefits (other than salary) improved their overall happiness. However, a similar proportion (87 per cent) said they wished to see improvements to the benefits offered in the next 12 months.

In contrast to this, male employees were more likely to state that the salary attracted them to their current job as opposed to the work-life balance that it offered. The figure for women came in slightly lower at 34% compared to 43% for men. Therefore, it was found that women were more attracted to roles because of the work-life balance that it offered as opposed to the salary on offer.

So often, when speaking to employees, they tell me that the perks and benefits they access make a difference to their overall wellbeing and happiness. This is especially true when it comes to flexible work arrangements. For example, we know that flexible working gives employees more time for themselves and their loved ones, as well as more time to take care of their health. We also know that there are clear links between wellbeing and productivity.

When speaking to employers we know they need to attract talent into the company and retain experience in order to thrive. The pandemic has changed our approach to life and while benefits in the workplace were still important, more people were now seeing the benefits of a good work-life balance.

What has been found is that employers have to consider the needs and challenges of employees when it comes to any benefits packages that they offer. Therefore, employers have to communicate clearly with employees what the packages offer and how they can benefit from them. As more people look to find a good work-life balance, they have stated that the benefits they would prefer are those that give them an allowance to spend on anything they wish.

Let’s talk 

As a result of the pandemic, people have re-evaluated what matters to them. Some believe that they should have more time to live life while they are younger and parents like the idea of being able to work from home so they can take their children to school and pick them up. All of this is clear proof that working patterns and greater flexibility helps to empower people and enhance productivity in the workplace. All of which benefits employers and employees alike.

When you do this, you will find that your workforce becomes happier, more content and more productive. At Corinthian Benefits we focus on creating happier employees that feel more connected and engaged to their employers through their pensions, benefits and general wellbeing. 

We offer a no-obligation call with a member of our friendly, experienced and supportive team. We are here to make your life easier by providing the best possible service – pure and simple. Visit our website or drop us an email at [email protected] so we can discuss how we can support you and your employees.

20 September 2022

Costs are rising at the fastest rate seen for decades, which now means that people are struggling to survive from one pay cheque to the other. Many people like to have a buffer of cash behind them that they can fall back on, but the current cost-of-living crisis has meant that people are now having to use their savings and cash reserves.

What is the Current Situation?

It has been found that a third of workers in the UK are now losing control of their finances as they rely on living on one paycheck after the others without having spare money to protect them from the cost of emergencies.

In addition to this, it has also been found that just over a quarter of workers are also struggling financially, providing a real insight into the current financial situation in the UK. The last two years have been challenging for everyone, and the pandemic almost made us lose grasp of our familiar current situations as we had to forfeit things such as holidays and other expenditures that formed part of everyday life. However, just over a third of people could not cover the cost of their mortgage or utility bills, while 29% of people had to take advantage of a salary advance with 33% now saying that they now believe they will have to work longer before they can retire.

This is a precarious situation as it is recommended that people aim to have anything from three to six months worth of savings behind them to cover the cost of emergencies such as the replacement of a boiler or to cover the cost of being out of work but currently, this is becoming a difficult situation to manage for many.

The Impact

There is a significant impact of this situation on people because it causes self-destructive behaviours whereby people are smoking more, eating poorly and are drinking too much while just under a fifth are abusing substances. Along with this, two-thirds are suffering from depression and anxiety.

This has resulted in calls for employers to provide more support as tools are available to help struggling employees. The tools could help with financial planning and budgeting, but over half of those who have received support have said that the tools and resources positively impacted their situation. Furthermore, 42% also said financial apps and tools should be included in employee benefits.

This means that employees should be aware of what is available through clearer communication. However, not all employers are aware of the available salary sacrifice and benefits packages. Therefore, education is important as well as simple access. This will ensure that employees can benefit from various packages and initiatives that could help ease their situation and give them some breathing space regarding their finances.

How we can help

At Corinthian Benefits, we work with a wide range of businesses – delivering the best pension and benefit package for your business and your employees. We’re passionate about providing the best possible service to every one of our clients and their teams. Our members have access to various tools, including our budget calculator and can also access the benefits of salary exchange to save money. Also, in terms of perks, we can offer a discounted shopping portal, and cash plans have many tangible benefits, including help towards dental and optical and even money towards prescriptions.

Let’s talk

We offer a no-obligation call with a member of our friendly, experienced and supportive team. We are here to make your life easier by providing the best possible service – pure and simple. Visit our website or drop us an email at [email protected] so we can discuss how we can support you and your employees.

5 September 2022

Since the Covid-19 pandemic hit the world in 2020, the workplace has changed beyond anything we ever expected. It proved that many workplaces can change and it proved that people can be just as productive from home or from another location. While the idea of working from home might have appealed to many, the reality is that it has brought with it a range of problems, such as people feeling isolated and lonely.

One survey has suggested that as much as 66% of people are now experiencing loneliness, and many think their employer is responsible for doing more.

The effects of loneliness can have an impact on both the mental and physical health of individuals while they can be long-lasting. This can also hamper productivity as staff take more sick days and become disengaged from the workplace. So, what solutions are in place to deal with loneliness in the workplace?

Showing an Interest

This is a simple approach but is one that many managers miss out on. By getting to know your team members and asking them about their personal lives, interests and passions, you can connect with them on a deeper level. This will help them to open up and will make them feel included and to have a sense of belonging.

Pay Attention to the Finer Details

It can be too easy to dismiss small details, but when you pay attention to them, the impact they can have can be huge. Whether it’s a birthday, the name of their child or even what their preference is when it comes to hot drinks, it can all matter. These small gestures go a long way to showing that you care about them and are more than just employees or colleagues.

Create Opportunities for Connection

If people believe you are not approachable, they will not make contact with you. However, if you make yourself approachable by giving them the impression that you are pleased and happy to hear from them, they will feel more confident. If you cannot take that zoom call, let them know and then state that you will call them back…and make sure you remember to make the call! One option we have used at Corinthian is to host coffee chats every now and then, either online or in person, and ask colleagues to talk to someone perhaps they wouldn’t normally talk to.

Deal With Tiredness and Exhaustion

This is a significant problem that can really impact employees, so it makes sense to do everything possible to recognise the problem. Maybe someone has been working long hours and not taking the required breaks, so you should make them aware that they should take care of themselves. Ensure that you praise them for finding that balance and also take a look at their workload to see what can be done to help them.

Assisting employees

Many employers can now offer benefits that focus on health and well-being for their employees. Some options involve free access to wellbeing apps, yoga programmes, mindfulness music, and stories. Headspace and Calm apps are popular choices, and some Private Medical Providers have these incorporated. Having a range of benefits and perks in place that really focuses on the well-being of your employees can really connect them to your organisation and improve their sense of belonging.

Let’s talk

Whether you create small changes or simple recognition, these actions can help alleviate the impact of loneliness in the workplace. When you do this, you will find that your workforce becomes happier, more content and more productive. At Corinthian Benefits we focus on creating happier employees that feel more connected and engaged to their employers through their pensions, benefits and general wellbeing.

We offer a no-obligation call with a member of our friendly, experienced and supportive team. We are here to make your life easier by providing the best possible service – pure and simple.

Visit our website or drop us an email at [email protected] so we can discuss how we can support you and your employees.

22 August 2022

An employee benefits package can be hugely important to employees but creating one is not as simple as you might think. If your benefits package is to be effective and deliver what your employees really want, it will have to reflect the values and culture of your business.

Employee benefits have been in the spotlight since the pandemic started because companies have had to understand what employees want, and in recent years, this has evolved rapidly.

Taking a step back when it comes to updating what you offer doesn’t have to be a challenge. This is because your package should be aligned with the diversity, equality and inclusivity values underpinning your business while ensuring it enhances their working life.

Your Company Culture and Diversity, Equality and Inclusivity

It is important for your business to look at what you offer employees on a wide scale; this is much more than simply looking at their salaries. You’ll also need to consider what employees get by working for your business and whether you can meet their needs individually. Do they feel a part of your business and feel valued?

When employee benefits meet the wide-ranging needs of your employees, only then are they considered successful. If you are unaware of those needs, you might opt for a benefits package that completely misses the mark and could work against you. Therefore, it makes perfect sense to have a solid diversity, equality and inclusivity policy in place to make sure you recognise the needs of employees.

Understanding Their Needs

One thing that all employees look at is the financial incentive of working for you. However, they are not just looking at the salary because they want much more. Ideally, they are looking for packages that support their lives, ranging from having duvet days to having flowers delivered on their work anniversary. As many of us focus on our health and nourishment, it’s important to ensure that we’re still getting enough of what we need at work. Offering soft benefits like free fruit and healthy snacks in the office is a win for everyone involved: your employees will be happier and healthier, and you’ll have happier, healthier employees who are more productive. Senior staff might prefer something that supports them financially, while younger employees might prefer something that benefits their young family or extracurricular activities. There are many different benefits that you can implement, such as working from home, which demonstrates that you trust employees but also a menopause policy that provides support to those that need it.

Cash plans are a good example of a benefit that can appeal to a wide range of your employees. Cash plans are designed to pay out for everyday health care costs such as dental treatment, eye tests, glasses/contact lenses, physiotherapy, chiropody and even preventive measures such as health screening. Cash plans are quick and easy to set up; they are a cost-effective way to reward and support your workforce and are a fraction of the cost of private medical insurance.

Get the Right Support

You might not have the scope to create a diverse, equal and inclusive policy in-house, but support is available for you to take advantage of. This is something that large organisations might consider as they are more likely to have several departments and staff that have different needs.

Furthermore, once you have a benefits package in place, there is no benefit from assuming that the work is done. It can help to revisit it every so often to see what is working and what needs changing as it might need to evolve to meet the ever-changing needs of your workforce.

You don’t have to tackle your Employee Benefits solution alone. Our team are on hand to answer your questions and work out what is best for you and your team, for now, and for the future.

For further information call 0208 189 6100 or email [email protected]

27 July 2022

Employees are the backbone of every business and valuing their input, loyalty and productivity is key to retaining the very best talent. The aim is to create an employee experience that delivers results in terms of engagement. Celebrating milestones doesn’t have to be something that requires the arranging of a party but it does require management and business leaders to take time out of their day to recognise these milestones with staff.

How Can You Celebrate Milestones?

There are many different ways in which you can celebrate milestones and these can include:

  • Announcing milestones during meetings
  • Discussing it in a newsletter sent to the entire business
  • Acknowledging public recognition
  • Leaving them a personal note
  • Giving gifts
  • Rewarding them with lunch
  • A workplace party
  • Highlighting the employee of the month

The employee experience is about everything they experience in the workplace and this includes being recognised. Almost 75% of teams feel as though they are valued when they receive praise through recognition and the celebration of milestones.

What Milestones Can Be Celebrated?

Their First Day – When you celebrate their first day, you are acknowledging their arrival and you make them feel welcome from the beginning.

Their First Three Months – If they have had a successful first three months then this is a milestone worth celebrating

Delivery of Projects – When a project is completed, celebrating its delivery is a great way of saying thank you.

Promotion – When a member of staff is promoted, sharing the news with other employees is a great way of showing where hard work can take you.

Anniversaries – From one year to five years and even twenty-five years, these are significant milestones that should be celebrated and recognised.

Graduating – Some employees continue to learn while working and celebrating these achievements is a way of recognising and thanking them for their efforts.

Becoming Certified – Certain jobs require staff to become certified. This often involves late nights, coursework and exams. Congratulating staff is a great way of showing your gratitude.

Reaching Retirement Age – Reaching the end of your working life is a big achievement. Celebrating this achievement shows that you appreciate their dedication and efforts through the years.

Birthdays – Everyone has that one day a year where they feel special and that’s their birthday. Bring them in a cake, let them choose the office playlist for the day or send out an celebratory email. Whatever you choose, acknowledging their birthday makes them feel a part of the company.

Big Events – From marriage to childbirth, these are all big events and celebrating these can help to create a community feel.

Business Anniversary – Businesses can also reach anniversaries such as how long it has been trading. Including employees in these celebrations will make them feel like a part of the company.

Customer Appreciation – If a customer gives a glowing review of an employee then this is something worth celebrating as it helps to create a feeling of positivity that runs through the business.

When discussing happy employees with management and looking at ways in which you can enhance morale and the employee experience, celebrating milestones is an opportunity to create a feeling of value and loyalty. Celebrating milestones can be simple but what they bring to your business and your employees cannot be overlooked.

[email protected]

13 July 2022

In recent times, the workplace has been through a change that has not been seen for decades. This might be down to the Covid-19 pandemic and other reasons but organisation policy is changing slowly and employers are now taking a new approach. Following a period of working from home and furlough, HR teams are now looking over their existing policies to determine how they can fit around a changing world.

So, what policies could you introduce for your teams as a way of enhancing retention, productivity and engagement?

Health and mental wellbeing

Employee wellbeing goes far beyond just minimising health issues and health-related absences. The World Health Organisation consider wellbeing at work “a state of complete physical, mental, and social wellbeing” – so it encompasses all areas of working life. Promoting wellbeing at work can help create a positive working environment by minimising stress levels, improving employee satisfaction and engagement, and ultimately helping your employees thrive at work. We believe a happy and healthy workforce is essential in building a successful business. Putting the steps in to support this can be hard work but ultimately rewarding.

Financial Wellbeing

The cost of living crisis has taken over the UK in recent months and many people are finding that their finances are becoming tighter. This can have a negative effect on their wellbeing and can cause both mental and physical problems but still, there are not many policies in place to deal with this. As a result, there has been a call for large businesses to implement financial wellbeing policies to support staff which include:

  • Access to advice and resources
  • Financial planning advice such as pension advice or planning for maternity leave
  • Improved employee benefit schemes that include financial benefits
  • Flexible working to assist with those who need to manage childcare or work from home to save on travel costs
  • A commitment to ensure that employees receive the Real Living Wage

Burnout Policies

Wellbeing has been a priority over the previous two years in particular, as people have had to deal with a wide range of challenges during the pandemic. Mental health is at the forefront of change in the workplace and many people have suffered recently, so it is important that employers do as much as possible.

What this has meant is that employers have implemented measures that are designed to support staff while also ensuring they are helped to deal with the pressures that came with Covid-19. Some businesses have started giving staff more time off as a way of recognising their efforts while some have opted to implement schemes that are aimed at encouraging them to take more time for themselves. Mental health costs employers as much as £45 billion on an annual basis but for every £1 they invest in mental health interventions, they can make back £5 as a result of turnover and a reduction of absenteeism. This is a clear incentive for businesses to implement policies that support the wellbeing of employees.

Through the review of existing policies and by making changes, it is easy to create a workplace that is understanding, accepting and supportive, all of which is something to consider when discussing happy employees.

Email : [email protected] or call: 0208 189 6100

29 June 2022

Maintaining high levels of employee satisfaction is key to reducing staff turnover and attracting top talent to your business, and one way to do that is to ensure that your workforce is receiving the benefit, perks, and pensions that they deserve.

We take a closer look at how to simplify the process of providing the best possible package for your team while also reaping maximum benefits for your company.

The Benefits of a Good Workplace Pension

These days, all workplaces must enroll their employees in a pension scheme by law, however, it’s important to make sure that you’re choosing the best workplace pension for your team that gives them the peace of mind that comes with knowing that their retirement will be comfortable and happy, while also helping them to feel valued and appreciated by your organisation.

Different businesses have different pension scheme needs, so it’s important to select the one that’s most appropriate for your requirements. That’s where we can help. We give ongoing support and advice to enable you to select the optimal pension scheme for your workforce that runs smoothly and minimises your management time while also helping you make considerable savings.

Furthermore, we can also do the hard work of communicating the benefits of the scheme to your employees so that they can understand the advantages for themselves and appreciate the investment that you’re making.

Offering Employee Perks

Attracting talent and retaining existing team members these days often requires business leaders to offer something a little more than just a basic salary package. Company perks are a great way to make your workforce feel appreciated and happy, and not only that, but they can help your business to save money too in the long run.

Happy staff are productive workers, and they’re more likely to remain loyal to your brand. That means a lower staff turnover and less need to fund costly recruitment and training drives. There are many different employee perks that you can offer your team, from private medical insurance to free gym membership. The key to success is choosing the right perks to suit your company’s requirements.

This is something that we can also help you with. We take the time to really get to know your business and its needs. Once we know what you need to achieve, we can put forward our proposal for company perks that meet your budget and key objectives.

We know that one size doesn’t fit all when it comes to keeping your workforce happy, and that’s why we take a creative and individualistic approach to find just the right perks package for your organisation so you can achieve maximum benefits for you and your workforce.

The Importance of a Happy Workforce

It has been proven time and again that happy workers are productive workers, and a productive workforce is always going to be good news for your business. We’re here to help you keep your team satisfied by offering them the pension and perks packages that keep them loyal today, tomorrow, and in the future.

Discover your Happy Employee Score via our free tool

If you want to chat about this further email: [email protected], or call 0202 189 6100