Bulletin Archives - Corinthian

23 May 2023

In today’s fast-paced and demanding work environment, prioritising employee health and wellness is no longer just a trend but a necessity. Employers who invest in comprehensive wellness programs and initiatives can reap numerous benefits, including increased productivity, enhanced job satisfaction, and improved overall employee well-being. As a pension and benefits consultancy, we work with a wide range of businesses, many of whom want to prioritise not only the financial well-being of their employees but also the mental and physical well-being of them also.

Boosting Productivity and Performance

All the evidence confirms – employee health and wellness directly impact productivity and performance levels within an organisation. By offering wellness programs, employers provide opportunities for employees to take care of their physical and mental well-being. Wellness initiatives, such as fitness programs, gym memberships, and health screenings, can improve employees’ physical health, leading to increased energy levels, better focus, and reduced absenteeism. Additionally, mental health support and resources can help employees manage stress, enhance resilience, and maintain optimal cognitive function, resulting in improved job performance.

Enhancing Job Satisfaction and Employee Engagement

A focus on employee health and wellness contributes significantly to job satisfaction and overall employee engagement. When employees feel that their well-being is a priority for their employer, it fosters a sense of value and care. Wellness programs demonstrate an organisation’s commitment to creating a positive work environment that supports employees’ physical and mental health needs. This, in turn, leads to greater job satisfaction, increased loyalty, and higher levels of employee engagement.

Attracting and Retaining Top Talent

In today’s competitive job market, attracting and retaining top talent is a significant challenge for employers. Offering comprehensive health and wellness programs can give organisations a competitive edge. Prospective employees actively seek employers who prioritise employee well-being, knowing that their health needs will be supported. By providing wellness programs that go beyond traditional healthcare benefits, such as gym memberships or yoga classes, employers can position themselves as attractive employers of choice, resulting in higher talent acquisition and retention rates.

Reducing Healthcare Costs

Investing in employee health and wellness programs can lead to long-term cost savings for employers. By promoting preventive measures, such as health screenings and wellness education, employers can identify potential health risks early on and support employees in taking necessary actions to prevent or manage chronic conditions. This proactive approach helps reduce healthcare costs associated with expensive medical treatments and long-term absenteeism, ultimately contributing to a healthier and more cost-effective workforce.

Fostering a Positive Organisational Culture

Wellness programs play a significant role in shaping a positive organisational culture. When employers prioritise employee health and wellness, it sends a clear message that the organisation values the holistic well-being of its workforce. This culture of care, supported by wellness initiatives, can foster camaraderie, teamwork, and a sense of community among employees. It creates an environment where individuals feel supported and encouraged to take care of their well-being, resulting in a happier and more engaged workforce.

Prioritising employee health and wellness through comprehensive wellness programs is a powerful investment for employers. By offering a range of initiatives, including wellness education, fitness programs, mental health support, and health screenings, organisations can create an environment that promotes physical and mental well-being. The benefits extend beyond individual employees to include increased productivity, enhanced job satisfaction, improved employee engagement, and cost savings. In a world where the well-being of employees is paramount, investing in employee health and wellness is a strategic and compassionate approach that yields positive outcomes for both employees and the organisation as a whole.

If you would like to find out more about how our team at Corinthian, can support you with your pension and benefits offering – drop us a line at [email protected]

As companies around the world increasingly recognise the significance of environmental, social, and governance (ESG) factors, integrating sustainability into their operations has become a key priority. This focus on responsible business practices extends to employee benefits, particularly pension schemes. In this blog post, we will delve into the importance of ESG green pensions in the workplace and how they can positively impact both employees and the environment.

Supporting Sustainable Investing

ESG green pensions provide employees with an opportunity to align their retirement savings with their values. These pension schemes promote sustainable investing practices by incorporating ESG criteria into investment decisions. This means that the funds are directed towards companies that demonstrate strong environmental stewardship, social responsibility, and effective governance practices. By opting for an ESG green pension, employees can actively contribute to positive environmental and social change while securing their financial future.

Attracting and Retaining Talented Employees

In today’s competitive job market, talented individuals seek more than just a paycheck; they want to work for companies that share their values and demonstrate a commitment to sustainability. Offering ESG green pensions as part of your employee benefits package can give your organisation a competitive edge in attracting and retaining top talent. By providing an option that aligns with employees’ sustainability goals, you send a powerful message that your company values social and environmental responsibility.

Enhancing Employee Engagement and Well-being

Employee engagement and well-being are crucial for a thriving workplace. ESG green pensions can positively impact both. When employees are aware that their retirement savings are being invested in companies that prioritise ESG factors, it fosters a sense of pride and purpose. This knowledge can improve employee engagement and overall job satisfaction. Moreover, contributing to a sustainable future through their pension investments can enhance employees’ sense of well-being, knowing that they are making a positive difference in the world.

Mitigating Financial Risks

Integrating ESG factors into pension investments goes beyond ethical considerations; it also helps mitigate financial risks. As the world transitions to a low-carbon economy, companies that fail to adapt may face significant financial challenges. ESG green pensions strategically allocate funds to companies that are proactively managing ESG risks and capitalising on emerging sustainable opportunities. By investing in these forward-thinking organisations, employees can potentially minimise their exposure to financial risks associated with climate change, resource scarcity, and regulatory changes.

Meeting Regulatory Requirements

Governments worldwide are increasingly implementing regulations that emphasise the importance of ESG factors in pension schemes. By offering ESG green pensions, your organisation demonstrates compliance with evolving regulatory requirements, positioning itself as a responsible corporate citizen. Staying ahead of these regulatory shifts not only protects your organisation from potential penalties but also helps build trust among employees, investors, and other stakeholders.

Final thoughts

ESG green pensions represent an impactful way for companies to demonstrate their commitment to sustainability, attract top talent, and align employee retirement savings with their values. By embracing these pension schemes, organisations can contribute to a greener future, enhance employee engagement and well-being, and mitigate financial risks associated with ESG factors. As the importance of sustainable practices continues to grow, ESG green pensions will play a vital role in shaping a more sustainable and responsible workplace.

If you are interested in finding out more about ESG pensions – reach out to our team [email protected]

10 March 2023

Could you benefit from reviewing your arrangements?

A recent survey of over 300 employers with over 3 million savers has highlighted some startling information of where employers and employees could be losing out. The statistics gathered include large employers and it is likely that for small to medium sized businesses, the numbers could be a larger concern.

The report highlighted a number of issues which included the 4 below:

1. 1 in 5 employers are not using salary exchange (sacrifice)

2. 60% of employers are not monitoring the performance of their default fund

3. 87% of employers are not completely confident they would pass the Pensions Regulator’s auto enrolment spot check

4. Over 50% of employers have not reviewed scheme charges in the last 2 years

1. Employers not using Salary Exchange (Sacrifice)

The survey found that around 1 in 5 employers are not using salary exchange and are missing out on substantial tax savings. It also suggested that of the ones who are using it, many of them are not using it effectively.

Salary Exchange can help increase an average UK employees take home pay by £15 per month, whilst saving the employer more than this for each employee.

2. Employers not monitoring the workplace pension default fund

Nearly 60% of employers stated that they hadn’t reviewed their default fund in the last 12 months and 25% said that have not done so in the last 3 years.

Many business owners are not aware that new employees joining the company may be going into a different default fund compared to that of their longer serving colleagues and the fund make up and performances can be completely different.

3. The Pensions Regulator Auto Enrolment Spot Check

From January 2022 to June 2022 the Pensions Regulator issued approximately:

20,000 Compliance Notices
15,000 Fixed Penalty Notices
6,000 Escalating Penalty Notices

In July 2022, with the easing of social distancing restrictions, the Pensions Regulator announced plans to increase its auto enrolment compliance inspections.

The Pensions Regulator stated that its aim was ‘not to catch employers out’, but to ‘make sure employers become compliant’. Clearly it is good practice for employers to be aware of their auto enrolment compliance duties, rather than wait until they are caught out by the Pensions Regulator.

4. Pension Scheme Charges

Over half of the employers surveyed said that they had not reviewed the charges paid by the company, or their employees, in the last 2 years.

With the changes in the pension arena over that last couple of years, many employers could find that they are able to secure lower charges for their pension scheme (meaning less money coming out of their employees retirement savings pots).

Next Step If you feel that you haven’t had the time to review your workplace pension scheme for a number of years, or that you would like to benchmark your current processes, then please get in touch with us. What’s really interesting, is we will review this for you at no cost or obligation – so it won’t cost you a penny!

Adam Gibbs

[email protected]

+44 7899 056 678

Could you benefit from reviewing your arrangements?

The report highlighted a number of issues which included the 4 below:

1 in 5 employers are not using salary exchange (sacrifice)
60% of employers are not monitoring the performance of their default fund
87% of employers are not completely confident they would pass the Pensions Regulator’s auto enrolment spot check
Over 50% of employers have not reviewed scheme charges in the last 2 years

1. Employers not using Salary Exchange (Sacrifice)
The survey found that around 1 in 5 employers are not using salary exchange and are missing out on substantial tax savings. It also suggested that of the ones who are using it, many of them are not using it effectively. Salary Exchange can help increase an average UK employees take home pay by £15 per month, whilst saving the employer more than this for each employee.

2. Employers not monitoring the workplace pension default fund
Nearly 60% of employers stated that they hadn’t reviewed their default fund in the last 12 months and 25% said that have not done so in the last 3 years. Many business owners are not aware that new employees joining the company maybe going into a different default fund compared to that of their longer serving colleagues and the fund make up and performances can be completely different.

3. The Pensions Regulator Auto Enrolment Spot Check
From January 2022 to June 2022 the Pensions Regulator issued approximately:

20,000 Compliance Notices
15,000 Fixed Penalty Notices
6,000 Escalating Penalty Notices

In July 2022, with the easing of social distancing restrictions, the Pensions Regulator announced plans to increase its auto enrolment compliance inspections. The Pensions Regulator stated that its aim was ‘not to catch employers out’, but to ‘make sure employers become compliant’. Clearly it is good practice for employers to be aware of their auto enrolment compliance duties, rather than wait until they are caught out by the Pensions Regulator.

4. Pension Scheme Charges
Over half of the employers surveyed said that they had not reviewed the charges paid by the company, or their employees, in the last 2 years. With the changes in the pension arena over that last couple of years, many employers could find that they are able to secure lower charges for their pension scheme (meaning less money coming out of their employees retirement savings pots).

Sharon Price
[email protected]
+44 79 1599 6884

Don’t leave it too late to review your pension!

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 www.corinthianbenefits.co.uk/ 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.

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

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 www.corinthianbenefits.co.uk/ or drop us an email at [email protected] so we can discuss how we can support you and your employees.

24 June 2022

A Safe Pair of Hands Charter

As professionals working in or with the UK Personal Finance Sector:

1. We acknowledge that as our services often involve the application of specialist and technical financial knowledge, this places many clients in a position of dependency and as such imposes upon us a greater moral duty to act in their best interests and as a ‘safe pair of hands’ , especially to those who find themselves in vulnerable circumstances.

2. We accept that our professional obligation to use ‘best endeavours’ and place our clients’ interests above our commercial interests have a greater significance to clients who are in vulnerable circumstances and, therefore, at greater risk of detriment.

3. We recognise that vulnerability can manifest itself in either physical, mental or emotional form (knowingly or otherwise), is dynamic in nature (short lived or longer term, sometimes permanent, transient, recurring or fluctuating over time) and may be hidden.

4. When working with clients who seek to access our services, we treat all fairly, regardless of their identity, age, gender, race, sexual orientation, disability, gender reassignment, religion or belief, and guard against making assumptions about individuals.

5. We believe that language and terminology is important. Vulnerability relates to circumstances and not a category of person. As such, descriptions such as ‘those in vulnerable circumstances’ should be used at all times instead of ‘vulnerable individuals’, except when only referring to individuals or groups of individuals where vulnerability is permanent.

6. We recognise that people in vulnerable circumstances are often unaware of their vulnerability and, if they are aware, might not acknowledge it nor wish to be described as vulnerable. We, therefore, accept our heightened professional obligations towards clients in vulnerable circumstances; and the need for raised awareness, greater sensitivity, and additional technical competencies.

7. We seek to recognise clients in vulnerable circumstances and encourage all to self-declare if appropriate, safe in the knowledge that we will:

a. adapt our business processes and professional services, so our clients do not suffer detriment at any point as we seek to deliver outcomes at least as good as for those who are not in vulnerable circumstances

b. maintain confidentiality and ensure our behaviours are fully compliant with all relevant legislation including The Equality Act (2010), Consumer Protection regulations, The Mental Capacity Act 2005 and data protection including GDPR.

c. We see application of the above as ‘business as usual’, part of our raison d’être and not part of a separate compliance or ‘stand-alone’ exercise.

8. We seek to enable all members of our organisations to deal compassionately, empathetically and effectively with those in vulnerable circumstances by raising awareness of vulnerability and by providing training to all within our organisations in appropriate methods of engagement and the effective discharge of our professional services.

9. When we encounter clients in vulnerable circumstances and recognise that they may be in immediate danger of significant abuse or harm, or may need immediate support, we will take action to contact the appropriate authorities to mitigate the risks they face.

We are committed to helping our clients through challenging and difficult financial situations, if you are affected and would like to speak to us please call: 0208 189 6100 or email: [email protected]