Employee health & benefitsEmployee health & …...ower ats Health and Benefits, y ene˜t omet 2017 3...

Willis Towers Watson Health and Benefits Employee Benefits Barometer 2017

What’s in it for me…?Attitudes of UK employees towards employee benefits

2Willis Towers Watson Health and Benefits, Employee Benefits Barometer 2017

Introduction

Welcome to the 2017 Willis Towers Watson Health

and Benefits division’s Employee Benefits Barometer.

Our fifth annual report by global research

consultancy TNS takes a wider view on the employee

benefits and wellbeing landscape than ever before. It

examines a range of key issues to gauge whether UK

workers believe their employers are hitting the mark

with provision and where gaps currently exist.

Prevailing economic uncertainty, partly attributable to

Brexit, and changes to salary sacrifice arrangements

have raised a number of question marks over the

future of benefit provision, particularly in terms of

funding.

But, at the same time, employees appear to place

increasing value on the benefits they receive. This

year, 66% of workers claim benefits are important

when making a decision to work for a company, while

only 13% are very satisfied with the benefits they

currently receive, down from 14% in 2016.

This increased demand for employee benefits

appears to be partly fuelled by a perception of

failings in the NHS. We look into this, while also

investigating perceived inequalities in the way

benefits are offered by employers, asking whether

greater efforts should be made to ensure all staff are

covered, rather than solely higher earners.

We also take a closer look at sickness absence from

an employee’s perspective, in an attempt to

understand whether businesses have been

successful in taking a more positive approach to the

issue and offering appropriate support.

Given the growing spotlight on mental health issues,

we have also taken a closer look at employee

attitudes in this sensitive area, unearthing interesting

evidence to suggest much work can still be done to

encourage greater empathy and compassion toward

sufferers.

The impact of both sleep and childcare

responsibilities on work performance also come into

focus as part of the study. And, considering

impending changes to the state pension age, we

have also attempted to find out when workers feel

they will be able to retire.

In all, the barometer aims to provide readers with

valuable insight into the benefits and wellbeing

landscape from a staff viewpoint, helping businesses

to set priorities and better shape provision in the

future.

Willis Towers Watson

About the research

The research was conducted online by global

research consultancy TNS.

It was conducted among 1,139 adults, aged 18-64,

who are currently in full or part-time employment

in Great Britain.

The interviewed sample was weighted to

represent the adult population of Great Britain and

results were split out by above average salary and

below average salary, where the average salary is

£27,600 (Source: Annual Survey of Hours and

Earnings: November 2015).

Prevailing economic uncertainty,

partly attributable to Brexit, and

changes to salary sacrifice

arrangements have raised a number

of question marks over the future of

benefit provision, particularly in

terms of funding.


Key findings

Employee Benefits

• Pensions still top, but health cash plans on the rise: Pensions held strong as the single most-

valued benefit (selected by 32% of workers) but

health cash plans (12%) leapfrogged private

medical insurance (11%) and life insurance (11%)

into second place.

• Health cash plans find favour among lower earners: Health cash plans’ rise appears to have

been fuelled by popularity among lower earners.

They were selected as the most valued benefit by

14% of those earning below the UK’s average

salary, compared to just 9% of those earning more

than the national average.

• Conversely, health insurance valued by higher earners: Almost half (46%) of those earning above

the national average selected private medical

insurance among their three most valued benefits.

This compares to just 38% of lower earners.

• Pension planning gains importance with age: Almost half (46%) of 55 to 64-year-olds selected

pensions as their most valued benefit, compared to

25% of 25 to 34-year-olds and 14% of 18 to

24-year-olds.

• Benefits vital to choosing an employer: Two-

thirds of workers claim benefit provision is

important in their decision to work for a company,

with 28% of them claiming it is very important. Only

4% say it is not at all important.

• Growth in consultation halts: After increasing in

each of the previous three years, the number of

staff consulted by their employer about rewards

and benefits preferences stayed static. This year,

27% of respondents claim they have been asked,

with a bias towards London, where the figure rises

to 39%.

• Satisfaction also stalls: Less than half (44%) of

employees are satisfied with the range of benefits

they receive from their employer, which is the same

figure as last year. Only 13% are very satisfied.

• Universal provision a moral obligation: Three-

quarters of workers believe their employers have a

moral obligation to offer the same healthcare

provision to all staff. However, 48% believe higher

earners are currently offered a more attractive

range of benefits.

Health and wellbeing provision

• Disconnect with older workers: Close to half

(49%) of those surveyed say their employers make

provision for their health and wellbeing but this

figure drops to 39% among 45 to 54-year-olds and

31% among 55 to 64-year-olds.

• Business expected to fill gap left by NHS: Almost

half (48%) of respondents agree that businesses

are increasingly expected to provide for employee

health in order to mask cuts to the NHS. This

opinion is particularly strong among 18 to 24-year-

olds (56%) and 25 to 34-year-olds (58%).

• Appetite for voluntary health initiatives declines: Only 42% of workers would be willing to participate

in a voluntary work-led health initiative, down from

46% in 2016. But 66% would participate if offered a

financial incentive to do so, up from 64%.

Sickness absence

• Older staff feel cut off during absence: More than

two-thirds (67%) of workers receive regular

communication and support while on long-term

sick leave but only 56% of 55 to 64-year-olds

believe this to be the case, perhaps highlighting the

need for a different approach with older staff.

• Serious risk of presenteeism: The phenomenon of

presenteeism (working when unwell) remains

strong, as 54% of respondents feel under pressure

to return to work before recovering from sickness

or injury. Fear of a negative impact on job

prospects is the biggest reason for this.

• Negative attitude to absence: More than half

(51%) of those surveyed believe there is a culture

of negative judgement surrounding sickness

absence in their place of work.


Key findings

Specific workplace health issues

Mental health

• Scepticism still exists around mental health: Nearly one-fifth (19%) of employees believe a

colleague who has previously suffered from mental

health issues would be less able to fulfill their job

role properly. Around the same number (20%)

harbour scepticism towards people who take time

off due to mental health issues.

• Sufferers afraid to talk to management: More

than two-fifths (42%) of workers have suffered

from stress or mental health issues but only 43%

talked to their manager about the issues. Fear of

an impact on job prospects is the biggest reason.

• Job has negative effect on mental health: One

third of employees say their job regularly has a

negative impact on mental wellbeing, with job

pressure and high workload cited as the main

factors.

Sleep

• Job contributes to sleep problems: More than a

third (36%) of those surveyed say their job

negatively impacts on their ability to get a good

night’s sleep. The main reason for this is a high

workload making it difficult to wind down.

• Impact on productivity: Two-thirds (66%) of

workers claim tiredness negatively impacts on

productivity at work, with 21% saying this happens

often.

Childcare

• Impact on wellbeing: More than a third (34%) of

respondents claim balancing childcare

responsibilities with work has had a negative

impact on their health or mental wellbeing.

• Call for more support: Of those who answered the

question, 45% believe their employer should offer

more childcare support.

Retirement age

• Working past pension age: Only half of workers

expect to retire at or before the state pension age,

with the figure dipping to 41% among 18 to 24-year-

olds. The biggest reason is that people do not

believe pension provision will be sufficient.

• Ill health a barrier to older working: Almost half

(48%) of respondents are concerned ill health will

prevent them from working beyond the state

pension age, which rises to 51% among those

earning less than average salary.


Q1: Which benefits do you/would you value the most?

Pensions stand strong as the most desired benefit, which is unsurprising given

the prominence given to discussions around auto-enrolment and changes to the

state pension age. 56% of workers selected pensions among their three most

desired benefits, followed by health insurance (42%), life insurance (38%) and

health cash plans (37%).

When it comes to the single most desired benefit, pensions were selected by

32%, while health cash plans (12%) leapfrogged health insurance (11%) and life

insurance (11%) into second.

Salary, however, makes a significant difference to the value placed on benefits.

Health cash plans are selected in the top three by 41% of those earning less

than the national average compared to 32% of those earning more than the

average.

Income protection, health screenings, critical illness cover, employee assistance

programmes (EAPs) and childcare vouchers are all valued more by lower

earners. Meanwhile, pensions, health insurance, life insurance and company car

schemes all find favour with higher earners.

60%

50%

40%

30%

20%

Rank 3

10%

0%

Health insurance

Workplace pension scheme

Company car scheme

Life insurance

Income protection insurance

Health screenings

Critical ill

ness cover

Counselling service or employee assistance programmes

Childcare vouchers

Health cash plan

Rank 2

Rank 1

60%

50%

40%

30%

20%

More than £27,600

10%

0%

Health insurance


Company car scheme

Life insurance


Health screenings

Critical ill

ness cover


Childcare vouchers

Health cash plan

Less than £27,600

Percentage of employees putting benefit in top three Employees selecting benefit in top three, by salary


Q1: Which benefits do you/would you value the most?

Health cash plans have seen the biggest jump in popularity over the past year,

with 37% of respondents choosing them among their top three benefits

compared to 30% in 2016. Private medical insurance and pensions have also

seen small increases in popularity while company car schemes, income

protection, health screenings, critical illness and childcare vouchers have seen

slight decreases.

60%

50%

40%

30%

20%

2016

10%

0%

Health insurance


Company car scheme

Life insurance


Health screenings

Critical ill

ness cover


Childcare vouchers

Health cash plan

2017

Selected in top three benefits, 2016 vs 2017


Q1.1: Which benefits do you/would you value the most? - Private medical insurance

Private medical insurance has recovered well since seeing a sharp drop in

popularity in the 2015 index. In each of the past two surveys, a greater number

of workers have selected it among their top three benefits. As a result, it has

cemented its position as one of the highest-valued employee benefits.

However, there is a clear bias towards those workers who earn more than

the national average, with 13% of higher earners selecting it as their top

benefit and 19% as their second, compared to 9% and 13% respectively

among lower earners.

60%

50%

40%

30%

20%

10%

0%Top 32013

Health insurance

Top 32014

Top 32015

Top 32016

Top 32017

20%

18%

16%

14%

12%

10%

8%

6%

4%

2%

Rank one Rank two Rank three

Less than £27,600

0% More than £27,600


Life insurance

Health cash plan

Top three benefits, by year Private medical insurance selected in top three, by salary


Q1.2: Which benefits do you/would you value the most? - Workplace pension scheme

Understandably, the value of pensions appreciates as staff get older with 45% of

45 to 54-year-olds and 46% of 55 to 64-year-olds selecting them as their top

benefit compared to just 14% of 18 to 24-year-olds.

Consistent with results from previous years, Londoners appear to value pensions

less than people from other regions, with only 27% selecting them as their top

benefit. The Scottish value them most, with 41% ranking them top.

50%

45%

40%

35%

30%

25%

20%

15%

10%

5%

0%18-24 25-34 35-44 45-54 55-64

45%

40%

35%

30%

25%

20%

15%

10%

5%

0%Scotland North East/

Yorks/Humber

NorthWest

East &West

Midlands

South East/East of

England

GreaterLondon

Wales &West

Pension as top benefit, by age Pension as top benefit, by region


Q1.3: Which benefits do you/would you value the most? – Life insurance

Life insurance sees a spike in popularity among 35 to 44-year-olds, with 18%

selecting is as their top benefit while popularity stays fairly consistent among

other age groups. It may suggest that this age group is the sweet spot for forward

planning, with staff beginning to think longer term when they reach 35.

20%

18%

16%

14%

12%

10%

8%

6%

4%

2%

0%18-24 25-34 35-44 45-54 55-64

Life insurance as top benefit, by age


Q1.4: Which benefits do you/would you value the most? – Income protection

Income protection has seen a recent fall in value and is now selected among the

top three benefits by 25% of workers, against 27% in 2016 and 32% in 2015.

However, it does find favour with lower earners, as 27% of those earning below

the national average selected it in their top three versus 23% of higher earners.

30%

25%

20%

15%

5%

10%

0%Less than £27,600 More than £27,600

Rank 3

Rank 2

Rank 1

Income protection selected in top three, by salary


40%

35%

0%Top 32013

Top 32014

Top 32015

Top 32016

Top 32017

30%

25%

20%

15%

10%

5%

45%

40%

35%

30%

25%

20%

5%

15%

10%


Rank 3

Rank 2

Rank 1

Health cash plans selected in top three, by year Health cash plans selected in top three, by salary

Q1.5: Which benefits do you/would you value the most? – Health cash plans

Health cash plans are the biggest success story in this year’s study, recovering

popularity after a slump in the previous two years. They are now selected among

the top three benefits by 37% of respondents, compared to 30% last year and

32% in 2015.

They appear to be a particular favourite among those earning less than the

national average, with 41% putting them in the top three. Only 32% of higher

earners do the same.


Q2: How important is benefit provision (such as a workplace pension scheme, health or life insurance) in your decision to work for a company?

The results suggest benefits are an important consideration for UK workers when

making a decision on potential employers. This underlines their value as a key tool

in helping to attract and retain talent. 28% of all respondents say benefits are ‘very

important’ and a further 38% class them as ‘quite important’.

Benefits appear to be particularly valued by young high-flyers, being seen as

more important by those aged under 45 and those earning more than the national

average. 74% of higher earners say they are important to any decision on

potential employers, which is 14% more than the figure for those below the

national average salary.

40%

35%

30%

25%

20%

15%

10%

5%

0%Very

importantQuite

importantNeither

important orunimportant

Not thatimportant

Not at allimportant

80%

70%

60%

50%

40%

10%

30%

20%


Quiteimportant

Veryimportant

How important is benefit provision (such as a workplace pension scheme, health or life insurance)

in your decision to work for a company? Importance, by salary


40%

35%

30%

25%

20%

15%

10%

5%


Yes

No

27%

73%

Has your employer ever consulted you over your rewards and benefits preferences? Yes, by salary

Q3: Has your employer ever consulted you over your rewards and benefits preferences?

More than a quarter (27%) of workers say they have been consulted over their

rewards and benefits preferences, which is the same figure as in 2016. It is

perhaps surprising that the figure is not higher, however, as consultation can be

crucial in tailoring provision to meet employee demands as well as business need.

There is a definite bias towards higher earners, as 34% of those earning more than

the national average claim to have been consulted, compared to just 22% of those

earning less than average.


Q4: How satisfied are you with the range of benefits you receive from your employer?

Satisfaction levels remain fairly consistent, with the same percentage of

respondents claiming to be satisfied with the range of benefits they receive as in

2016 (44%). The number of respondents who are dissatisfied has also stayed the

same (19%).

There are significant variances in satisfaction according to salary. Although 55% of

those earning more than the national average are satisfied, with 16% very satisfied,

the figure is only 37% for lower earners, with 11% very satisfied.

35%

30%

25%

20%

15%

10%

5%

0%Very

satisfiedFairly

satisfiedNeither

satisfied nordissatisfied

Fairlydissatisfied

Don’t knowVerydissatisfied

60%

50%

40%

10%

30%

20%


Fairly satisfied

Very satisfied

How satisfied are you with the range of benefits you receive from your employer? Satisfied, by salary


Q4: How satisfied are you with the range of benefits you receive from your employer?

Satisfaction also differs depending on age, starting at 52% among 18 to 24-year-

olds and tailing off as workers get older. Only 32% of 55 to 64-year-olds are

satisfied with the benefits they receive.

60%

50%

40%

30%

20%

10%

0%18-24 25-34 35-44 45-54 55-64

Fairly satisfied

Very satisfied

Satisfied, by age


Q5: Do you agree or disagree with the following statement? Higher earners within your organisation are offered a more attractive range of healthcare benefits

Unsurprisingly, given the higher levels of satisfaction with benefits among those

earning more than the national average, there is a perception that employers

make better provision for higher earners. Almost half (48%) agree that higher

earners are offered a more attractive range of benefits, while only 17% disagree.

Interestingly, agreement is actually strongest among workers earning more than

the national average (51%). Conversely, 46% of lower earners agree with the

statement.

40%

35%

30%

25%

20%

15%

10%

5%

0%Strongly

agreeSomewhat

agreeNeither agreenor disagree

Somewhatdisagree

Stronglydisagree

60%

50%

40%

10%

30%

20%


Somewhatagree

Stronglyagree

Agree with statement, by salary

Do you agree or disagree with the following statement? Higher earners within your organisation are offered

a more attractive range of healthcare benefits


Q6: Do you agree or disagree with the following statement? Employers have a moral obligation to offer the same healthcare provision to all staff

Following on from the perception that employers favour higher earners when

defining benefits offerings, many workers actually believe companies are morally

obliged to ensure this is not the case. 39% strongly agree that employers have a

moral obligation to offer the same healthcare provision across the board and a

further 36% agree somewhat.

The call for equality is strongest in the North West, where 48% of employees

strongly agree, closely followed by Scotland (43%) and the North East and

Yorkshire (41%). The number is lowest in the South East and East of England

at 33%.

45%

40%

35%

30%

25%

20%

15%

10%

5%

0%Strongly

agreeSomewhat


Somewhatdisagree

Stronglydisagree

60%

50%

40%

30%

20%

10%


Yorks/Humber

NorthWest

East &West

Midlands

South East/East of

England

GreaterLondon

Wales &West

Do you agree or disagree with the following statement? Employers have a moral obligation

to offer the same healthcare provision to all staff Strongly agree by region


Q7: Do you agree or disagree with the following statement? Your employer makes provisions to look after your health and wellbeing

Looking beyond benefits provision, it appears a large number of organisations are

taking steps to address health and wellbeing too. Almost half (49%) of workers

believe their employers are making provisions in this area and only 22% disagree.

However, there does seem to be a disconnect with older workers, which may be

due to the fact employee wellbeing is a recently-developed concept. It is also fair

to say, there is still some confusion around the accurate definition of the phrase.

So, while 23% of 18 to 24-year-olds and 22% of 25 to 34-year-olds strongly agree,

only 8% of 55 to 64-year-olds say the same.

35%

30%

25%

20%

15%

10%

5%

0%Strongly

agreeSomewhat


Somewhatdisagree

Stronglydisagree

70%

50%

60%

40%

30%

20%

10%

0%18-24 25-34 35-44 45-54 55-64

Somewhatagree

Stronglyagree

Do you agree or disagree with the following statement? Your employer makes provisions to look after your

health and wellbeing Agree, by age


50%

30%

35%

40%

45%

25%

20%

15%

10%

5%


Yes

No

Don’t know

42%27%

31%

Do you, or would you be willing to, participate in a voluntary work-led health initiative? Yes, by salary

Q8: Do you, or would you be willing to, participate in a voluntary work-led health initiative?

Enthusiasm for voluntary health initiatives appears to be on the wane, as only 42%

say they would participate in such schemes, compared to 46% in 2016.

Similarly to 2016, lower earners are less willing than higher earners, a trend that

may reflect reduced access to health education and less understanding of the

benefits of health initiatives among lower socio-demographic profiles.


70%

60%

50%

40%

30%

20%

10%


Yes

No

Don’t know

66%

17%

17%

Yes, by salary

Would you be more likely to participate in a work-led health initiative if you received a

financial incentive to do so?

Q9: Would you be more likely to participate in a work-led health initiative if you received a financial incentive to do so?

An incentive has a dramatic effect on willingness to participate in work-led health

initiatives. And, unlike voluntary schemes, incentivised health initiatives have

actually seen a bump in popularity this year, with the number willing to take part

rising from 64% to 66%.

Interestingly though, current salary has no impact on willingness. Financial

incentives hold sway across the board, with 66% of both lower and higher

earners suggesting they would participate.


Q10: Which benefits, if any, does your employer provide to look after your health and wellbeing?

In terms of the type of health and wellbeing initiatives offered by organisations, there has been

little change. Cycle-to-work schemes remain comfortably the most common, which potentially

reflects the high level of promotion they have been given by central government over recent

years.

Cycle-to-work schemes have made a modest 2% gain on 2016 but the popularity of other

initiatives has remained roughly the same, bar a 2% fall for weight-loss schemes.

30%

25%

20%

15%

10%

5%

0%

Cycle-to-work scheme

Stress management s

upport

Free fruit in th

e office

Cut-price gym membership

Back pain support

On-site gym

On-site health

checks

Fitness classes

Smoking cessation support

Weight loss schemes

Cash or voucher incentives

Which benefits, if any, does your employer provide to look after your health and wellbeing?


Q11: Do you agree with the following statement? Businesses are increasingly expected to provide for your health in order to mask cuts to NHS services

In recent years, the government has increasingly called on business to provide for

the health of staff through schemes such as the Public Health Responsibility Deal.

At the same time, NHS services have come under fire due to long waiting lists and

staff shortages.

We asked workers whether the two were connected and a large number believe

they are, with 48% agreeing that businesses are being expected to help mask

NHS cuts through greater employee healthcare provision.

Feeling is strongest among younger workers. Although only 34% of 55 to 64-year-

olds agree with the statement, this figure rises to 56% among 18 to 24-year-olds

and 58% among 25 to 34-year-olds.

40%

30%

35%

25%

20%

15%

10%

5%

0%Strongly

agreeSomewhat


Somewhatdisagree

Stronglydisagree

70%

50%

60%

40%

30%

20%

10%

0%18-24 25-34 35-44 45-54 55-64

Somewhatagree

Stronglyagree

Do you agree with the following statement? Businesses are increasingly expected to provide for

your health in order to mask cuts to NHS services Agree, by age


Yes

No

19%

81%

25%

20%

15%

10%

5%


Yorks/Humber

NorthWest

East &West

Midlands

South East/East of

England

GreaterLondon

Wales &West

Have you taken long-term sick leave (more than four weeks continuous absence) at any point

within the past five years? Yes, by region

Q12: Have you taken long-term sick leave (more than four weeks continuous absence) at any point within the past five years?

Nearly one in five (19%) of all workers have taken long-term sick leave over the

past five years.

There are some interesting regional differences in the data, with long-term

absence most common in Scotland (23%). The figure drops as low as 14% in

Yorkshire and the North East, which could be said to reflect the stoicism that

the region is often renowned for.


80%

70%

60%

50%

40%

30%

20%

10%


Yes

No

67%

33%

Yes, by salary

Did you receive regular communication and support from your employer while on

long-term sick leave?

Q13: Did you receive regular communication and support from your employer while on long-term sick leave?

Around two-thirds of workers say they received regular communication and

support from their employers while on long-term sick leave. But it is perhaps

worrying for business that 33% believe they did not, as such support can often be

crucial in helping employees return to work more quickly.

There is a disparity between higher and lower earners too. Only 63% of those

earning less than the average wage claim to have received communication and

support, compared to 71% of higher earners. This is a situation companies may

need to address to ensure absence policies are effective across the board.


60%

50%

40%

30%

20%

10%


Yes

No

47%53%

Yes, by salary

Does your employer provide adequate specialist support, care and advice to help you return to work as quickly as possible following

a period of long-term absence?

Q14: Does your employer provide adequate specialist support, care and advice to help you return to work as quickly as possible following a period of long-term absence?

The results here tend to support the previous suggestion that employers may

need to place a greater focus on absence policies and providing effective support

and communication. More than half (53%) of workers claim their employers do not

provide adequate specialist support, care and advice as part of the return-to-work

process.

Again, there seems to be a disparity according to salary with greater focus being

placed on providing support to higher earners. Employers potentially have work

to do to ensure current policy and practice is not discriminatory.


Q15: Do you agree or disagree with the following statement? I feel under pressure to go back to work before I have fully recovered from any short-term or long-term incidence of sickness or injuryPresenteeism has come under the spotlight in recent years and the results here

suggest businesses should be very wary of this potential problem. More than half

(54%) of workers agree they are under pressure to return to work before

recovering from sickness or injury, with 27% agreeing strongly.

Younger employees feel under greater pressure than their older colleagues as

agreement creeps above 60% among 25 to 34-year-olds and is at its lowest

(43%) among 55 to 64-year-olds.

30%

25%

20%

15%

10%

5%

0%Strongly

agreeSomewhat


Somewhatdisagree

Stronglydisagree

70%

50%

60%

40%

30%

20%

10%

0%18-24 25-34 35-44 45-54 55-64

Somewhatagree

Stronglyagree

Do you agree or disagree with the following statement? I feel under pressure to go back to work before I have

fully recovered from any short-term or long-term incidence of sickness or injury Agree, by age


Q16: If you feel under pressure to go back to work early, is this because...?

In a potentially worrying sign for business, the biggest reason people return to

work before they are recovered is that they believe absence will be viewed

negatively by management. This situation could hamper proper recovery and

potentially create problems through reduced productivity or recurring absence.

Interestingly, women are more worried about a negative impact on job prospects

than men and they also have a greater tendency to feel they are letting their

colleagues down. Men are more focused on their own workload and deadlines

than women.

60%

50%

40%

30%

20%

10%

0%

60%

50%

40%

10%

30%

20%

0%

Female

Male

You fear that your sickness absence will

be viewed negatively by

your line manager and

impact on your future job

prospects

You are worried you

are letting the rest of your team down

You are worried about

your own workload and

deadlines

You are worried that

your employer won’t pay you

more than statutory sick

pay after three days

Other You fear that your sickness absence will

be viewed negatively by

your line manager and

impact on your future job

prospects

You are worried you

are letting the rest of your team down

You are worried about

your own workload and

deadlines

You are worried that

your employer won’t pay you

more than statutory sick

pay after three days

Other

Reasons for feeling under pressure to return to work Reasons, by gender


Yes

No

51%49%

70%

40%

50%

60%

30%

20%

10%


Yorks/Humber

NorthWest

East &West

Midlands

South East/East of

England

GreaterLondon

Wales &West

Do you feel there is a culture of negative judgement around sickness absence within

your organisation? Yes, by region

Q17: Do you feel there is a culture of negative judgement around sickness absence within your organisation?

Workers are almost split down the middle when it comes to belief in a culture of

negative judgement around sickness absence. Considered alongside the results

from the previous four questions, this tends to suggest organisations have still not

been able to fully transform historically unhelpful attitudes to absence.

Negative culture appears most prominent in the North, with 62% of employees

in the North West and 66% in Yorkshire and the North East believing it exists.

This might be rooted in traditional stereotypes of a ‘northern work ethic’.


Yes

No

42%58%

60%

50%

40%

30%

20%

10%

0%18-24 25-34 35-44 45-54 55-64

Have you ever suffered from stress or mental health problems?

Yes, by age

Q18: Have you ever suffered from stress or mental health problems?

Stress and mental health issues appear to be fairly commonplace, with 42% of

workers saying they have suffered problems during their lives. This only serves to

reinforce the importance of introducing employee benefits and initiatives that

provide support and treatment to sufferers.

The data seems to suggest that younger workers are more prone to mental

health issues, as 51% of 18 to 24-year-olds and 48% of 25 to 34-year-olds claim

to have suffered, the number dipping to 37% among 55 to 64-year-olds. But this

may also be due to improved education and diagnosis in recent years, making

younger people more aware of the realities of mental illness.


50%

45%

40%

35%

25%

30%

20%

15%

10%

5%


Yes, by salary

Q18: Have you ever suffered from stress or mental health problems?

Lower earners also appear more likely to suffer, as 47% claim to have faced mental

health issues, compared to 35% of higher earners. A lot has been made recently of

the difficulties faced by the UK’s ‘just about managing’ (JAM) population and

financial challenges can take their toll on mental health.


90%

60%

70%

80%

50%

40%

30%

20%

10%

0%Male Female

Yes

No

81%

19%

Do you believe stress is a genuine mental health condition? Yes, by gender

Q19: Do you believe stress is a genuine mental health condition?

There remains some confusion around how stress is clarified. But the mental

health charity Mind states that, although stress is not a psychiatric diagnosis, it is

closely linked to mental health issues and prolonged stress can lead to more

serious problems such as anxiety or depression. 81% of those questioned believe

it is a genuine mental health condition.

Empathy is strongest among women, with 85% believing stress is a genuine

mental health condition, compared to 77% of men.


25%

20%

15%

10%

5%


Yes

No

20%

80%

Yes, by salary

Do you harbour scepticism towards people who take time off as a result of mental health issues, such as stress, depression or anxiety?

Q20: Do you harbour scepticism towards people who take time off as a result of mental health issues, such as stress, depression or anxiety?

Despite efforts to change perceptions of mental health and an increasing body of

education around the issue, scepticism persists.

A fifth of employees harbour scepticism towards people who take time off due to

mental health issues. This situation could be harmful when attempting to help

sufferers return to work as negative judgement could prevent successful

reintegration into the workforce.

Although it might be assumed that education around mental health issues would

be less abundant among lower socio-demographic profiles, lower earners are

actually less skeptical than higher earners. This empathy could be the result of

higher sufferer rates within this demographic.


60%

40%

50%

30%

20%

10%


Yes

No

49%51%

Yes, by salary

If you were to suffer from mental health issues in the future, would you talk to your manager

about it?

Q21: If you were to suffer from mental health issues in the future, would you talk to your manager about it?

Most people still feel unable to raise the issue of mental health in the workplace,

with 51% of respondents saying they would not talk to their manager if they were

to suffer from mental health issues.

Higher earners feel more able to speak about mental health issues, with 51%

claiming they would talk to their manager, 5% more than those earning below the

national average.


Q22: What would stop you talking to someone at work about mental health issues?

Fear of a negative impact on job prospects is the biggest reason stopping workers talking

to management or colleagues about mental health issues, selected by 41% of respondents.

This is followed by a feeling that management or colleagues would not understand (38%),

a fear it would make colleagues think less of them (32%) and the belief they would not

receive adequate support (31%).

45%

30%

35%

40%

25%

20%

15%

10%

5%

0%Fear it will

impact upon job prospects

You feel your manager/

colleagues would not

understand

You worry it might make

colleagues or management

think less of you

You feel you would not

receive adequate

support

Other

What would stop you talking to someone at work about mental health issues?


60%

50%

40%

30%

20%

10%

0%Male Female

Yes

No

46%54%

Would you feel confident recognising the signs of a potential mental health issue in

a colleague? Yes, by gender

Q23: Would you feel confident recognising the signs of a potential mental health issue in a colleague?

The majority of workers (54%) say they would not be confident recognising the

signs of a potential mental health issue in a colleague. Despite greater education

around mental health, this potentially highlights a need for businesses to offer

further training to staff around empathy and symptoms of common mental

health problems.

Women appear to be more empathic, as 50% would be confident recognising

a mental health issue in one of their colleagues, compared to just 43% of men.

This continues a trend first identified in question 19.


Q24: If you thought a colleague was suffering from mental health problems, which of the following would you do?

Unsurprisingly, most people (52%) say they would approach a colleague directly if

they suspected potential mental health issues. A further 28% would discuss with

management but a sizeable number (20%) would still do nothing.

Differences between men and women are further highlighted in the answers to

this question. A much larger percentage of women say they would approach a

colleague directly (59% to 46%), while men appear more inclined to speak to

management (32% to 23%).

60%

50%

40%

30%

20%

10%

0%

70%

50%

60%

40%

10%

30%

20%

0%

Female

Male

Discuss directly with

the colleague

Discuss witha manager

Discuss with other

colleagues

Other Nothing Discuss directly with

the colleague

Discuss witha manager

Discuss with other

colleagues

Other Nothing

If you thought a colleague was suffering from mental health problems, which of the following would you do? Selection, by gender


Q25: If a colleague has previously suffered from mental health issues, do you think this makes them less likely to fulfil their job role properly?

Gender differences are further underlined when workers are asked whether

past mental health issues will stop a colleague from doing their job properly.

22% of men said yes, compared to 16% of females with the overall figure

coming out at 19%.

Here we also find less empathy among older workers. A quarter of 25 to 34-year-

olds and 23% of 35 to 44-year-olds believe a colleague would be less able to do

their job, but the figure drops to 13% among 45 to 54-year-olds and 14% among

55 to 64-year-olds.

30%

25%

20%

15%

10%

5%

0%18-24 25-34 35-44 45-54 55-64

25%

20%

15%

10%

5%

0%Male Female

Yes, by gender Yes, by age


Yes

No

33%

67%

40%

20%

25%

30%

35%

15%

10%

5%


Yorks/Humber

NorthWest

East &West

Midlands

South East/East of

England

GreaterLondon

Wales &West

Do you feel there is a culture of openness around mental health within your organisation? Yes, by region

Q26: Do you feel there is a culture of openness around mental health within your organisation?

A potential warning sign for business is the fact that only 33% of workers believe

there is a culture of openness around mental health in their workplace. This could

lead people to suffer in silence rather than address problems in the open where

they can be more easily treated.

Northern stoicism appears to rear its head again in the answers to this question.

Only 23% of people in Yorkshire and the North East believe there is a culture of

openness around mental health at work and the figure is also relatively low in

the North West (32%). It reaches a high in London (38%).


Yes

No

33%

67%

70%

40%

50%

60%

30%

20%

10%

0%

Job pressure/deadlines

High workload

Unpleasant management

Long hours

Unpleasant colle

aguesOther

Does your job regularly have a negative impact on your mental wellbeing?

Why does your job regularly have a negative impact on your mental wellbeing?

Q27: Does your job regularly have a negative impact on your mental wellbeing?

A third of all employees claim their job negatively impacts on mental wellbeing, a

fact that reinforces the need for companies to start an open dialogue around

mental health and provide targeted support where necessary.

The reasons why work impacts on mental health are perhaps unsurprising.

More than three-fifths (62%) cite job pressure and deadlines, a further 54%

blame high workloads and 41% point the finger at unpleasant management.


Yes

No

36%

64%

60%

40%

50%

30%

20%

10%

0%High workload

means you struggle to wind down

Job worries Early starts Late night working

Other

Does your job negatively impact on your ability to get a good night’s sleep?

Why does your job impact negatively on your sleep?

Q28: Does your job negatively impact on your ability to get a good night’s sleep?

There remains relatively little focus on the impact sleep can have on work and

vice versa. This is despite the fact 36% of workers claim work hampers their

ability to get a good night’s sleep. It is a situation that could lead to further

problems, as lack of sleep increases the risk of conditions such as obesity,

heart disease and diabetes.

As with mental wellbeing, high workload is again a major factor, blamed by 55%

of people. But job worries and early starts score highly too.


Q29: How often does tiredness negatively impact on your productivity at work?

Looking at the flipside of the issue, it appears lack of sleep is having an effect

in the workplace, leading to a vicious cycle. Two-thirds of staff believe

tiredness negatively impacts productivity at least sometimes, with 21% saying

it happens often.

The effects are felt most strongly by younger workers. More than three-quarters

(76%) of 18 to 24-year-olds and 25 to 34-year-olds admit productivity has

suffered, compared to 53% of 45 to 54-year-olds and 55 to 64-year-olds.

40%

35%

30%

25%

20%

15%

10%

5%

0%Very often Often Sometimes Rarely Never

80%

70%

60%

50%

40%

10%

30%

20%

0%18-24 25-34 35-44 45-54 55-64

Sometimes

Often

Very often

How often does tiredness negatively impact on your productivity at work? Tiredness does impact, by age


Yes

No

17%

83%

30%

20%

25%

15%

10%

5%


Yorks/Humber

NorthWest

East &West

Midlands

South East/East of

England

GreaterLondon

Wales &West

Does your employer provide you with education about the effect sleep can have on wellbeing? Yes, by region

Q30: Does your employer provide you with education about the effect sleep can have on wellbeing?

Despite the health risks associated with lack of sleep and the clear relationship

between poor sleep and work challenges, it seems little action has been taken by

employers. Only 17% of employees claim to have received education around the

issue.

London leads the way in this respect, with a far higher proportion of workers in

the capital receiving education than anywhere else in the country. Education is

least prevalent in Scotland, Yorkshire and the North East.


40%

35%

30%

25%

20%

15%

10%

5%


Yes

No

Don’t know

32%

33%

35%

Yes, by salaryDoes your company pay maternity/paternity

leave above the statutory minimum?

Q31: Does your company pay maternity/paternity leave above the statutory minimum?

The issue of maternity and paternity leave has come into the spotlight since the

government’s decision to allow parents to split leave in 2015. Up to 50 weeks of

leave - 37 weeks of which is paid - can be shared by parents if they meet certain

eligibility criteria. With regards to this leave, it appears there is a fairly even split

between companies that only pay the statutory minimum and those that pay more.

However, it also seems that higher earners are given greater privileges in this

area, with 37% claiming to receive more than the statutory minimum, against 28%

of those earning below the national average.


40%

35%

30%

25%

20%

15%

10%

5%


Yes

No

Don’t know

27%

44%

29%

Yes, by salary

Does your employer offer child care support or benefits (such as flexible working or paid

nursery care)?

Q32: Does your employer offer childcare support or benefits (such as flexible working or paid nursery care)?

It appears the majority of firms do not offer any additional support or benefits on

top of maternity or paternity leave, with only 27% of employees claiming to be

eligible to extra perks. Practices such as flexible working or nursery support can

help to ease the burden on new parents and support their reintegration back into

the workforce.

Those earning more than the national average once more receive greater

privileges here, as 34% claim to receive additional benefits, which is 13% higher

than the figure for those earning less than the national average.


35%

30%

25%

20%

15%

10%

5%

0%Male Female

Yes

No

Don’t know

30%

36%

34%

Yes, by genderDo you feel your employer should offer more

childcare support?

Q33: Do you feel your employer should offer more childcare support?

A sizeable chunk of employees believe current provision for parents is not

sufficient, making up 45% of those who provided a firm answer to this question.

There is clearly potential for companies to play a greater role in this area, which

may aid efforts to improve employee satisfaction.

The call for support is strongest among female employees, with 33% of them

expressing a desire for employers to do more, against 27% of men.


40%

35%

30%

25%

20%

15%

10%

5%


Yes

No

34%

66%

Yes, by salary

Has balancing childcare responsibilities with work had a negative impact on your health or

mental wellbeing?

Q34: Has balancing childcare responsibilities with work had a negative impact on your health or mental wellbeing?

Parents often find it difficult to balance work with childcare due to the effect

raising a child can have on levels of sleep and workload at home. More than

a third of workers (34%) say they have suffered negative effects.

Negative consequences are particularly prevalent among those earning less than

the national average, with 38% claiming to have suffered in comparison to 31% of

higher earners.


Yes

No

50%50%

70%

50%

60%

40%

30%

20%

10%

0%18-24 25-34 35-44 45-54 55-64

Yes, by ageDo you expect to retire at or before the state

pension age?

Q35: Do you expect to retire at or before the state pension age (rising to 66 between 2018 and 2020; rising to 67 between 2026 and 2028; and rising to 68 between 2044 and 2046)?The state pension age is being pushed back over the next 30 years but, even so,

half of all workers still do not have confidence they will retire on time. Declining

returns on pensions, economic uncertainty and issues around social isolation may

all play a role in forcing people to retire ever later.

Confidence also declines the younger workers get – only 41% of 18 to 24-year-

olds expect to retire at or before the state pension age – suggesting today’s youth

expect an even bleaker picture in the future.


Q36: Why won’t you retire at or before state pension age?

Unsurprisingly, a belief that pension provision will be insufficient is the main driver

forcing people to work beyond the state pension age, cited by 51% of

respondents. But almost as many (46%) would simply like to remain physically and

mentally active for longer.

The gender split shows women are more concerned about money, with 56%

concerned pension provision will be insufficient, against 48% of men. At the same

time, men have more desire to remain physically and mentally active.

60%

50%

40%

30%

20%

10%

0%

60%

50%

40%

10%

30%

20%

0%

Female

Male

You believe your pension provision will be insufficient

You want to remain physically

and mentally active for longer

You are concerned about

loneliness and social isolation

Other You believe your pension provision will be insufficient

You want to remain physically

and mentally active for longer

You are concerned about

loneliness and social isolation

Other

Why won’t you retire at or before state pension age? Yes, by gender


60%

50%

40%

30%

20%

10%


Yes

No

48%52%

Yes, by salary

If you hope to continue working beyond the state pension age, are you concerned that

ill-health may prevent this?

Q37: If you hope to continue working beyond the state pension age, are you concerned that ill-health may prevent this?

An ageing workforce is a major concern for business and the results of the

previous two questions suggest this issue will only continue to grow. An

older workforce means greater risk of ill health and absence, which is

reinforced by the fact 48% of workers believe ill heath may prevent them

working beyond the state pension age.

This concern is even more prevalent among those earning below the national

average wage, perhaps because healthcare options are typically more limited for

this demographic. More than half (51%) expect ill health to limit their ability to

work, versus 43% of higher earners.

As one of the UK’s largest providers of employee healthcare and risk

management services, Willis Towers Watson’s Health and Benefits division

handles the employee healthcare needs of some of the UK’s largest FTSE 100

companies.

We offer a unique combination of in-house medical and insurance expertise. In

fact, almost one in ten of our client-facing staff is medically trained, giving you

the convenience of one port of call for all your employee healthcare needs.

Our team of absence management specialists, consultant physicians and

registered nurses can help you to cut the cost and incidence of sickness

absence. They will also make sure your business is fulfilling all your legislative

duties, keep your staff healthy and help you to attract and retain star

performers.

To find out how we can help you devise and implement a successful employee

benefits strategy, please contact:

T 01606 352035

E [email protected]

The Courtyard

Hall Lane

Wincham

Northwich

Cheshire

CW9 6DG

Authorised and regulated by the Financial Conduct Authority. FCA number 300809.

Private Medicine Intermediaries Limited and Corporate Medical Management Limited trading as Willis Towers Watson.

Registered in England. Registered numbers 02009675 and 02707678. VAT number 334 1289 70.

Registered Office: 51 Lime Street, London, EC3M 7DQ, United Kingdom.

Employee health & benefitsEmployee health & …...ower ats Health and Benefits, y ene˜t omet 2017 3...

Documents

Transcript of Employee health & benefitsEmployee health & …...ower ats Health and Benefits, y ene˜t omet 2017 3...