Businesses are having to rewrite the employee handbook as a result of the coronavirus pandemic. In order to succeed, they will need to be innovative, flexible and ahead of the game.
Read our exclusive guide
Resuming ‘normal’ business life amidst a global pandemic is not easy.
This is why COVER has teamed up with Simplyhealth to provide an interactive guide that can assist employers in the issues they are likely to face in the coming months. Offering exclusive insight into health plans from Simplyhealth and broker tips to helping employees stay healthy and safe both at home and in the workplace, this guide aims to keep employers abreast of the situation and the challenges they might face. From implementing appropriate social distancing in the workplace to dealing with employee anxiety and illness ahead of a potential second wave, we provide detailed tips and insight. We hope you find it useful.
present
Facing
New
World
the
It is shaping up to be ‘the year that never was’; or a year that placed a halt on the normal daily life of millions of individuals around the globe. Recent estimates suggest 20 million people are currently working from home – up from the 1.7 million figure that did so before the pandemic.* Whilst the opportunity to work from home offers many a better work/life balance than they are perhaps used to, it has also raised a number of challenges employers were not aware of before, particularly in relation to employee health and wellbeing, as we detail below.
Rise in musculoskeletal issues
Working from home is likely to have had an impact on musculoskeletal (MSK) conditions affecting the joints, bones and muscles of employees, according to Premier Choice Group managing director Claire Ginnelly, who states the effect on MSK health has been huge particularly for those employees not set up for home working: “Hours spent hunched over dining tables or breakfast bars on chairs not designed to be used all day every day has resulted in more people needing to see a physiotherapist,” she says. In addition, ‘zoom fatigue’ or ‘video-call fatigue’ is on the rise as video calls become the norm. Whilst useful in many ways when working from home, video calls can be responsible for a number of issues from gaze awareness (a lack of eye contact on screen) and increased screen times causing tiredness, to performance pressure as colleagues watch your every move.
Even employees that have continued to go to work throughout the pandemic are likely to have been impacted through changing workplace practices. Thousands of annual leave days have been cancelled in 2020 so far - 9,000 in the month of March alone* when the UK entered into lockdown. The issue of cancelled leave is raising fears of employee burnout and a negative impact on mental health as employees fear redundancy. Meanwhile, thousands of individuals have missed out on face-to-face medical consultations, cancer screenings, diagnoses and treatments, the effects of which could lead to more staff absenteeism in the coming months. It is no surprise therefore that employers are having to rewrite their employee benefits handbook to ensure it is relevant for a new way of working – one that is arguably likely to remain in force even once the pandemic is over.
Remote revolution
There is a need now more than ever for employers to ensure they have a suitable and importantly, flexible, health plan scheme available to staff that can support them at home (if they are able to work from home). In addition, it is important that employees are made aware of the benefits available in their health plans so that they are able to appreciate them and access them in the absence of the face-to-face treatments. Most notably for employers, lockdown has dramatically increased the value of remote health benefits and there are a number of ways they can support their staff, with digital health services and wellbeing apps.
Flexibility
Simplyhealth is working to protect and support its people. They have carefully considered how they can best support colleagues transitioning to remote working, with their mental health and wellbeing and how they can continue to develop and support their leaders and managers. Many health insurance providers such as Simpyhealth have stepped up and, seeing the need for more ingrained change, brokers are offering a suite of affordable benefits that can be tailored to companies of all sizes alongside group private medical insurance (PMI) solutions as part of their long-term employee wellbeing schemes.
Return to work
*Source: Office for National Statistics, March 2020
scratch
Millions of people have the opportunity to work flexibly from home as a result of the coronavirus pandemic, but how is it impacting employees from a health perspective?
Starting
from
20,000,000
estimated number of people currently working from home*
9,000
annual leave days cancelled in the month of March alone*
*e-days.com
Isn’t it alarming how it seems to take a pandemic to bring wellbeing to the forefront in the world of work? Now businesses are waking up to the true value of a robust holistic and preventive wellbeing strategy that supports their workforce in a very practical way. As cases of Covid-19 in the UK grew earlier this year and lockdown was enforced by the government, employers were forced to quickly adapt their benefit schemes to ensure they supported employees transitioning to remote working, being furloughed, or continuing in the workplace.
A shift in employer mind-set is crucial for the future of business success. Some workplace set-ups are already changing which could be a truly positive move for stagnating business models. Flexible working is likely to stay as the new normal. Many businesses have announced a permanent move to home working, and others are relinquishing their office spaces. But of course, this has implications for employee wellbeing, so firms will need to invest more and ensure they’re well placed to support the change. Employers can make a big difference by making homeworking easier. Creating a working space at home for many will consist of adding a desk, chair, extra monitor, and faster broadband to a spare space – instead of perching uncomfortably on a sofa in an area of the living room! And it can be costly. Subsidising office equipment is a really tangible way to help employees.
For many, the lockdown was a challenge for their mental health. The mental health charity Mind released a very powerful statement declaring a mental health emergency is on the horizon due to the pandemic*, and urged the government to take action. According to a recent survey** by COVER, nearly 60% encountered medium, high or very high levels of anxiety during the Covid-19 crisis, compared to 92.6% experiencing low or very low levels in March, before the pandemic had taken hold of the UK. At Simplyhealth, we send our colleagues regular emails to raise awareness of the support they have access to, including 24/7 advice and counselling, a 24/7 GP phone service, health and wellbeing webinars with industry professionals, and mindfulness and yoga sessions. This enables employees to take practical steps to staying healthy from the very start.
Virtual GP consultations are nothing new, but the pandemic is showing a shift in people’s behaviour, in accepting a virtual GP appointment as a now familiar way of ‘seeing a doctor’. Thankfully, the NHS and many health insurance providers already had the groundwork laid for changes before the pandemic. Between May-July 2020, we experienced almost double the number of remote GP appointments booked through the Simplyhealth GP service, compared with the same period in 2019, and registrations to the app also saw a 572% increase from May-July 2020. As we’ve explored in this interactive eBook, today many services can be provided remotely and programmes can be tailored to SMEs (99.9% of UK businesses*), as well as larger firms. With more companies needing, and even looking for external guidance on health and wellbeing topics, the onus is on brokers to seize this opportunity.
Setting the alarm bells ringing
A fresh mind-set is just what we all needed
Health and wellbeing support is always available
Get used to virtual – it’s our future
The wellbeing
Simplyhealth’s director of group sales, Pam Whelan,,sees a greater need than ever for employers to support their employees’ wellbeing since the pandemic began
*mind.org.uk
That’s why Simplyhealth is here to help you and your clients find the solution.
Creating a suitable home working space can make a huge difference
*www.gov.uk
wake-up
call
Pam joined Denplan, part of the Simplyhealth Group, in 2000 as a Corporate Consultant having previously worked in the Financial Sector. Now Director of Group Sales for Simplyhealth, Pam has driven innovation within the employee benefits sector, through market leading propositions that encourage a healthy workforce and a preventive approach to everyday healthcare. Pam's strengths lie in connecting her team with UK employers and intermediaries to deliver the best possible outcomes from their employee benefit schemes through positive relationships. Pam is an advocate of first rate communication and excellent customer service in the delivery of an employee benefits package. She continues to use market insight and trends to promote everyday health, to the benefit of the UK workforce.
Director of group sales at Simplyhealth
Pam Whelan
A huge concern was, how could employees cope financially, physically and mentally during this challenging time?
60%
Percentage of people surveyed** who encountered medium, high or very high levels of anxiety during the coronavirus pandemic lockdowns
We posted a wellbeing pack of origami from our partner and mental health charity Mind, to help our employees ‘pause for thought’ throughout their working day.
Having regular breaks helps your mind feel refreshed and recharges your brain to help you stay productive.
**covermagazine.co.uk
It has been an evolution really. If you take something like GP services, these were only ever conducted face-to-face or as a home visit. But as caseloads developed the industry moved to telephone consultations and e-consultations. More recently we are seeing patients appreciate the benefits of video consultations, which have been around for a while, and doctors with whom you can get an appointment pretty much straight away.
How has the medical industry embraced digital technology over the past few years?
Slowly, but surely, people have started to realise the benefits of going online for medical diagnosis. For example, there is less waiting time for a telephone appointment – 92% of our appointments are delivered within three hours of the requested time; an online appointment on the phone or over video means you get to speak to your doctor for longer; you don’t have to travel to the surgery and potentially get stuck in traffic. The providers have also realised a number of benefits too; it is quite simply more efficient, and patients are better at sticking to their dedicated appointments. One of the biggest services Simplyhealth has developed which is quite unique in the market is providing patients with the opportunity to see the same online GP they have seen before, which isn’t really something that exists in physical GP surgery visits anymore.
How has this technology been embraced by patients?
The pandemic has shone a light on the need for digital health services to support the NHS. Cutting down the need for face-to-face NHS consultations through online appointments that can diagnose and offer solutions is one way to do that. There is also the ability of online consultations to act as a triaging service that is able to fast-track patients and ensure they are in the right place e.g. an A&E facility if they really need to be there, or somewhere else. We can support the NHS by treating symptoms of certain illnesses early. I believe we will see a real change in the demographic and distribution of chronic illnesses soon because if we can pick-up on the most common back/knee pain early on through online consultations, we can avoid the development of chronic pain for that person which is just fantastic.
What is the potential for telehealth and online virtual care going forward?
We need to talk about it more. Most people accept this is the direction we are moving in, but few people realise all of the benefits on offer. For employers, there is the massive advantage of reduced absence if they used the services on offer. Instead of taking a morning off for an appointment they can book a meeting room for a private 20-30 minute talk. If they take care of a niggly pain in their back early on, they might not need to take a week off later when they are in agony from ignoring it. Then there is the fact patients can get a prescription delivered to work or home so you don't have to go to the chemist. There is so much on offer that employees need to be made aware of.
What actions do you think employers as facilitators of these benefits need to take in order to make the best use of digital health services?
As we evolve, and with the help of wearable technology and your smartphone too, individuals will be able to detect their temperature and blood pressure at home themselves. But it is important we get this technology right, and are not simply rushing it through as a response to coronavirus. At the moment it's very much a primary care thing but what coronavirus has done is pushed it into the secondary care field. It is going to make for much more efficient healthcare, and support the NHS hugely over the coming decade.
Where do you see this technology moving in five years’ time?
The
The arrival of a pandemic is fast-tracking many healthcare services towards a digital interface, says Simplyhealth’s head of clinical services Emma Elstead
‘MedTech’
evolution
Emma qualified as a Physiotherapist in 1998 and worked in clinical practice until 2018. During this period she worked in a number of environments both as a clinician and in operational management, delivering high quality healthcare in: NHS clinics, professional sport and private practice. This experience has enabled Emma to develop Simplyhealth’s teams to evolve and enhance clinical and digital services for our customers. The development and introduction of the Simplyhealth app has allowed customers quick and easy access to 24/7 GP consultations and Physiotherapy triage. Emma and her team’s focus is to continuously strive to ensure every Simplyhealth customer has access to effective and efficient clinical services when they need them.
Head of clinical services at Simplyhealth
Emma Elstead
of Simplyhealth’s GP phone appointments are delivered within three hours of the requested time
92%
At Simplyhealth we have seen a gradual rise in the use of our digital GP services over the past few years, and 80% of our consultations undertaken today are on video. During the pandemic, this has grown significantly: we have seen a 95.9% increase in online GP consultations from May-July this year, compared to 2019. However, amongst those positive points there are still a number of limitations. There is no such thing as a hands-on assessment through technology, for example, and that may be essential for some illnesses.
It is a really useful tool because it allows patients to build that relationship and trust with a GP.
of Simplyhealth’s GP consultations undertaken today are on video
80%
The increase in online GP consultations from May-July 2020
95.9%
Wearable tech will enable individuals to detect their temperature and blood pressure
Instead of taking a morning off for an appointment, the employee can now just book a meeting room for a private 20-30 minute talk
Visit our website for more information about supporting your employee’s health and wellbeing with a virtual 24/7 GP service
Survival
The coronavirus pandemic has highlighted the need for quick and efficient access to medical advice and treatment. Many in the employee healthcare sector are evolving to provide just that. COVER's Adam Saville investigates the changing environment
The pandemic has brought with it an increased awareness of the importance of good health and wellbeing, and recognition that the NHS is under immense strain. The NHS Confederation recently warned the number of people waiting for NHS treatment could double to 10 million by the end of the year, due to treatments delayed as a result of the crisis.
The pandemic has also brought into sharp focus how delays in access to screening and diagnosis, coupled with long waiting lists for treatment, are impacting on staff absence and presenteeism. While for most employers and employees a company paid, fully comprehensive private medical plan would be desirable, brokers are finding that health cash plans are offering more affordable options amid the pressures of an economic crisis.
Affordability
Camilla Brooke, Simplyhealth's head of corporate and consumer sales, believes that health cash plans are evolving to meet the needs of employees in the new environment. “As employers are adapting to the new normal and finding solutions to operate their businesses in a Covid-secure environment, whether that’s remote or by social distancing, employers are looking for employee benefit solutions that are just as adaptable and can be accessed both remotely and to visit professionals such as the dentist in person.”
Adaptation
As most of us move into the post-lockdown environment, Watling feels that health insurers and health cash plan providers in particular will need to continue to adapt and evolve their proposition. “We are likely to see increased numbers of employees working from home, remote from a centralised location; providing health and wellbeing support to these employees will need to be more focused on remote access via online services and mobile apps,” he says. Watling also believes that the communication of benefits to individual members will need to be ramped up in light of the pandemic. “Posters in staff kitchens and washrooms are simply not going to be of any use to remote workers,” he says. “Health cash plan providers are positioned to deliver wellness support, information and education so members can take increased ownership of their personal wellbeing and self-care.”
Post-lockdown
For more information about the health and wellbeing services available to employees as part of Simplyhealth cash plans visit simplyhealth.co.uk/intermediaries
Claire Ginnelly’s view is that tangible aspects of health cash plans will come into their own post-pandemic, especially as the physical and mental strains of working from home begin to take their toll. “Added-value services have a role to play during the pandemic, and the ease of access to therapists such as physio, chiropractor and osteopath has been much needed for some employees,” she says. “Although the pandemic will pass, the value these sort of benefits have brought to employers and employees will be recognised in the future,” concludes Ginnelly. Simplyhealth’s Camilla Brooke confirms that cash plan added-value services have been propelled to the top of the priority list: “In June 2020, we saw a 225% increase on May registrations for our app. Being able to access services remotely such as counselling, 24/7 GP and virtual physio triage through the convenience of an app gives employees and their loved ones fast digital and telephone access to the treatments they need,” she says.
Added-value services
2,100,000
people have missed out on screenings
23,000+
The number of cancers that may have gone undiagnosed
Cheryl Brennan, director of corporate consulting for Howden Employee Benefits & Wellbeing
*Cancer Research UK figures based on data in the 10 weeks to end of May for England and estimated for the whole of the UK.
fittest
of the
290,000
people with suspected symptoms have not been referred for hospital tests
Cancer Research estimates* that during lockdown:
According to Cheryl Brennan, director of corporate consulting for Howden Employee Benefits & Wellbeing, the value we place on our health has increased significantly as a result of the coronavirus pandemic. “Coming out of the crisis, people want to ensure they and their families can get quick access to medical advice and treatment, when it is needed,” she says.
“Many will be looking to their employers to offer better health and wellbeing solutions or considering paying for private healthcare themselves.”
Paul Roberts, senior consultant for IHC, agrees that a tailored approach that fits the health and wellbeing needs for an entire workforce is where health cash plans are playing an increasingly important role. “Employers are now coming round to the fact that it is possible by using PMI for those who need it and a health cash plan for the majority of their colleagues,” he says. “Creating a wellbeing-for-all philosophy is growing in importance but clients don’t have a need for product labels. Using a range of products to cover all employees is a stated need and more so since the pandemic.”
“Group risk products are being reviewed by clients and many are deciding that they are more important than ever”
Claire Ginnelly, managing director for Premier Choice explains. “Sadly, some have had to cancel due to the economic situation but it has been a last resort. Cash plans have been part of the conversation as they are a more cost effective way of providing some cover for employees. They also often offer the added value services which we see in private medical insurance (PMI) and group risk policies.”
“The feeling of employees being left-out of the benefits is suddenly more uncomfortable and has highlighted the need for wellbeing for all.”
“The rise of the value of the cash plan is clear to see.”
Indeed, the challenges of lockdown and the implications of a health crisis have shifted conversations towards ensuring that employee benefits match evolving ways of working. “A clinic close to the office is not so useful or interesting as it was at the start of the year!” adds Roberts. “The spread and availability of services in a wide geography to fit the workforce has grown in priority.” As a result, employee wellbeing strategies, with health cash plans a part of them, have been adapted to meet the needs of staff in the new environment.
“However, a number of health cash plan providers have risen to the challenge by offering increased remote employee support services and very quickly adapting benefits to deal with the pandemics issues.”
Lockdown brought with it a watershed moment for telehealth, despite it playing a role in a various forms since the start of the millennium. “I personally had a dental review, a GP appointment and a chiropractic assessment during the four months of clinics being closed,” reflects Roberts. “The services are quick, efficient, emit less Co2 and guard employers against time off work.”
The ease of access to therapists such as a physio has been much needed for some employees
Many healthcare providers have been unable to offer their normal services during the pandemic
“Unsurprisingly, given the lockdown, there has been some discussion with employers around the value of insured solutions since many healthcare providers have been unable to offer their normal services and interventions (such as dentistry and physiotherapy),” Mattioli Woods’ healthcare employee benefits consultant Ed Watling said.
Views on paying for private treatment or insurance
UK adults were asked if they have considered paying for private treatment or insurance*
The figure has nearly doubled
Demographics and private healthcare
30% of respondents aged 18-24 are most likely to consider paying privately for healthcare compared to just 22% of those aged 55 and over
Posters in staff kitchens and washrooms are simply not going to be of any use to remote workers
Considered pre pandemic
Consider post pandemic
22%
This is great insight for employers as they consider how the pandemic has changed the way they think about reward packages
30%
*Nationwide survey of 1,049 UK adults (conducted 19-22 June 2020) by Consumer Intelligence
15%
27%
1,049
Since joining Denplan, part of the Simplyhealth Group in 2005, Camilla has lead a number of high performing teams across multiple business divisions. Determined to improve access to healthcare for workers across the UK, she favours a collaborative approach to working with clients and brokers in order to drive the best possible levels of engagement. Always focused on a sustainable proposition, Camilla helps her team to build strong relationships that deliver positive results for individuals, businesses and the market alike. Her experience and creativity combine to deliver effective solutions that truly meet client needs through a preventative approach to healthcare.
Head of corporate and consumer sales at Simplyhealth
Camilla Brooke
How has engagement in workplace health benefits improved as a result of the pandemic?
“Lockdown changed the health delivery of treatment, therapy and tests for good. The uptake of online or virtual GPs quadrupled and health screening can now be delivered through your letterbox instead of at a clinic. Health cash plans are nimble and with a wide network of service providers, employers have worked to provide support, access and service to all members using new technology. “Some health conditions are in retreat with work absences reporting at an all-time low. This is masking higher than normal anxiety levels, a lack of cancer health screening and a low number of people presenting with health conditions. “Using telehealth, health cash plans can provide safe access to GPs for diagnosis, onward referral to consultations with a specialist consultant [some online] and tests as well. The workplace is positively impacted, as is the person, with fast access to safe diagnosis and fast tests. In turn this reduces health anxieties and contains health conditions.”
“The work place is positively impacted, as is the person, with fast access to safe diagnosis and fast tests”
Health insurance brokers tell COVER how they have dealt with four key challenges brought about by the coronavirus crisis while Simplyhealth’s corporate sales manager, Dean Smith, explains why health cash plans are so important at the moment
How has lockdown impacted the way health cash plans are being delivered to employees?
“Over recent years, health cash plans have increased the benefits that could be accessed remotely.
“As we all moved into lockdown many employers focused on what couldn’t be delivered through insured solutions rather than what could. This meant that two significant points were missed. Firstly, many employees didn’t want to access ‘face to face’ treatment options because of the coronavirus pandemic risk and so they were able and willing to delay elective treatments. Secondly, there were a wide range of remote services available from health cash plan providers offering wellbeing support.
What role do health cash plans have in the new environment?
“There is a need for intermediaries to be discussing all of the benefits available on plans”
“Access to private hospitals, dentists and therapists has been restricted during lockdown and this has been a key question for some employers. Therefore there is a real need for intermediaries to be discussing all of the benefits available on plans so that employers appreciate the value for money they offer. “Employee health and wellbeing has never been as important as it is now and there is an opportunity for all types of health and protection policies. Cash plans can be an excellent solution for companies, especially if finances are more of an issue or if they are new in the market and looking for a cost-effective solution for their employees. “Employers want to know how they can help protect the health and wellbeing of their employees and many insurers offer solutions. Whether it be rewards offered on policies for discounted gyms, or access to virtual consultations, the policies we advise on have been able to support employers and employees during this crisis.”
What typical questions about health and wellbeing are employers asking brokers?
“Education is critical. It isn’t enough to simply state that employees value healthcare more.
“Employers want to understand whether the coronavirus pandemic has changed employees’ thinking around the value of employee benefits, and the trends we are seeing as a result. Employers also want to understand whether the pandemic has increased their health risks in two areas. Firstly, in terms of how lockdown has influenced the health risks of employees; and secondly, what the health risks for someone that has had coronavirus at varying levels of severity look like?
Cheryl Brennan
Director of corporate consulting, Howden Employee Benefits & Wellbeing
1
2
4
3
“For employers they need to understand how the NHS landscape and the lockdown measures have changed the outlook for some conditions, and thus how private healthcare options can act as a means of mitigating some of those risks. “We think it is important for employers to understand what experts are seeing in the NHS and private sector and how they see cancer, heart and musculoskeletal conditions and their prognosis changing because of lockdown.”
Managing director, Premier Choice
Claire Ginnelly
Employee benefits consultant (healthcare), Mattioli Woods
Ed Watling
“Yet the issue that many employers had was that these benefits were undervalued when compared to the ‘hard’ face-to-face treatments such as dental and physiotherapy. “Lockdown has dramatically increased the value of these remote benefits and forward-thinking brokers will have helped their clients in communicating these services to members. In the past face-to-face presentations meant significant investment of time and effort. Now a 30 minute webinar can be watched live and made available as recorded content easily and cheaply.”
Senior consultant, IHC
Paul Roberts
The value of virtual services has been well recognised over the past six months. For example, the use of GP apps means individuals can arrange a GP appointment on the same day without the hassle of visiting the surgery. This service saves a considerable amount of time and means employers no longer have to arrange cover for an absent employee whilst they attend their face-to-face appointment. Therefore, the process is today much more convenient for employer and employee alike. Other virtual services include virtual triage and diagnostic benefits, both of which have become more important as the full impact of Covid-19 on the NHS is unknown. With health plans able to offer diagnostic benefit to fast track seeing a consultant when something is wrong, it allows employees to get health conditions treated earlier and quicker and potentially before they develop into something more serious. Finally, the importance of emotional support and human contact has also been recognised with many employees experiencing anxiety during this pandemic. The reassurance through a health plan of having access to helpline counselling services and additional wellbeing content to view on websites, plus webinars to provide support and information, helps employees feel looked after and valued. For example, Simplyhealth’s Healthy Living Hub provides valuable content including articles and guides for physical and mental wellbeing. Our engagement centre meanwhile provides tools and resources to help engage employees with their health benefits, with ongoing campaigns reinforcing the importance of keeping healthy, along with other health advice such as support to stop smoking or ways to cut down on sugar.
health challenge
workplace
Dean joined Simplyhealth in 2017 as a Corporate Account Manager. Now Corporate Sales Manager, Dean continues to focus on building strong relationships with brokers in order to deliver excellent employee benefit solutions for businesses. Dean and his team are passionate about preventative healthcare benefits and ensuring employees have access to the health and wellbeing care they need to perform in all aspects of their lives.
Corporate sales manager at Simplyhealth
Dean Smith
View from
Dean Smith, corporate sales manager, Simplyhealth
the top
Why are health cash plans so important in the current environment?
Risk assessments
Risk assessments are the first step organisations should take before implementing any return-to-work strategy. Involving staff unions or employee representatives can be crucial to this process, as is offering employees – from the top-down – the chance to be part of workplace risk assessment committees.
Official government guidance says that if individuals can work from home, they should. However, the government has also left it up to businesses to decide who can do so. If a job cannot be done from home, employers must make arrangements for individuals to work safely. If these things are in place, employees can be told they must return to work and normal rules (and employment law) will apply. However, compassionate employers will listen to individual employee situations and make use of the furlough scheme (available until the end of October) as the willingness of staff members may vary.
PPE & social distancing
Some businesses are utilising Covid-19 testing to help provide staff with confidence when they return to work. There are two types of testing currently available. Antigen testing, which involves a mouth or nose swab sample, can test if a staff member has the virus. Antibody testing, a blood sample, can indicate if an employee has had the virus (and therefore may be immune to it). While Information Commissioner's Office (ICO) regulation states that collecting health data is of ‘vital interest’ in order to protect lives, under data protection rules, it is advisable to ask for employee consent as part of the process to make them feel more comfortable.
Covid-19 testing
If an employee tests positive for Covid-19, an employer must notify the relevant authorities in order to activate the NHS Test and Trace service. They will then be told to self-isolate for 14 days from the day that they were last in contact with the person that has tested positive. If this person develops symptoms they should order a test and begin the isolation process again (read more about Test and Trace here). If it is deemed that there is a localised outbreak of Covid-19 in the workplace (a cluster or a hotspot) then the workplace may be forced to ‘lockdown’ temporarily.
NHS Test & Trace
For more information about supporting the health and wellbeing of staff as they return to work, visit the Simplyhealth Insights Hub
Walking
In a post coronavirus pandemic world, organisations must respond to the demands of a new, socially distanced normal. What steps should employers be taking to ensure their staff and customers are well protected?
HR's top five tips to help you keep on top of employee wellbeing
Support and listen to operational managers to understand their needs and to provide them support
Click arrows to cycle through tips
Clearly and effectively signpost to health and wellbeing services, such as employee assistance programmes (EAPs) and available benefits
Monitor the situation closely as the situation may change at any time
Keep abreast of government guidance and NHS information
Be available to staff and regularly communicate to them clearly
unknown
into the
In order for employees to safely return to work, careful planning must be the core starting point for all employers. Yet getting the strategy ‘right’ is dependent on the type of working environment – be it a city centre office or a client facing sector. The right strategy must require the alignment of several different departments, from senior management and directors, to HR. Staff also need to be communicated with on a near-constant basis before they return to work, in order to show employees that the business is treating the health and wellbeing of the entire workforce as a priority. There are a number of core areas that employers need to explore in order to remain transparent and accountable at this time; to instill staff confidence and create a happier, more productive workforce as a result. After all, a return to work scenario could raise a number of questions from employees that need answering clearly and confidently. For example, what if an employee refuses to return to work post-lockdown, or raises their own safety concerns about catching Covid-19 as they reintegrate into the workplace? But remember, while it may be possible to create and begin to implement return-to-work strategies at the present time, it is important to remember that all strategic planning must be done on an emergent basis. For example, we could be forced into a second nationwide lockdown at any moment, or as is happening already more local restrictions could be imposed.
Strategic planning
So don’t forget this situation is filled with VUCA: Volatility, Uncertainty, Complexity and Ambiguity.
Employer-funded home office equipment such as extra monitors, laptop risers, desk lights or an ergonomic chair, risk-assessed desks and back-rest supports can go a long way to reducing the onset of musculoskeletal issues later down the line. Not all staff will have the luxury of a spare room or study to work from home in, however a good workstation should always be encouraged and employers should provide assistance on this journey wherever possible.
While many employees had already grown used to flexible working patterns pre-pandemic, most office-based employees could not have anticipated the impact of lockdown on our physical health. Working from the kitchen table or on a beanbag in the lounge might seem like a good idea at first, but get it wrong and a makeshift working environment can easily lead to long-term back problems.
RISK FACTOR: Working from home aches and strains
A look at
As the world adjusts to a new way of working, there are a number of lesser seen risk factors appearing on the horizon. Here are some things to watch out for as companies return to full productivity and how to combat them
The solution
Careful scheduling and regular breaks can help us detox from technology throughout the day, while helping employees upgrade to their highest possible bandwidth can ensure internet connections work to the best of their ability. Other etiquette tips include making sure participants are muted when they are not speaking and avoid making unnecessary noises while conversations are in mid-flow.
View the solution
‘Zoom fatigue’ refers to the mental exhaustion associated with online video calls, something we have all no doubt become accustomed to in recent times. Unpleasant sound frequencies and high-pitched background noises are scientifically proven to cause our brains stress. Add to this unstable Wi-Fi or VPN connections, constant interruptions and the energy-sapping nature of interacting in this way, and what’s the result? Unexpected levels of tiredness.
RISK FACTOR: Zoom fatigue
Facing our fears is a well-known cognitive behavioural technique that can help build resilience. Even if it feels nerve-wracking, taking a short trip where safety measures have been put in place, can help break the ice and help us feel more ready to branch further afield in the future. It is also important not to project too far into the future, and take each day as it comes. If an individual’s mental health is suffering, employee assistance programmes (EAPs) are there to help source appropriate professional help for staff. Some businesses also have trained Mental Health First Aiders who employees can reach out too.
Also known as ‘re-entry syndrome’, reverse culture shock is something that people who have been living overseas often suffer from when returning to their home country. Expecting everything to be just as it was, in fact they find the opposite. Psychologists have compared our return to the ‘new normal’ post-lockdown as a similar scenario – the idea of returning to our old routines can be seriously daunting for some.
RISK FACTOR: Reverse culture shock
Strong self-care routines, a healthy diet and regular exercise and sleep patterns are crucial to avoiding burnout, especially now. Relaxation exercises can create mental space, help us stay present and to switch off from work-related pressure. Regular walks in nature, away from our laptops, can also provide some much-needed respite when things feel stressful, while apps such as Headspace and Calm offer guided meditation. Employees should, of course, think carefully about how and when they take holiday leave, even if travel is not possible.
The World Health Organisation (WHO) may not have predicted what was to come when it announced Occupational Burnout as an official condition just over a year ago, however the term has taken on new meaning in the current environment. The all-consuming nature of working from home, the added stress of childcare duties for some and restrictions placed on our social freedom can be a recipe for feelings of energy-depletion, negativity towards one’s job as well as reduced professional efficacy – all hallmarks of occupational Burnout.
RISK FACTOR: Burnout
Back to risk factor
future
solutions
I’d like to personally thank everyone at Simplyhealth for their hard work, passion and commitment to delivering on our Purpose over recent months. We remain steeped in our tradition of caring for others and putting people first. Our resilience, flexibility and belief in our Purpose have enabled us to deal with the coronavirus pandemic and be there for each other, our customers and our communities. It’s an exciting and optimistic time for us – we are continuing to transform and invest in our business, to find new ways to meet the needs of our customers and deliver better health outcomes for more people.
This is an Incisive Media publication, produced for COVER magazine. Visit covermagazine.co.uk
Chief people officer at Simplyhealth
Angela Sherwood
Revolutionising
From partnering with an Olympic gold medallist to virtual briefings, Simplyhealth’s chief people officer, Angela Sherwood, reveals how they are leading a revolution in employee wellbeing
We had to quickly rethink our entire health and wellbeing plan for the year. We set about firstly making sure colleagues were safe and then explored how we could better support everyone, during this unsettling and unprecedented time. Speaking to many other organisations, I’m sure this is something we can all relate to. In the spirit of helping everyone to continue to stay safe and healthy at this time, here are some of the things we’ve learnt from this challenging, yet rewarding period so far. They are the things our colleagues tell us they value and have appreciated above all else…
Communication has been key. We’ve been taking the time to listen closely to our colleagues and their feedback, through regular pulse surveys, new starter virtual lunches, an in depth working from home survey and a discussion feed on all internal “news” articles. We quickly adopted a rhythm of regular updates from our Senior Leadership team, alongside virtual colleague briefings. Our updates are available on a new coronavirus-related area of our intranet, providing a central hub for all colleague, customer and community news – judging by the hit rate this is something which has been hugely valued. As part of our regular colleague communications, we also launched a new email campaign aptly titled, “Wellbeing Weekly”! It provides information, support and tools for colleagues around our four pillars of wellbeing; mental, physical, social and financial wellbeing. Every week around 750 colleagues enjoy the read and contribute topics to help each other. We’ve tried to tailor the content around what our people are telling us they need and value, so we provide practical tips and in depth reads. So far we’ve covered challenging topics like coping with loss, looking after children while working from home, nutrition, and tips on how to look after yourself whilst adjusting to a new way of working. We’ve also enjoyed more light hearted content, such as ideas for Harry Potter inspired virtual meetings backgrounds! It’s been important to us that we emotionally support colleagues, but find moments to have fun too.
Understanding and meeting our colleagues’ needs
To supplement our wellbeing communications, each week we’ve hosted a variety of guest speakers, all delivered virtually through Microsoft Teams and Zoom. Our webinar sessions are recorded and hosted on our intranet, allowing colleagues to access them live, or at a time that suits them. These are unusual times, so we decided to focus our efforts on helping colleagues to cope and adapt and stay healthy at this time. Our guest speakers encouraged colleagues to try something new, find alternative tools or see something from a different perspective. So far we’ve had mindfulness sessions, nutritional talks, yoga and other exercise workouts and tips for managing finances, just to name a few.
Helping colleagues to cope and adapt
We’re really proud that our colleagues rate their Line Manager relationships highly in our monthly engagement survey, Chatterbox. But we also recognise that sometimes having somewhere else, or someone else to turn to is just as important. That’s why since March, Simplyhealth’s 50 Mental Health First Aider’s, have been hosting a weekly virtual “coffee-morning”, inviting anyone to come along for a chat to feel better connected. Every effort has been made to ensure all colleagues – not just those that may live alone – do not feel isolated.
A place to turn to
At a time when we’ve been more physically distant, maintaining a sense of community has been incredibly important to us at Simplyhealth. That’s why in early May we created a new private Facebook group for our colleagues called “Simplyhealth Social”. Every two weeks we’ve undertaken a series of different team challenges, to keep us healthy and bring us together, but in the process also help support our local communities too. Our 30 min movement challenge proved to be a big hit, with some fantastic social posts involving TikTok videos, hoola hooping, horse riding and YouTube workouts. For this tremendous effort we raised £17,620 for the Mental Health Foundation. My personal favourite has been our Simplyhealth’s Got Talent competition, where as a judge, I saw an incredible selection of artists, musicians, photographers and cake bakers! All were willing to showcase their talent in order to entertain their colleagues, raise a smile and win a donation for a charity close to their hearts. Showing that we’re there for each other has strengthened relationships and bought us together as one Simplyhealth team.
We’re all in this together
For our colleagues to work comfortably from home, we wanted to invest in a fund they could use for the practical things, while away from the office. They had the personal choice to use their “£200 kit allowance” in a way that would add the most benefit to their overall health and wellbeing and productivity. 62% of colleagues have already taken advantage and invested in items ranging from desks, chairs, monitors and additional accessories. Putting our colleagues in control of their own health has meant they’ve spent carefully and wisely, buying what’s right for them and their own home set up.
Practical support to make life easier
The last six months has taken its toll on everyone across the UK and has fundamentally changed the way we work and live. So in order to equip and support our colleagues for the journey ahead, in September 2020 we launched our brand new Health and Wellbeing programme – ENERGISE YOU. With this significant investment we’re taking a more long term view of supporting our colleagues’ personal health and wellbeing. We’ve partnered with 1992 Olympic gold medallist Sally Gunnell OBE, to deliver a bespoke series of virtual events that’ll span the next 9 months. The ultimate aim is to help every single Simplyhealth colleague to take control of their own health and wellbeing. Whatever their personal goals or ambitions, with our support we can help colleagues to make them a reality. Our colleagues will do this using their personal wellness journal and action plan. We’ve already undertaken an in depth survey to understand how we can best help and where to start. We can’t wait to share more highlights as the programme develops!
It’s time to ENERGISE YOU!
For more information on how you can build a better health plan for your employees, visit simplyhealth.co.uk/intermediaries
In that moment, our colleagues needed us, each other and our wellbeing support more than ever.
At Simplyhealth every day we live by our purpose of improving access to healthcare – helping people to live healthier and happier lives. Yet when we launched our newly shaped Health and Wellbeing Strategy in January 2020 to support our 975 colleagues, little did we know that just a few months later, we’d be in a national lockdown due to the coronavirus pandemic.
We’ve recently raised £30,000 for Diabetes UK after walking across Europe (virtually!) totalling 15 million steps
employee wellbeing
As we continue to work from home over the coming months there are likely to be some additional costs around heating and lighting your home work space through the winter. From October 1st to March 31st 2021 all colleagues who are working from home, will be provided with a monthly tax free allowance of £26 to contribute towards these additional costs. We have decided on this amount as it means we are able to pay it to colleagues through their payroll, without needing to incur any additional tax or NI deductions.
Working from home allowance
A Winter warmer…
