Employee Benefits

HR-and-Employee-Benefits

Looking after your staff

Many organisations look to offer their employees additional benefits. It not only demonstrates concern about staff welfare, but can boost morale and provide an added attraction for top candidates.

Our team of experienced Independent Financial Consultants work with companies to develop an employee benefits package that helps to attract, retain and motivate the right people. Here’s a selection of some the schemes available.

Pension

Many pensions these days are ‘defined contribution’ pensions – an employee and their employer each put a set amount of money into the pension account each year. The value of the pension when the employee retires depends on what they’ve put in, so the employee then has a pot of cash which they can use to buy themselves an annual income (an annuity, for example), place it into drawdown or take it as a lump sum if they’re over 55*

It’s worth noting that from 2012, employers have been automatically enrolling eligible staff in a pension scheme BY LAW. They’ll also have to pay a minimum contribution for most employees – the final staging date for businesses is set for February 2018.

Income Protection

Income Protection pays a percentage of an employee’s salary each month as a regular income, if they can’t work due to a long-term illness or injury. Receiving Income Protection through an employer (Group Income Protection) often means that previous medical conditions an employee has are covered by the policy.

Critical Illness Insurance

Critical Illness Insurance means an employee will get a tax-free lump sum if they’re diagnosed with one of a number of specific medical conditions (the insurance company will have a list of the medical conditions the policy will pay out for). To receive the payout, the employee needs to have one of the conditions on the list; they also usually have to survive for a minimum period of time once they’re diagnosed (normally between 14 and 28 days).

Life Insurance

Life Insurance (also referred to as Death in Service) pays a tax-free lump sum if an employee dies, to provide support for the people who depend on them financially (like their partner or children). It’s often worked out as a certain number of times their salary, so if they earned £30,000 and had a ‘4 times salary’ policy, their dependents would get £120,000.

Need more advice? Use the contact form or call us on 0113 3878240.

*Information correct at October 2016

 

Clayton Holmes Naisbitt