The UK’s cost-of-living increase has hit the country hard, with inflation levels at a 30-year high. Consumers are paying more for essentials such as food, clothing and transport, leaving less money for recreational activities. Additionally, April’s energy price cap review will see electricity and gas bills increase for most, an extra financial burden. Workers across the country are being affected by price increases, with 37 per cent considering a job change in light of rising living costs, according to a survey by Totaljobs. Financial concerns and struggles may also cause significant stress in employees, affecting their performance at work. In fact, research by Aegon found workers’ poor financial well-being costs UK employers £1.56 billion annually due to ill health-related absenteeism and presenteeism. Consequently, it’s wise for employers to take steps to support affected employees. Consider these tips: Be Transparent Money worries are often considered a taboo subject. However, financial stress can negatively affect mental well-being, which, in turn, may affect physical health. Therefore, it’s essential that employees feel able to discuss concerns. Employers should display an ‘open door policy’, encouraging staff to speak confidentially about problems. If employees feel uncomfortable talking to their employer, they can be directed to free, impartial support, such as the Money and Pensions Service. Being open and honest should apply across the organisation, including those leading the company. Employees won’t appreciate being told there isn’t much in the pot for a pay rise if stakeholders are seen taking additional dividends. Alongside paying a fair and liveable wage, organisations should be transparent about their financial health so employees are properly informed. Offer Flexibility One of the best ways for employers to support their workforce is to be flexible. Some employees may benefit from being allowed to work from home more, therefore saving on travel costs. Others may prefer to work from the office, saving money on home heating and utilities. As all employees’ finances will be impacted differently, organisations should offer flexibility and consider employee requests on a case-by-case basis. Review the Employee Benefits Scheme Although employers can’t solve all money worries, they can help reduce certain employee costs by reviewing their current benefits scheme. While under stress, it’s vital for employees to have easy access to medical appointments in case of ill health, so many schemes include medical and dental plans. Additionally, employers could consider including other benefits to bolster the support available, such as: • Transport costs—With transport costs increasing, offering commuters an interest-free loan on annual travel tickets could be a lifesaver. Employers Brought to you by the insurance professionals at Robison & Co Ltd may wish to purchase an annual ticket for staff, deducting a monthly amount from wages until it’s paid for. Usually, an annual travel pass is hundreds of pounds cheaper than paying a daily rate. Further, employers could join and promote the government’s cycle to work scheme. • Salary sacrifice—At its most basic, salary sacrifice entails employees giving up part of their salary for a non-cash benefit. This reduces the amount of tax and national insurance they have to pay. Salary sacrifice arrangements include car parking, home computers, gym memberships and personal learning. • Discount vouchers—With disposable income lower than usual, employers could consider joining a staff discount scheme, giving employees reduced prices on shopping, holidays and days out. Before tweaking any employee benefits scheme, organisations may profit from speaking to employees firsthand to see what they would benefit from most. Provide Financial Education Among employers with health and well-being strategies, only 11 per cent actively focus on financial well-being, according to the Chartered Institute of Personnel and Development. This number is compared to 57 per cent who actively focus on mental well-being. But, poor financial well-being can lead to poor mental health. Therefore, as financial and mental well-being go hand-in-hand, now is the time to add financial education to a holistic well-being strategy. There are many ways to include financial education, depending on the available budget. Small steps include directing staff to useful tools like financial calculators and budgeting templates. Alternatively, employers could utilise online courses, which cover topics as varied as budget making and keeping, managing debt, establishing an emergency fund and buying a home. In larger organisations, employers may consider engaging a financial adviser to run group sessions. If possible, investing in 1-2-1 sessions would allow struggling employees to receive bespoke financial advice. It’s important for financial education to include advice for the long term, such as retirement planning. Often, people pick up financial information as and when they need it. However, this can create a tendency towards making emergency decisions rather than long-term financial plans. Financial education should include both short- and longterm measures. Summary Organisations risk an unengaged and distracted workforce if they are unable to help alleviate cost-of-living concerns. However, through taking steps to look after the financial well-being of employees, organisations can help staff bolster their financial resilience, both now and for the future. And, through being supported, employees are more likely to be motivated, productive and loyal. For more information on employee benefits and well-being, contact us today.

 

In response to the rising cost of living, the government has announced tax cuts that will affect millions of Britons. Chancellor of the Exchequer Rishi Sunak announced new tax plans in the Spring Statement on 23rd March.

The changes come amid difficult economic times for many people. In a span of 12 months, the cost of living has increased approximately 6.2 per cent in the UK. This represents the fastest increase in 30 years. The surge stems from global supply chain issues following the pandemic and the war in Ukraine, which have resulted in rising prices for many daily essentials, such as fuel, energy and food.

‘This statement puts billions back into the pockets of people across the UK and delivers the biggest net cut to personal taxes in over a quarter of a century’, Sunak said.

Specifically, Sunak’s new tax plan includes the following provisions:

• Starting in July 2022, the National Insurance starting thresholds will rise to £12,570 from £9,600. As a result, 70 per cent of workers will pay less and 2.2 million people will no longer be responsible for any payment. Overall, the change will result in approximately 30 million workers saving an average of £330.
• Starting on 23rd March 2022, fuel duty and petrol will be cut by 5p per litre. This is the largest ever cut on fuel duty rates and is worth approximately £2.4 billion. It’s estimated that the typical one-car family will save an average of £100.
• Starting in 2024, the basic rate of income tax will decrease from 20p to 19p in the pound. This is expected to result in approximately £5 billion in total savings across 30 million people, with the average person saving approximately £175.

Furthermore, Sunak announced a number of measures intended to help businesses with investment, innovation and growth. These efforts include an increase to employment allowance from £4,000 to £5,000, which will benefit approximately 500,000 small firms.

‘Cutting taxes means people have immediate help with the rising cost of living, businesses have better conditions to invest and grow tomorrow, and people keep more of what they earn for years to come’, Sunak said.

For more information related to managing costs and financial well-being, contact us today.

We are looing to fill a role in our Petersfield office for an Office Administrator and Bookkeeper. You will support the Directors in making sure that the office runs smoothly and that our finances are up to date and accurate. We also invisage some support with our marketing effort. We would expect the role to involve about 30 hours a week and we are flexible as to when this work happens. A competitive salary will be provided as will other benefits that you would expect from a company like ours. If you are interested or know someone who might be, please contact Simon Gubbins in the first instance by emailing simon.gubbins@robison.co.uk. We look forward to hearing from you.