It is the law to have a workplace pension. Therefore, it is not a question of whether your company should have one, but rather, which one?

We break down the market into three categories:

1. One-size-fits-all Auto Enrolment schemes: This includes the likes of Smart Pension, NEST, The People’s Pension, Creative Auto Enrolment, etc. These schemes are designed for the mass SME market due to their simple charging structures and restricted fund range.

2. Pre-Auto Enrolment schemes: This is more of a grey area, hence the prudence of a no-obligation healthcheck.

3. Tailored Auto Enrolment schemes: This includes the likes of Aviva, Royal London, Aegon and Standard Life. The pricing operates on a quote-based system, meaning the larger companies get the best deals. These schemes also offer a wide fund range, which allow employees to be more conscious about where their money is invested.

The suitability of the above categories depends on the nature of your business.

Contact us for your no-obligation report, analysing quotes from the UK’s leading pension providers.

Keeping your employees healthy is an intelligent way of reducing the cost of absence. Coupled with the continual strain on the NHS, a group healthcare policy is becoming ever-more essential to make a competitive remuneration package.

Our areas of expertise include:

- Private Medical Insurance (UK & International)

- Dental Insurance

- Health Cash Plans

- Occupational Health & Well-being Programmes

- Employee Assistance Programmes & Company-funded Health Assessment Programmes

Contact us for your no-obligation report, analysing quotes from the UK’s leading health insurers.

The tragedy of losing a loved-one is crippling enough for any dependent family, let alone the financial disaster that is too often incurred as a result. This is why Group Life Assurance, otherwise known as Death in Service, remains the most clear-cut and traditional employee benefit.

The most common structure for large corporations in regards to Death in Service is to provide cover of four times each employee’s salary.

Given our expertise in financial planning, we are well-aware of the benefits of Income Protection Insurance (IPI).

If an employee is unable to work, due to accident or sickness, the IPI will pay them a portion of their income until recovery. This has the effect of putting the employee’s mind at rest, which in itself promotes a faster recovery due to the reduced stress levels.

There are three important variables that have a significant influence on the premium:

1. The deferred period: when the policy starts paying out. Typically, it is suitable to align this with your company’s sick pay policy.

2. Policy term: when the policy stops paying out. Many companies are kind enough to provide cover until your retirement age. This is why it used to be called Permanent Health Insurance. So if you have an accident that causes a disability at the age of 25, the IPI provider will pay you an income all the way until the State Pension Age.

3. Percentage of your income: policies will allow you to cover up to 75% of the salary.

Contact us for your no-obligation report, analysing quotes from the UK’s leading IPI providers.

The surprise death or incapacity of a key partner or staff can come as a shock to anyone’s business, with potentially catastrophic ramifications across the entire company if left undealt with.

Unintended risks on the death or serious illness of key personnel include:

- Profit Risk

- Loss of invaluable clients and contacts

- Reduced productivity

- Recalling of company financing/loans

- Loss of management and practical expertise

For those employees/executives seeking a more personalised, hands-on approach to financial success, consider our wealth management services. Whether you're interested in tailored investment portfolio management or comprehensive financial guidance, we're here to support you on your journey to financial well-being.