Maintaining the health and fitness of employees is a win-win situation for employers. It creates good relations between employers and staff, and by reducing stress and providing healthcare, can impact upon days lost due to sickness.
The most common forms of health benefits bestowed upon employees are private health care and gym memberships. Some employers will offer staff more extravagant rewards and perks such as spa visits, mini-breaks and vouchers, which might be attached to performance.
Health benefits such as these are often highlighted in the job adverts and confirmed in employment contracts, and could sway applicants towards accepting certain jobs.
Problems can occur when such policies change. Companies might decide to cut expenditure by removing employees’ health benefits, or the providers of such services might change their own policies and become less attractive to companies.
Careful employers will include caveats in their contracts that cover them against reasonable termination of health-based perks. Otherwise withdrawal could result in a breach of contract and a lawsuit or tribunal.
As with most things in business, maintaining good channels of communication with employees can alleviate such eventualities. Explaining why health benefits have been removed will be enough for many employees.
Peninsula Business Services can provide advice and assistance on any aspect of health benefits for employees. Contact us
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