Legal and General has launched a new framework for wellbeing at work that will prioritise member outcomes rather than products.
This new framework will be supported by a new campaign ‘Be Well, Get Better, Be Supported’ to highlight the insurer’s care pathway to education, awareness and training.
Legal and General is also launching a new ‘Be Well’ hub for employers and intermediaries, which will host the insurer’s wellbeing support services, plus HR toolkits and educational material in one place.
L&G says this new framework, which will cover larger corporates as well as SMEs, will better integrate prevention, early intervention and rehabilitation services within its group risk products.
It adds that it should also give intermediaries the tools and resources and to talk confidently about how protection and embedded value services can support wider wellbeing strategy and overall business goals. This should unable them to provide better consultancy services to businesses, including the largely untapped SME market.
This new framework is designed to highlight L&G’s personalised care pathways support across all the main causes of group income protection claims: mental health, cancer, musculoskeletal and work-related stress.
This support includes everything from risk assessment – including help with the new ISO45003 psychological safety guidelines – line manager training, specialist referrals and return to work support, to immediate access services such as the provider’s Employee Assistance Programme and Care Concierge service.
This work represents an evolution of Legal & General’s Not A Red Card (NARC) campaign, which was acknowledged in the Thriving at Work, The Stevenson / Farmer review of mental health and employers (Oct 2017). The campaign, which ran for five years and aimed to raise mental health awareness and remove stigma and reached 3.5m people on social media alone.
Legal & General says that this new campaign recognises mental health as the foundation of all aspects of wellbeing.
A spokesperson for L&G says: “We know that the wellbeing agenda can be overwhelming for employers, in particular for SMEs.
“We have therefore simplified the way we present our services and solutions, building it around an active, outcome-led approach. For example, if an employee is in the “Be well” space, it’s here that they can use what we offer to stay well and strengthen their wellbeing. If it’s about “Get better”, that’s helping them understand how we can help restore their health and wellbeing when illness or injury have struck.
“An outcomes focus brings results and it’s a philosophy we’ve followed for a long time where back to work support is concerned. For example, our latest annual claims statistics showed that 92 per cent of employees with Group Income Protection mental health claims were able to return within the deferred period last year, an increase of 9 per cent on 2019.
“Intermediaries have a crucial role to play in helping employers shape their wellbeing policies and the onus is on us as the provider to ensure they have access to all the tools and information they need to enable businesses to shift to an outcomes-based approach to employee wellness.”
