Franklins Solicitors LLP Engages Employees with User Friendly Benefits Platform

June 2019. Northampton and Milton Keynes based solicitors, Franklins, has launched an innovative benefits and recognition platform for its employees.

The new mobile platform, provided by consultancy, Touchpoint Employee Benefits, has been rolled out to over 100 Franklins’ staff and is designed to promote further employee engagement and happiness across the business and enhance the firm’s recognition rich culture.

As an employer and recruiter, Franklins recognises that people are motivated not only by a good income but also by access to the right choice of perks and benefits. They understand that how their people feel about working for their firm and being part of their working environment is important.

Franklins partnered with employee benefits and engagement consultancy, Touchpoint, to create an engaging benefits and recognition platform for its people. A one stop shop to inspire a happier, healthier working environment via a uniquely branded platform. Touchpoint’s services now provide Franklins’ employees with a single point of access to existing benefits, engagement tools, recognition hub, a health plan, wellbeing resources, online learning plus retail and leisure discounts.

The new platform is also accessible via a Franklins-branded mobile optimised web app, meaning that employees can access their benefits anytime, anyplace – for example, the top food, drink, travel, entertainment, cinema and gym discounts to save money outside of work.

The Recognition Hub within the platform will enable Franklins to further enhance a recognition rich culture. Employees can be recognised on a peer-to-peer, manager to employee or customer to employee basis and this is shared on the platform’s social media style feed for all staff to see. This innovative online tool enables staff to recognise employee contributions and behaviours which align with Franklins’ core values: Trust, Passion, Excellence and United.

Simon Long, Managing Partner at Franklins commented: ‘We are very excited and encouraged by the whole engagement with Touchpoint and how this is going to add to our overall offering for our employees – both present and future. It also backs up our firm’s core values and it’s about further investing and engaging with our people.’

Nigel Brittle, Managing Director at Touchpoint added: “We are delighted to be partnering with Franklins to help further develop their employee experience and now embed this solution as part of their culture. Our platform offers a single point of access to all benefits and employee services in one place and it’s great to see Franklins boosting their employee value proposition in this way.”

About Franklins:

Franklins Solicitors LLP was established by Michael Franklin and Keith Wyld in 1982. The firm operates from Central Milton Keynes and Northampton.

Franklins provides a full range of legal services for both business and private individuals. The firm is recognised for a high standard of service provision being accredited with The Law Society practice management standard LEXCEL and ISO 9001, as well as being a member of The Law Society’s Conveyancing Quality Scheme (CQS).
For further information visit our website and follow us on Twitter (@FranklinsSols), Facebook (@FranklinsSolicitorsLLP) and LinkedIn.

For reference:

Jodie Commercial, Marketing Manager, Franklins Solicitors LLP
Tel: +44 1908 660966 Email:

About Touchpoint:

Touchpoint are specialists in delivering bespoke employee benefits, engagement and communication services often through consultancy and partnership with a wide range of market leading providers delivering engaging, creative and flexible solutions with variety and choice. Touchpoint’s key differentiators include face to face communications and dedicated account management to small, medium and large businesses.

For reference:

Edel Brittle, Communications Manager, Touchpoint Tel: +44 7590 426830 Email:

How to Give Your Employees Rewards They Will Remember Beyond Christmas

Rewarding employees doesn’t have to break the bank and should never be a chore. In fact, it can be great fun and with Christmas not far off, it’s the perfect time to start planning. Why not think creatively this year and shake things up while keeping the all-important eye on your costs – a well thought out rewards strategy can do wonders for your people’s performance and motivation!

Office Christmas parties are often seen as the traditional way to reward staff but for some companies, this can be an expensive option. According to research by event promotions website Eventbrite1, firms splash out almost £1bn on Christmas parties in the UK, spending on average £42.48 per employee.

According to a survey of 700 office workers2, about a quarter said they looked forward to office Christmas parties, while four out of 10 were ambivalent and a fifth said they hated the events!

An increasing number of companies are looking for alternative options to an alcohol-fuelled party to reward their staff. A more personalised Christmas celebration that considers your people’s wellbeing in this often stress-filled season can go a long way to helping your employees feel more appreciated.

On this theme, we’ve pulled together some inexpensive and quick win ideas for your workplace:

  • Consider hosting an in-house catered Christmas lunch with fun and games
  • A team outing to a private film or local Christmas event with drinks and canapes
  • An ugly Christmas jumper day – you can accompany this festivity with photos and prizes for the ugliest jumper!
  • Decorate your desk/work space competition
  • Organise a volunteering afternoon – donate food to a local homeless charity, deliver shoeboxes for Christmas appeals, host a Christmas lunch with your employees for lonely or elderly people in your neighbourhood. Your people can develop greater camaraderie by banding together to help others and this can also help to promote your happy workplace culture.

Not Just for Christmas…

Plan a rewards programme which runs from December into the New Year. Ward off the January blues and help your people return to work after the festive holiday still feeling motivated. The rest of the year is just as important for performance and motivation, so consider rewards that truly make a difference to your people. Big cash bonuses may not always be the solution, according to recent research: 66% of people would rather take a pay cut and be happier at work 3 A salary or cash reward on its own is no longer the sole employee motivator.

Utilising an employee engagement programme with the right benefits and perks can inject extra inspiration and motivation into your workplace culture. Offer discounts and perks to employees for cinemas, restaurant outings and Christmas shopping. Consider putting in place a health and wellbeing strategy with gym discounts. Give your employees breaks to relax and help decrease any stress in the workplace. Your employees will soon feel refreshed, appreciated, and most importantly, productive.

Keep it Simple 

For most businesses, a hassle-free, cost effective and speedy solution to employee reward and recognition is even more important in the run-up to Christmas. Time is precious, you may not have the extra resource to source and implement a programme. That’s why you should pick up the phone or email a partner that can be trusted to help you, like Touchpoint – we take care of everything, quickly and efficiently. We can also show you how you can run a benefits/reward programme which pays for itself over the course of a year – i.e. at no additional cost to your current budget planning!

Remember, a fun and relaxed festive workplace makes for a productive and happy team – a team that will be happy and motivated to return to work after the holiday!

Call us now on 0345 548 4106 or email us at  and we can help you to have your programme up and running before Christmas.


Sources: 1. Eventbrite Christmas Party Index 2015, 2. Daily Telegraph 2014, 3. Employee Benefits Magazine 2016

Mindfulness at Work

Mindfulness has become the latest buzzword. Everyone from Apple to the NHS is practising it. Even primary schools are including it in their curriculum from the age of four. But what is mindfulness?

In its simplest form, mindfulness is the basic human ability to be fully present, aware of where we are and what we’re doing, and not overly reactive or overwhelmed by what’s going on around us. During our working day, our mind often takes flight and pretty soon we’re engrossed in obsessive thoughts about something that just happened or fretting about the future – leaving us feeling stressed and anxious.

Kickstarting a state of mindfulness doesn’t have to be complicated. Just stop, breathe and think about your thinking. Practising this technique regularly can give your wellbeing a major boost.

Benefits of Mindfulness at Work

Mindfulness can help to reduce work-related stress and anxiety – something that costs the NHS nearly £6.5bn a year. When it comes to your business, stress-related illnesses can cost a great deal of money in sick days and can have a ripple effect on the quality of employees’ work.

£522 is the average cost of absence per employee per year for UK employers (CIPD Absence Management Report 2016).

Boost Employee Focus

A mindful approach to day to day life enables your employees to become aware of new things and removes distractions by helping them to be ‘in the moment’. This can help with their concentration and quality of work but can also help them isolate problems they may be facing – in or out of work – and become more proactive in resolving them.

Having a focused and healthy workforce is evidently beneficial to your business but it also ultimately creates happier people who have a drive for success in their job. Mindfulness can empower employees by allowing them to see that they are in control of their responses to situations that may feel out of their control and can also reduce stress not only in the workplace but outside of work too.

Help Employee Wellbeing

Mindfulness is now being recognised as a powerful tool when it comes to building employee wellbeing and a more satisfied workforce. HR leaders have key roles to play when it comes to introducing training on how to practice mindfulness in the workplace and at Harvard Business School it is even part of the curriculum in their leadership courses.

Taking a moment to be mindful may not seem like a big deal, but if this becomes part of your and your employees’ daily routine, it can create a positive chain reaction in a workplace full of mindful people.

The One Month Challenge

Wanting to try it yourself and see what it’s all about? Here are some suggestions for you:

  • Do one thing at a time. Do not multi-task, single-task. When you’re drinking water, just drink. Don’t try and do several tasks to save time.
  • Do it slowly and deliberately. Rushing a task is as bad as multi-tasking. Take your time, and move slowly. Make your actions deliberate, not random and impulsive. It can take time to change as it is a habit, but it can seriously improve the quality of your work and well-being.
  • Spend at least 5 minutes each day doing nothing. Just sit in silence. Become aware that you are thinking and focus on your breathing. Notice the world around you and how your body feels. Be comfortable with the silence and it will do you the world of good.
  • Focus on the present. Are you constantly worrying about the future? Learn to recognise when you’re doing this, and then practice bringing yourself to the present and only focusing on what you are doing now. Enjoy the present.
  • Ensure you are in the present when talking to someone. How many of us have been talking to someone but actually thinking about something else rather than really listening to the person speaking with us? Instead focus on being present, on listening, on enjoying that moment with that person.
  • Eat slowly and savour your food. Food can be rammed down our throat in a rush, or eaten while we are scrolling on our phone. Savour each bite, slowly, and think about the food you are eating. This can also benefit your health. You will become fuller quicker if you eat slowly, and reduce the risk of indigestion.
  • Live slowly and savour your life. Just as you savour your food by eating slowly, do everything this way – slow down and savour each moment. Taking a few extra minutes to enjoy a moment can help you appreciate life but also help you to de-stress.

A great way to help your people in this area and to support their physical and mental wellbeing is through Touchpoint’s POWR Wellbeing tool. POWR (Positive Occupational Wellbeing Resource) is an innovative, clinically developed tool enabling you and your people to take proactive steps towards managing your personal wellbeing – accessible anytime, any place. Each employee completes a quick and easy confidential online assessment to capture a snapshot of their current wellbeing in the six key clinical areas: Food, Work, Life, Active, Sleep and Mind and POWR then generates a tailored plan for you to follow on a daily basis to enhance your overall wellbeing. You have the opportunity to provide feedback and alter your plan as you progress. This is just a part of the Touchpoint employee benefits package you could introduce for your team – one of our many employee engagement solutions.


5 Ways to Reduce Workplace Stress

A study of 2,000 UK employees found that 1 in 3 experience work-related stress at least once a week – this can lead to time off work and affect engagement and business performance. What can employers do to combat stress in the workplace?

Provide a Chill Out Space in Your Office

Teams that play together, work the best together. There are many fun activities you can introduce into the workplace to reduce employee stress. Whether it’s a dog-friendly office or a table tennis table, hula hoops or something for a special occasion.

It may sound counter-productive introducing games and distractions but allowing your employees to switch off for a little bit will help them deal with stress and boost productivity and morale. Sometimes people need 15 minutes to relax, re-group and disengage from technology and general work-related interactions.

Consider Flexible Working Hours

There will be several employees within your company that have children or elder parents in need. This can create extra stress on top of work and can become quickly overwhelming trying to juggle the various deadlines.

Allowing your employees to have a flexible work schedule will give them time to take care of the people they love, and in turn, allow them to be more productive at work. If your employee’s work can be done remotely consider days where they can work at home – even if it’s just one day a week. Modern tools like Trello and Slack can keep communication lines open and time recording apps like Toggle can ensure the work is being completed on time.

Provide Benefits for Mental & Physical Health

23% of full-time employees do not receive any benefits from their employers. If your employees are feeling the effects of stress, it is likely their physical and mental health will suffer too.

50% of adults would leave their current job for better benefits packages. As an employer, providing a safety net for these problems will greatly help the health of your employees and your company not to mention retaining your much-valued talent.

Here at Touchpoint, we offer multiple employee wellbeing services. For example, POWR – the future of wellbeing. POWR (Positive Occupational Wellbeing Resource) is an innovative clinical tool offering you and your people the opportunity to take proactive steps in managing wellbeing. It’s fun and easy to use and allows users to improve performance and develops resilience – accessible anytime, any place.

Encourage Good Manager-Employee Relationships

Most employees’ workplace stress comes directly from their managers. Sadly, lots of research has linked employees who have an unfavourable relationship with their manager to sleeping problems, anxiety, high blood pressure and even increased risk of cardiac arrest.

It doesn’t have to be that way. Taking that extra 20 minutes to talk to your employees about their day or how they are doing, recognising a job well done or simply saying thank you, can help build a positive and strong workplace relationship. Team building exercises and management classes can tackle leadership development and strengthen you and your team.

Offer Employee Perks

Treat your staff to savings with an employee discounts programme and they’ll benefit from day-to-day purchases like supermarket shopping, going to the cinema, gym, restaurants, travel and much more. This helps reduce financial stress for your employees and helps boost morale – it’s a win-win!





Three reasons why benefits & perks can help SMEs

Can Benefits & Perks Help SMEs?

“Our business is too small for benefits”

”We don’t have spare budget to spend on benefits”

“Employee engagement and benefits are a next level concept and we don’t need them at this stage”

“We don’t have the resource to manage an employee benefits programme”

These are just some of the initial comments and thoughts shared by small businesses about employee benefits and perks before they explore the subject further.


Here’s Three Reasons Why Benefits & Perks Can Help SMEs

In this quick read, we share three compelling reasons why small businesses are actively engaging with employee benefits and why you shouldn’t ignore them for your people and your business.

1. Productivity

Engaged employees are up to 22% more productive (Gallup 2013)

Unhappy staff can lead to disengagement, which in turn can quickly lead to poor productivity and sales. No matter what size your business is, focusing on employee engagement through the benefits you provide is important because the customer experience starts with them – especially if they are client/customer facing. No team is too small to get started.

Sara, HR Manager with 300 people: “We are seeing outstanding employee engagement – every single one of our employees has logged into the benefits portal during the first two weeks of the programme and are using the benefits”


2. Recruiting is More Expensive than Retaining

4 out of 5 employees want benefits or perks more than a pay increase (Glassdoor survey 2015)

It’s crucial to retain your best workers through both reward and recognition. The right benefits programme can help you not only retain employees but can also subsidise the cost of any salary increases you may need to consider from time to time.

Lifestyle savings can be built into your benefits programme, maximising your people’s spending power with savings on everyday living and leading retail brands. Your own exclusive company branded savings platform with discounts and cashback from top brands is surprisingly affordable and popular categories include; travel, fashion, entertainment, insurance, food and technology. For example, your people can save from £700 each annually on their average shopping bills.

Simon, Managing Director with 80 employees – “Attracting and retaining good people within our business is very important and a benefits programme like this can play a key role in rewarding our loyal people and ensuring they feel valued.”

3. It’s Good for Business

95% of employees believe culture is more important than compensation (Bersin by Deloitte 2016)

Treat your employees like your best customers. You are undoubtedly grateful for the business you get from your customers because it generates the revenue necessary for your company to build and grow. Giving your employees that same level of appreciation is equally important and builds an engaging workplace and culture. Investing in your employees builds unity and togetherness, reduces high (and expensive) staff turnover and creates an enhanced culture and teamwork among your employees.

Boost employee morale and say ‘Thank You’! A personal thank you in the workplace can be more appreciated than a cash reward. Why? Probably, because it’s not always expected, it’s personalised, it’s timely and it lets an employee know that you recognise their contribution and that you care.

A growing number of small and medium sized businesses are beginning to stretch their imaginations when it comes to their benefits and employee engagement plans. If your business is serious about staff retention and productivity, perhaps it’s time to review your offering?

Karolina, HR Manager with 100 people: “Our employees have been coming up to me thanking me for introducing a benefits programme and letting me know how happy they are!”

Benefits are no longer just for big businesses

Services and benefits platforms now available to SMEs mean that you do not need to worry about additional and expensive resource to manage a benefits programme. Personalised solutions are available which take care of everything for you, from implementation, delivery and communication to management and employee queries.

If you would like a free consultation on how benefits and perks can help your business , please speak to one of our team by telephone: 0345 548 4106 or complete our contact form by clicking here.

Breaking – UK Government Announces Extension to Employer Childcare Voucher Schemes

You may be aware that the Government were due to make some significant changes to childcare vouchers in April but the good news for working parents and employers is that this deadline has now been extended by six months.

It was announced last night that the Government is to delay the deadline for closure of childcare vouchers (5th April 2018) for new employees by six months. Therefore, working parents who have not yet joined their company scheme have another six months to consider their best options for support with childcare costs.

The new alternative Government Tax Free Childcare system, which is designed to provide support of up to £2,000 a year per family, has been beset with problems. Because of glitches on the HMRC website, thousands have been unable to either set up tax-free accounts or access the money they had paid into them. According to The Guardian, the Tax Free Childcare scheme has been so poorly adopted that over £1 billion earmarked for childcare benefits has been returned to the treasury.

We will be working hard over the next six months to ensure that the employers we partner with and their people have the information they need so that they do not miss out on the childcare benefits that are best for their family and budgets.

If you would like to learn more about the Childcare Voucher Scheme and how we work with employers and employees to keep them fully informed, please get in touch: or call 0345 548 4106

Click here to download our easy guide to Childcare Vouchers versus Tax Free Childcare savings chart


Childcare Vouchers are changing

What does this mean for working parents?

You may be aware that the Government is making some significant changes to childcare vouchers this year and it is important that both employers and employees understand these in the period running up to 5th April 2018.

Childcare Vouchers

HMRC have confirmed that all existing childcare voucher schemes will close to new starters on 5th April 2018. Up until that time, childcare vouchers will run in the same way as they always have and will continue to do so as long as you’re already participating in your company’s childcare voucher scheme. The change will only affect those who might be considering joining the scheme for the first time or those who haven’t used childcare vouchers for more than 12 months.

HMRC Guidelines

You (the employee) can keep getting vouchers if you’ve joined the Childcare Voucher Scheme and get your first voucher by or before 5th April 2018, as long as:
•   You stay with the same employer and they continue to run the scheme
•  You don’t take an unpaid career break of longer than a year

If you are in the childcare voucher scheme before April 2018, you will be able to continue to receive childcare vouchers after this date. However, if you are not a scheme member when HMRC closes the childcare voucher scheme, you will not be able to apply for the scheme in the future.
For those not participating in childcare vouchers, the Government is introducing a new scheme this year called Tax Free Childcare. NB you cannot participate in both childcare vouchers and the new Tax-Free Childcare scheme – you must choose which is best for your own needs and requirements.

Tax-Free Childcare

Tax-Free Childcare is the Government’s new initiative which is currently rolling out to parents with younger children and will extend to children aged up to 12 years. This new online scheme is run by the Government and your employer will not be involved with the administration of Tax-Free Childcare.
For every £8 a parent deposits into an online Tax-Free Childcare account, the Government will pay in an extra £2 (parents can pay up to £8,000 per annum per child into the account to receive £2,000 per annum per child from the Government).

Free Childcare

Working parents may be able to access up to 30 hours per week of free childcare for 3 and 4-year-olds plus up to 15 hours per week of free childcare for 2-year-olds (as long as both parents work and earn less than £100k each per annum). As is currently the case, your employer is not involved in this provision but you can find out more by clicking on the link below:

What do working parents need to do now?

You need to decide whether Childcare Vouchers or Tax-Free Childcare is right for you. The two schemes are very different and parents should decide which scheme is best for them.
You will only be able to participate in one of these schemes, not both. You also need to bear in mind that after 5th April 2018 you will not be able to join the Childcare Voucher Scheme (although, you will be able to leave the Childcare Voucher Scheme and move to Tax-Free Childcare after April 2018 if you wish).
If you are entitled to the 30 hours free childcare as outlined above, this will work alongside your Childcare Vouchers or Tax-Free Childcare.

Working parents who may be better off with Childcare Vouchers are:

  • Parents with older children – as childcare vouchers can be used for children up to 15 years old whereas Tax-Free Childcare can only be provided for children up to 12 years old
  • Parents with modest childcare costs. These will tend to be parents with school-age children who only have costs for after-school childcare and in the holidays, and some parents who are eligible for the Government’s 30 hours free childcare per week
  • Parents whose spouse/partner either doesn’t work or earns less than £120 per week
  • Parents who earn more than £100k per annum

Working parents who may be better off with Tax-Free Childcare are:

  • Parents with very young children who have significant childcare costs (for example, a full-time nursery for a child under the age of 3)
  • Parents who have more than one child and they’re paying for childcare for all
  • Parents with older disabled children (Tax-Free Childcare can be used for disabled children up to the age of 17 whereas childcare vouchers can be used for disabled children up to 16)
  • Parents who are self-employed (e.g. sole traders) who are unable to take childcare vouchers

The Government has published a website which explains your options regarding childcare –

If you are unsure as to whether you’ll be better off with Childcare Vouchers or Tax-Free Childcare, we’d recommend you consider signing up to the Childcare Voucher Scheme before the end of March 2018. After this date, you will not be able to apply for vouchers, and this option will be closed to you.

If you later decide that the new Tax Free Childcare is a better option for you, you can still then switch out of Childcare Vouchers if you choose to do so.

Therefore, by signing up for Childcare Vouchers, you can effectively keep your options open.

Click here to download our easy guide to Childcare Vouchers versus Tax Free Childcare savings chart


Why Engagement & Benefits Matter

66% of people would rather take a pay cut and be happier at work 1

A salary on its own is no longer the sole employee motivator. What’s equally important is how your people feel about working for you and how they talk to others about you as their employer.

Recruiting and retaining talented people can be a huge challenge, with workers wanting to feel valued and appreciated and looking for meaningful rewards and benefits in return for their hard work and loyalty. Utilising an employee engagement programme with the right benefits and perks can inject extra inspiration and motivation into your workplace culture as well as:

  • Improving your people’s health and wellbeing
  • Providing tools for increased employee recognition and engagement
  • Generating valuable employee savings
  • Enhancing your business brand

How to Engage Your Employees – Some Quick Wins

More and more employees are accessing information via mobile devices so don’t get left behind – make sure your employees have the option to access their benefits on their mobiles. Also, if you are currently managing multiple platforms and providers, why not streamline your offering into one easy solution? Ensure all your benefits are accessible via one platform with single sign-on. For better engagement, your employees’ experience should be quick and simple – that way, they will usually come back for more!

Communication is key, so make it fun! Consistent updates with an easy and a simple tone will ensure you are getting your message out to the workplace. Relevant fun themes and competitions will also grab your people’s attention. Other communication quick wins include using big screens, desktop screensavers, table placemats, virtual flyers and weekly update meetings. Remember to make it fun – make the design, images and key messages do the work for you! And if you don’t have the resource to manage employee communications like this yourself, talk to someone who can help you or visit;

Helping You to Help Your People with the Latest Technology

To address the growing need for solutions utilising the latest technology, we have launched a new online platform for employers. Specifically designed to make life easier for both employers and employees, this flexible platform comes with a complete kit of engagement, wellbeing and communication tools.

Our model addresses the key areas of employee engagement: employee savings, health and wellbeing, recognition, financial wellbeing, learning and development. Employers can boost their employee value proposition by providing more than just a pay cheque – instead offering big savings on everyday expenses and treats including cinema tickets, restaurants, travel, gyms, high-street brands and much more.

Businesses in the UK and Ireland – small, medium or large – can now have easy and affordable access to benefits and engagement tools that were once exclusive to larger corporate employers.
We can also offer our services to UK businesses with sites or subsidiaries and employees in Ireland.

Reference key to above stat: 1 Employee Benefits Magazine

Touchpoint launches new engagement portal and the innovative wellbeing tool – POWR

The employee benefits and engagement specialist, Touchpoint, has announced the launch of its new online platform for employers. Specifically designed to make life easier for both employers and employees, this flexible platform comes with a complete kit of engagement, wellbeing and communication tools.  

Touchpoint is also delighted to announce that they are one of the very few suppliers in the UK that can offer businesses of all sizes access to POWR (Positive Occupational Wellbeing Resource) through their partnership with engagement specialists, Wrkit. POWR is an innovative wellbeing tool offering employers and employees a new opportunity to take proactive steps in managing wellbeing.

Developed in partnership with clinical psychologists, POWR is an online wellbeing hub where users can take personal assessments and improve their resilience with tailored plans, articles and videos. POWR can be accessed at work or at home, on any device, facilitating a unique, personal and confidential wellbeing journey for every user.

Touchpoint’s model addresses the key areas of employee engagement: employee savings, health and wellbeing, recognition, financial wellbeing, learning and development. Employers can boost their employee value proposition by providing more than just a pay cheque – instead offering big savings on everyday expenses and treats including cinema tickets, restaurants, travel, gyms, high-street brands and much more.

Businesses in the UK and Ireland – small, medium or large – can now have easy and affordable access to benefits and engagement tools that were once exclusive to larger corporate employers.

Nigel Brittle, Managing Director of Touchpoint, said: ‘A recent Harvard Business Review study indicated that engaged employees are 22% more productive. We believe our new portal and services address key trends in the marketplace and are differentiators. By 2021, it is predicted that occupational stress will be the leading cause of absenteeism and presenteeism in the workplace, so we are delighted to be partnering with Wrkit to offer POWR as an important first step in combatting this trend. POWR can play a key role in an employer’s health and wellbeing strategy. We can also offer our services to UK businesses with sites or subsidiaries and employees in Ireland.’  

Nigel went on to say: ‘No matter what your budget, Touchpoint can guarantee face to face communication, a dedicated account management team and focus on a first-rate customer service. Our portal is easy and fun to use, enabling businesses to give something back to their people. After all, a happy and engaged team of employees can truly make a difference to the success of your business!’

Editor’s notes:

About Touchpoint:

Touchpoint are specialists in delivering bespoke employee benefits, engagement and communication services often through consultancy and partnership with a wide range of market leading providers delivering engaging, creative and flexible solutions with variety and choice. Touchpoint’s key differentiators include face to face communications and dedicated account management to small, medium and large businesses. Touchpoint is headquartered in Northampton.                                                                                                                                                                                   

For reference:                                                                                                                                                                                        

Edel Brittle, Communications Manager, Touchpoint                                                                                                                           

Tel: +44 7590 426830  Email:                                                                                                                                                                                           

About Wrkit:

Wrkit specialises in the creation of better working environments that boost company performance. Wrkit’s online platform nurtures talent, improves employee engagement, promotes health and enhances skills. All leading to higher company happiness, productivity and profitability. Wrkit is headquartered in Dublin (Ireland), with offices in London and Boston.

For reference:

Conor Dempsey, Dempsey Corporate

Tel: +353 86-247 9892/ E-mail:

The Alternative Pay Rise

The Alternative Pay Rise

Many employers say they are keen to know how to motivate and reward staff to boost productivity but without spending budget, they don’t have.

It’s true that a motivated workforce is essential to the success and bottom line of any business, be it small, medium or large – successful businesses put their employees at the heart of what they do.

So how can you help your staff’s money go further and put extra money in their pockets without an expensive pay rise? This can be easier than you think! By focusing on the value and spending power of your employees’ net pay you can take steps to reduce the cost of their everyday living expenses.

What does a pay rise mean for your business and your employees?

Firstly, let’s explore the cost of a pay rise to your business:

If your average employee salary is £20k and you have 100 employees, you have an annual payroll of £2 million. Therefore, a 1% pay rise will cost your business over £22,700 (including Employer’s NI).

What does your average employee get from this 1% pay increase? They receive £200 a year before tax and NI so, after tax and NI, that’s little more than £130 net a year or just over £2.60 a week. The cost of less than an extra pint of beer a week or equivalent to a pack of sausages from the supermarket a week for each of your valued employees from a pay increase that has cost your business almost £23,000.

Although rates of pay are still an important consideration for staff morale, motivation, engagement and retention, it’s clear that today’s employees are also looking for more than just a pay rise from their employer.

So what can you do?

By focusing on being cost-effective, you can firstly provide exclusive employee memberships to lifestyle discount schemes including employee savings at supermarkets, leading high street retail brands, online shopping, holidays and travel, family days out, cinemas, gyms/health clubs and restaurants. These lifestyle savings can amount to hundreds of pounds in a year for each employee rather than just the £2.60 per week rise.

In addition, if you explore tax efficient schemes such as childcare vouchers, cycle to work and annual leave purchase schemes you can generate not only significant savings for employees who save on tax and national insurance by participating in such benefits but also make substantial savings for your business by not having to pay Employer’s NI on the salary which employees put forwards to salary sacrifice schemes.

Try doing something different for your people today.

And remember… a happy employee is a productive employee!