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At Secondsight, we’re not just about offering employee benefits – we’re about transforming them into meaningful, measurable outcomes for your business and your people.

We work with HR and reward teams like yours to transform benefits, sharing your mission to value, support and motivate your employees, whilst driving your organisation forward. We’re experts at the basics – from workplace pensions consultancy and employee benefits communication to workplace financial education, healthcare broking, and digital advice. But we don’t stop there. Using these key strengths we then develop a strategy that maximises financial wellbeing through your existing employee benefits and encourages positive behavioural changes.

1100

Clients supported

+ 82

is our Net Promoter Score (NPS).

Awards

Financial Wellbeing

A modern and dynamic approach that brings your benefits to life, making them more meaningful to your people.

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Workplace Pensions

Shaping the right pension scheme to help your employees picture their financial future with clarity.

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Digital Solutions

From smartphone to laptop, we are transforming the way employees engage and connect with their benefits.

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Benefits Communication

Which benefits are the best fit for your workforce? Strategic communication will give you clearer insights.

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Small businesses

Employee benefits solutions designed with small businesses and their goals in mind.

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Legal employee wellbeing & benefits

Tailored support and expert advice on pensions and comprehensive employee benefits across law firms in the UK.

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Teachers’ Pension Scheme

Tailored support and expert advice on pensions and comprehensive employee benefits across private and independent schools in the UK.

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Employee benefits for charities

We provide employee benefits solutions designed to meet the needs of a variety of charities including non-profit organisations.

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Health and Protection

Whether it’s private medical, dental insurance or life assurance, we’ll help you to establish the right cover for your team.

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Investors in People Platinum

We’re thrilled to have been awarded Investors in People Platinum, placing us among the top two percent of companies assessed by IIP worldwide. This prestigious recognition highlights our commitment to being an employer of choice—one that prioritises the growth, development, and investment in our people.

Passionate about financial wellbeing and the difference it makes

Financial wellbeing runs through everything we do, from creating lightbulb moments through our one-to-one sessions, to helping hundreds understand the value of their benefits with our webinars. We believe – and can evidence – that our dynamic wellbeing approach helps your employees experience a real, lasting connection with the benefits you offer.

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News & Insights

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Income Protection & claims: What UK employers need to know

By Secondsight, Employee Benefit Advisers Let’s talk about Income Protection If you’re a UK employer, dealing with long-term staff absence can be a real headache. That’s where Group Income Protection (GIP) comes in – it’s not just a safety net for your employees, but for your business too. In this blog, we’ll walk you through the ins and outs of managing GIP claims, share some handy tips, and flag up the common mistakes to avoid. Let’s get stuck in! Why bother with Income Protection? GIP gives your team financial security if they’re off sick for a long stretch, and for you, it means you’re not left in the lurch if someone’s away for months. The sooner you get support in place, the better. Insurers can offer all sorts of help – from rehab to wellbeing services – which can get your employee back on their feet quicker and keep your business ticking over. Having group income protection in place shows your staff you’re serious about their wellbeing, and it helps you stay on the right side of the law, especially when it comes to disability discrimination. The absence process – What actually happens? When an employee goes off sick, the first thing you need to do is follow your usual absence and sick pay rules. Double-check your policy and make sure the employee is eligible. It’s a good idea to consider early insurer support, especially for things like cancer, mental health, or back problems. Early action can make a world of difference. Think about what other employee benefits might help, like private medical insurance or critical illness cover, and keep clear records of all meetings, absence dates, and any workplace adjustments. To help a claim get paid, here are some pointers you should keep in mind: Notify the insurer as early as possible. Don’t wait until a formal claim is needed – early notification can open up extra support and avoid delays. Engage with rehabilitation support. If the absence is due to cancer, mental health, or musculoskeletal issues, or if there’s uncertainty about long-term work capability, get the insurer’s rehab team involved. They can offer vocational rehab, clinical assessments, and help with workplace adjustments. Keep communication flowing. Stay in regular contact with your employee and the insurer. Make sure everyone knows what’s happening and what’s expected. Get the paperwork right. Gather all the necessary documents – job description, absence history, payslips – and complete the claim forms as soon as you can. Respond quickly to any requests for extra evidence. Support your employee throughout. Let them know about the process, timelines, and any medical consent needed. Keep them updated on progress and next steps. Plan for reviews. Insurers will want to check in regularly and may ask for updated medical evidence. Be ready for these reviews and keep your records up to date. If you do all this, you’ll give your claim the best chance of being paid without unnecessary delays or disputes. Watch out for these pitfalls Not telling your employee when payments will stop, leaving return-to-work planning until the last minute, messing up payroll or forgetting about pensions and other benefits, not keeping proper records, and getting the legal side wrong (especially if you’re thinking about ending someone’s employment) are all common mistakes. Top tip: Always get HR or legal advice before making big decisions about someone’s job at the end of a claim. Quick takeaways Spot potential claims early, get the insurer involved as soon as possible, use all the rehab and wellbeing support on offer, keep communication clear and kind at every stage, and ask for advice before making any big calls, especially about ending employment. Who are we?

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When I need support from Secondsight they're always there ready to help. Fraser was great to work with. Vanessa is always helpful, and I'm so pleased Yasmin is back to support me. I saw Luke 121, and the feedback is great on him! He's definitely a keeper.

Berkhamsted Schools Group

Secondsight has been working with us for more than a decade.  We greatly value the consultancy support provided, in that it serves to guide us through the often complex nature of pensions.  Throughout our relationship, Secondsight has proven reassuring, comprehensive and professional.  This has enabled us to take prompt and effective action where required.  We have also welcomed their support in ensuring that our member communication is clear and informative.  We commend them for service they offer.

Lord Wandsworth College

Secondsight were very knowledgeable and supportive for staff throughout the process of discussions around the TPS, providing clear information and one to one support for staff that required further detail. The team at Secondsight also helped set up an alternative solution, enabling an easy and effective transition to the new provider.  They were very much instrumental in the success of the whole process.

Shrewsbury House School Trust Limited

Over the last three years, this team has been proactive and efficient, highly knowledgeable plus friendly and easy to deal with.

David Barry, HR Manager, Manufacturing Technology Centre

A* customer service and assistance. Nothing is too much trouble.

Jane Howard, Payroll and Rewards Officer, Yazaki Europe

Communication and employee word of mouth have been key to its success to date. We truly believe that the financial education programme is an excellent investment - both in terms of time and money.

Rick Hewitt, Finance Director and Board member at Ricoh

The world of pensions can be quite grey but you always bring a huge amount of colour to it. I have never been so engaged with pensions and neither have our employees. I would highly recommend you and your team.

Alison Field, Group HR Director, Briggs Equipment

The ideas and connections Secondsight have brought to Epson, and our local HR team, have been invaluable and meant we have set new financial benefits and wellbeing solutions in place that we would simply not have done before.

Stuart Chalmers, HR Manager UK, Ireland and Nordics, Epson Europe

We've thoroughly enjoyed our introduction to Secondsight. The whole team is exemplary in their commitment to providing excellent and efficient service and we wouldn't hesitate to recommend them to other law firms or professional services firms seeking a refreshing approach to managing their employee benefits. We are looking forward to continuing our relationship with the business over the coming years.

Caroline Stevens, Director, Crowell & Moring

Award-winning employee benefits

A pension is a long term investment. The fund value may fluctuate and can go down, which would have an impact on the level of pension benefits available. Pension income could also be affected by interest rates at the time benefits are taken.

Pension savings are at risk of being eroded by inflation.

The tax treatment of pensions in general and tax implications of pension withdrawals will be based on individual circumstances, tax legislation and regulation, which are subject to change in the future.