Smart Money March/April – Maximising the end of the UK tax year 2024/25

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?

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?