When your workforce helps protect the security of the nation, the health and wellbeing of your people is paramount. Cleo Howie, senior manager, health and wellbeing at AWE, talks about reducing barriers to mental health support, integrating financial education into their wellbeing strategy, and how they more than doubled wellbeing engagement among staff.
Nuclear technology firm AWE works closely with the Ministry of Defence to help deliver the UK’s continuous nuclear deterrent.
From developing innovative technology and counter terrorism work to delivering warheads for the submarines patrolling the seas, the firm’s 7,000-strong workforce are crucial in supporting national security.
How big is the HR team?
Our HR benefits and wellbeing teams consist of four members across two areas of speciality who work collaboratively to enhance the overall employee experience.
Two members are dedicated to employee wellbeing, focusing on initiatives that promote physical, emotional, social and financial health within the business. The other two members manage benefits and absence to help ensure that our benefits packages remain attractive and competitive in the evolving landscape of employee needs and expectations.
What employee benefits are currently offered and why?
At AWE we recognise that employees are striving to balance their personal and professional lives, so our benefits extend well beyond the workplace. We know that health and wellbeing at work requires more than just a one-size-fits-all approach, so we offer a comprehensive benefits package that encompasses physical, emotional, social and financial wellbeing.
Our holistic benefit scheme includes services tailored to the individual’s circumstances and life stage such as flexible working, bereavement support, financial wellbeing education, and discounts to help with everyday living costs.
We also provide group risk insurance such as income protection and life insurance from Unum, which include a range of added-value services to help employees manage their health and wellbeing, such as cancer support, access to medical assistance and an enhanced employee assistance programme (EAP).
How do you communicate your benefits to employees?
We use a diverse mix of communication methods to ensure that all employees are well informed about their benefits and can fully maximise their value and impact.
Written and digital booklets are easily accessible, ensuring employees can review their benefits at any time. We also post regular updates and important announcements on our intranet, offering a central hub where employees can find the latest information, tools, and resources related to their benefits.
To foster engagement, we hold in-person events for those who are based in the workplace, as well as virtual events for remote workers, ensuring inclusivity across the workforce. These events may include workshops, Q&A sessions, and detailed briefings where employees can ask questions and get personalised guidance on how to make the most of their benefits.
Which benefit(s) have the biggest take-up?
Our most popular benefits are the pension plan, employee discounts, and Help@hand from Unum.
The pension plan is a cornerstone of our benefits package, providing employees with a sense of long-term financial security and peace of mind as they plan for retirement. Alongside this, our employee discounts programme offers substantial savings on a wide range of products and services, adding significant value to everyday expenses and helping employees manage their finances more effectively, especially during these challenging economic times.
Since the pandemic, we have also seen a huge take up of Help@hand, the digital health and wellbeing app that provides impactful everyday support services for employees. Since its introduction in 2020, over 3,000 consultations have been delivered helping employees to gain fast access to medical services, wellbeing support and lifestyle assistance – all in the palm of their hand.
How are you supporting employees with the cost-of-living crisis?
In response to the cost-of-living crisis, we have taken proactive steps to further support our employees by integrating financial education into our overall wellbeing strategy. Recognising the increased financial pressures many people are facing, we’ve designed these programmes to help employees improve their financial literacy and develop stronger money management skills, from budgeting and debt management to saving and investing for the future. By empowering employees with practical tools and knowledge, we aim to reduce financial stress and help them take control and make more informed decisions about their money.
In addition to financial education, we have ramped up promotion of our employee discount benefits, ensuring that staff are fully aware of the resources available to them to save on everyday expenses. Through our employee discounts programme, employees and up to five of their friends and family can access significant savings on a variety of products and services, including groceries, insurance, household items, and leisure activities.
What are your other current HR/benefits challenges?
One of our current HR and benefits challenges is engaging employees in particular campaigns, particularly those who are not desk-based. One way we’ve addressed this is to set up wellbeing networks in our business areas to educate and inform their peers about the range of support available and encourage them to access it. Since then, engagement with the services has more than doubled.
How often do you review your employee benefits offering to ensure it stays relevant?
We run a full review of our employee benefits offering every five to seven years, but benefits are reviewed on a continual basis to make sure our employees are receiving relevant, competitive, and meaningful support that aligns with their evolving needs. This ongoing review process ensures that our benefits package remains responsive to changes in the workforce, economic conditions, and industry trends, allowing us to enhance employee engagement and retention.
What’s the best employee benefit you’ve ever had and why?
The Help@hand app has truly become one of the most impactful benefits we offer, and in my experience, helps AWE stand out as an employer of choice. Its comprehensive range of services is a key component of our preventative and early intervention strategies, addressing not only the physical but also emotional and financial aspects of employee wellbeing. By offering fast and convenient access to essential health and wellbeing support, the app has had a positive, far-reaching impact on our employees’ lives, both in and out of the workplace.
A standout feature is the availability of unlimited mental health consultations, which has been a game-changer in reducing barriers to accessing mental health support. Employees can receive personalised care when they need it most, without the lengthy wait times of the NHS. In addition, the 24/7 GP access ensures that employees can address physical health concerns without needing to take time off work for appointments. This has led to an 18 percent reduction in time off due to medical appointments, allowing employees to manage their health without disrupting their work schedules, ultimately boosting productivity and reducing absenteeism.
The app also includes services such as physiotherapy and second medical opinions, providing a holistic approach to wellbeing that addresses a wide range of employee needs. This level of accessibility and comprehensive care not only improves health outcomes but also enhances work-life balance by reducing stress around managing personal health concerns.
If you had an unlimited budget, what employee benefit(s) would you like to introduce for employees?
With an unlimited budget, I would love to introduce more comprehensive support for employees with caregiving responsibilities, as we recognise that many of our workforce fall into the ‘sandwich generation’ managing their professional responsibilities but also caring for both ageing parents and young children.
Focusing on elder care, I would love to offer more specialised services such as care navigation and support networks.
Finally, I’d love to introduce learning and development programmes that extend beyond professional skills and into personal enrichment. Offering courses on hobbies, interests, and creative pursuits—whether it’s cooking, photography, language learning, or wellness activities like yoga—would empower employees to pursue their passions and enhance their ability to thrive in all areas of their lives.
