COMPLIANCE
Can payroll help save the day? The Workplace Savings Summit 2022
Ian Hodson MSc ChFCIPPdip, head of reward, the University of Lincoln, discusses the outcomes of discussions held at the Workplace Savings Summit
F or those involved in payroll activities, the current strains presented to employees by the economy don’t represent new challenges. This is because, for years, the profession has been: l supporting colleagues with guidance to inform their financial decision making l delivering supportive financial initiatives l where needed, supporting colleagues in financial distress. What’s different, as we approach a turbulent period of financial instability, is that this time the scene is set for pay and reward colleagues to be seen as a much bigger part of the solution. This is unlike previous years, as the role the department can play in creating a positive culture around financial well-being and education has been highlighted. This time there really is a problem that needs to be contained and the services will be seen as a ‘must have’ rather than a ‘nice to have’. The role of payroll and the CIPP was a recurring theme of the inaugural savings summit held in Toynbee Hall, London, in November 2022. The concept of this event was to bring thought leaders together in a think tank environment to discuss the challenges behind encouraging a workforce to save and looking at the challenge from several different perspectives. This included sessions from: l the Money and Pension Service l Nest Insight l The Institute of Employment Studies.
In addition, the event focussed on, not only the challenges of the current workforce, but the challenges which will face the next generation of employees joining our workforce. This was a key discussion as the intricate relationship between financial health and mental health was discussed with Dr Alex George, in his capacity as UK youth mental health ambassador within the Department for Education. Another session was delivered by the University of Lincoln students, regarding their expectations of what would make a good employer.
from the impact of the pandemic and the current economic factors, we face financial well-being as the next well-being challenge which matters to employers, as it starts to impact on absence and productivity. Can’t be solved by the top table The way workplace culture around mental health was changed was through leadership, notably of the most senior leader often talking about their own challenges. The difference with financial well-being is that it’s not always believable for senior leadership to talk in a way that’s relatable to a lower paid workforce in a credible way.
The role of the employer The role of the employer has been
accelerated by the wider practice of hybrid working. There has been a change in the nature of the role between employer and employee. We’ve become a lot more empathetic to, not only ensuring employees are happy in the workplace, but also being part of the solution to wider personal matters. This means the employer is often where employees turn to first in times of need. Breaking the last taboo In many ways, encouraging employees to be more open around financial challenges and helping them feel they can talk in an open way has been a self-inflicted
It’s worth highlighting some of the outcomes of the discussions and contextualising them against the role the payroll profession could play in the solution. I have done so below: The next well-being pillar Often in workplaces, well-being challenges are only faced when they become a significant problem. We’ve seen this with addressing physical health and then mental health. It seems like, as we emerge
| Professional in Payroll, Pensions and Reward | February 2023 | Issue 87 34 | Professional in Payroll, Pensions and Reward
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