{"id":470379,"date":"2022-12-09T06:50:45","date_gmt":"2022-12-09T06:50:45","guid":{"rendered":"https:\/\/www.constructionnews.co.uk\/?p=470379"},"modified":"2022-12-09T17:21:42","modified_gmt":"2022-12-09T17:21:42","slug":"contractor-cost-of-living-payments-do-they-help","status":"publish","type":"post","link":"https:\/\/www.constructionnews.co.uk\/contractors\/galliford-try\/contractor-cost-of-living-payments-do-they-help-09-12-2022\/","title":{"rendered":"Contractor cost-of-living payments: do they help?"},"content":{"rendered":"

Employee-benefits specialists have warned contractors to give careful consideration to cost-of-living payments, and to communicate them well.<\/span><\/p>\n

A number of big construction firms including Galliford Try, Skanska and Royal Bam have joined companies in other sectors in offering discretionary one-off sums to workers faced with soaring bills this winter. Experts said such gestures could make a huge difference to some struggling individuals \u2013 but also that they risked causing friction and difficulties elsewhere.<\/span><\/p>\n

One in five construction employers surveyed by the Chartered Institute of Personnel and Development this autumn planned to act over the next 12 months to help staff to cope with inflation.<\/span><\/p>\n

Charles Cotton, senior reward adviser at the institute, said there were advantages to discretionary handouts. \u201cFor employers, the benefit of giving such a payment is that it doesn\u2019t permanently increase the wage bill and doesn\u2019t flow through into other payments, such as pensions contributions or overtime rates,\u201d he said. \u201cFrom the employee perspective, they get a lump sum in one go to help with living costs.\u201d<\/span><\/p>\n

But he also warned of some challenges to be aware of: \u201cSome organisations have focused their bonuses on the low-paid. However, operationally, there can be issues about where the cut-off point is in terms of salary for who gets these payments; there can also be problems for some low-waged workers in receipt of universal credit when they get such a bonus.\u201d<\/span><\/p>\n

Questions of efficiency<\/b><\/h3>\n

Stuart Hyland, associate partner at Aon Reward Solutions, said those in severe financial hardship this winter would welcome any help they could get from bosses. But he added: \u201cI would question the efficiency of the way most firms are delivering discretionary cost-of-living payments, and whether they will have the impact they intend them to have.<\/span><\/p>\n

\u201cThese are short-term cash injections. If an employee is overdrawn, then a few hundred pounds won\u2019t make much difference and the bank may not even give them access to it. Also, need is tiered \u2013 you are not going to keep everyone happy.\u201d<\/span><\/p>\n

Drawing the line for eligibility for payment based on salary is fraught with difficulties, Hyland added.<\/span><\/p>\n

\u201cIf an employer helps an employee through hard times, they are likely to be more loyal, more engaged and make more effort\u201d<\/span><\/p><\/blockquote>\n

\u201cYou could be earning \u00a351,000 but be the sole earner in a family of four, or [earning] \u00a349,000 and living on your own with relatively few commitments,\u201d he said. \u201cAssessment of need is very difficult for an employer \u2013 and you disengage and demotivate those who fall just outside. You can also potentially reduce people\u2019s benefits entitlement.\u201d<\/span><\/p>\n

Other options include putting money into a hardship fund for those who truly require it, but this may cause a perceived stigma and still require a tricky assessment of need, Hyland added. \u201cWe have seen firms bring forward their annual pay-review process to November rather than April so employees see the impact much sooner,\u201d he said. \u201cThis also removes mistrust, as we do hear people say they think their employer is borrowing from future pay rises to fund discretionary payments.\u201d<\/span><\/p>\n

Communication of existing benefit packages \u2013 and adding thoughtfully to those portfolios \u2013 is a good way to help people at relatively low cost, he added. Discounts at major supermarkets, cheaper insurance cover than external brands and offers on gym membership, for example, can put pounds back in people\u2019s pockets.<\/span><\/p>\n

\u201cCan we put wellness training into the benefits package? A chance to sit down with financial advisers? These can be low-cost but hugely valuable to a struggling employee,\u201d Hyland said. \u201cCounselling, debt-consolidation advice, savings plans \u2013 these could really help.\u201d<\/span><\/p>\n

Getting it right<\/b><\/h3>\n

The benefits to employers of getting this right are tangible, he continued: \u201cIf an employer helps an employee through hard times, they are likely to be more loyal, more engaged and make more effort. There are performance benefits. Word also spreads and the employer brand is enhanced. Retention and recruitment is a major challenge at the moment \u2013 companies have to take the opportunity to build loyalty.\u201d<\/span><\/p>\n

Communication is key, he stressed, adding: \u201cContractors could get more for their money by really listening to staff. Employers should get close to employees to understand what they truly want and need so they can respond in a way that is appreciated. The best firms will be making decisions and communicating it to death, so everyone understands it \u2013 that is what will differentiate those who make a success of this from those who don\u2019t.\u201d<\/span><\/p>\n

Francis Goss, director of people experience consulting at insurance services firm Gallagher, said: \u201cOne of the biggest pros when making a one-off payment is that it can be a huge help if someone receives an unexpected bill \u2013 but it is unlikely to make a big difference in the long term due to spiralling living costs intensifying the squeeze on people. Employers should consider that if they are providing one-off payments, the funds go to those who are on lower incomes, and not apply a blanket approach.\u201d<\/span><\/p>\n

Agency and self-employed workers could miss out on payments, he added, and this could cause tensions on site.<\/span><\/p>\n

Ramping up pension contributions \u2013 to ease the savings burden on cash-strapped employees \u2013 is another option, Goss said. He echoed Hyland\u2019s call for benefits modernisation, pointing to Gallagher research showing that 44 per cent of organisations are not currently providing any form of financial education or advice to employees. \u201cOrganisations providing money-saving benefits, practical tools and advice to support their people \u2013 while communicating them effectively\u200a \u2013 \u200awill help employees through the cost-of-living crisis,\u201d Goss said.<\/span><\/p>\n

In September, <\/span>Galliford Try said almost half of its staff would receive a one-off payment of up to \u00a3750<\/span><\/a> to ease the impact of the cost-of-living crisis. The company is understood to have tried to balance affordability with impact. A Galliford Try spokesman said: \u201cWe pride ourselves on being a people-oriented, progressive organisation, which means we are proactive about making decisions that support the wellbeing of our people. As an executive board, we unanimously agreed it was just the right thing to show both financial and moral support to our teams early, and this was ratified quickly by our plc board.\u201d<\/span><\/p>\n

Skanska invested \u00a31m in one-off payments of \u00a3750 to about 1,300 workers in November. Executive vice president Harvey Francis said: \u201cSkanska recognises that we are living in exceptional times, placing additional pressure on our people and particularly those at the lower end of our pay scale. As a values and purpose-driven company, we have spent time considering how best to help and support our people.<\/span><\/p>\n

\u201cWhen deciding on the approach to the one-off support payment, we considered how best to make a meaningful award to the greatest amount of people at an affordable cost to the company. The \u00a31m investment to make a one-off support payment to our lower-paid people is one aspect of a package of support we have introduced. We have also teamed up with the financial wellbeing provider Salary Finance to offer financial education, early access to earned salary and access to low-cost loans.\u201d<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

Employee-benefits specialists have warned contractors to give careful consideration to cost-of-living payments, and to communicate them well. A number of big construction firms including Galliford Try, Skanska and Royal Bam have joined companies in other sectors in offering discretionary one-off sums to workers faced with soaring bills this winter. Experts said such gestures could make …<\/p>\n","protected":false},"author":87938,"featured_media":383039,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"ep_exclude_from_search":false,"footnotes":""},"categories":[533,528,543],"tags":[],"class_list":["post-470379","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-galliford-try","category-bam-construct","category-skanska"],"yoast_head":"\nContractor cost-of-living payments: do they help? | Construction News<\/title>\n<meta name=\"description\" content=\"Employee-benefits specialists have warned contractors to give careful consideration to cost-of-living payments, and to communicate them well. 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