Caring for others.
A little care in return.

A FAMILY BUSINESS. A PEOPLE BUSINESS.

Meet Springfield Healthcare.

Springfield Healthcare began as a family-owned care home in Garforth, West Yorkshire. More than 50 years later, the business described in this case study had grown to over 1,200 staff supporting people in the community and in care homes across the North of England. It remained family-owned, with kindness at the heart of its work.

In spring 2021, Springfield approached Pegasus to review the employee benefits market and help design and launch a company-funded health plan for employees who had completed their probation period.

This story follows that review, the launch and the feedback reported at the plan’s 12-month anniversary. Workforce figures and outcomes reflect the original case study.

START WITH WHAT PEOPLE NEED

A tangible benefit for a caring workforce.

Head of HR Joanna Putson reviewed recruitment costs, absence levels, retention and existing duty-of-care costs across the home care business. The review identified a business case for helping employees access routine health and wellbeing treatments.

Staff had been supporting clients through the pandemic, and Springfield wanted a benefit that would reward and support them. Attracting and retaining colleagues was challenging: competing care providers and other local employers offered similar pay, making it important to show what set Springfield apart as an employer.

Caring can place emotional, physical and financial demands on people. Before choosing a product, Springfield asked employees which benefits would matter most to them. The survey identified an appetite for:

• Optical care.
• Dental treatment.
• Musculoskeletal (MSK) support.
• Mental wellbeing support.

A PLAN BUILT AROUND THE WORKFORCE

The right cover. The right way to reach people.

With many benefit options available, Springfield asked Pegasus to help assess the market. A thorough fact-find identified the areas of cover that mattered to both employees and the business.

Vicky reviewed available products, negotiated premiums and provided a market review with a recommendation. A central consideration was how to engage a dispersed workforce remotely, rather than relying on employees being in one workplace.

The chosen benefit was an app-based, company-funded health plan. Digital access offered a practical way for home care colleagues to find their benefits and use cashback allowances and remote services.

PUTTING THE BENEFIT IN PEOPLE’S HANDS

An app-ready launch.

The plan combined cashback towards eligible treatments with digitally delivered services, including a virtual GP, talking therapies and virtual physiotherapy.

Springfield timed the launch to coincide with the issue of new mobile phones. The health plan app was already downloaded when devices were distributed, giving employees a direct route into their new benefit.

For a home care workforce working across different locations, this made the benefit easier to access and provided a way to keep promoting it beyond the launch.

CONFIDENT MANAGERS. CLEARER SIGNPOSTING.

Support that starts with understanding.

Vicky delivered remote training for all managers at launch. The aim was to help managers navigate their own benefit and confidently signpost colleagues to relevant areas of support.

Managers could bring the benefit into weekly team meetings, one-to-ones and performance development conversations, as well as discussions about sickness absence and returning to work.

Each manager also received access to an FAQ resource. This helped explain the mental health support available, how managers could use it themselves and how to direct employees towards the mental health treatment pathway.

MAKE CARE PART OF THE EVERYDAY

A launch is only the beginning.

After launch, Springfield identified regular touchpoints where employees could be reminded about their health plan. The schedule kept the benefit visible in systems people already used.

THE 12-MONTH REVIEW

A benefit people were using.

At the plan’s 12-month anniversary, Springfield reported very high usage across the business. Employees regularly used the retail and gym discounts, while optical, dental, MSK and mental health support were areas of high claiming.

The case study also recorded anecdotal feedback about the plan’s impact on wellbeing and absence. Managers felt confident that they could signpost employees to relevant services and treatments when discussing sickness and absence, without a GP referral for those services.

Following the review, Springfield decided to extend the health plan to Springfield Care Villages. The rollout included employees in six residential care homes and head office support staff, with Pegasus helping organise a similar launch and promotion schedule.

Springfield described the ongoing relationship with Pegasus as a valuable resource. At the time of the case study, it also reported access to the Pegasus Benefits free Employment Law Helpline.

The story highlights the role of employee consultation, accessible technology, manager training and continued communication in helping a dispersed workforce understand and use its health benefits.