2019 Annual financial report

Similar approaches adapted to meet employee expectations exist almost everywhere in Europe;

• In the United States, the program focuses on four components: 

1. the Healthy Living Wellness Program, set up and run by Re:Sources is now operational in all agencies, offering employees and their families comprehensive health cover and other services. More than one-third of all employees have registered for the program. Each individual can access personal monitoring via Health Coaching which has been very well received because it has a tangible impact. The satisfaction rate is 94%, and 91% of the participants confirm the motivational impact of this on-line assistance which has sometimes even changed their lives, 

2. Teladoc, the telemedicine service with free 24/7 year-round access to doctors for consultations from mobile phones or by video, whether the employee is at work, at home or on vacation. Feedback is still very positive: 60% of employees rated it as excellent, 

3. the Employee Assistance Program (EAP), which has been in place for some years now, offers employees online preventive healthcare support that is highly individualized and confidential. It can be used by employees and their close family members. It offers access to a number of non-healthcare services, such as social and financial services, etc.;

 4. Bright Horizons Back Up Care Program, is a system that enables families to better address the challenges of finding a balance between their professional and personal lives. For this, the Group has installed nurseries for employees’ children and care facilities for their elderly or sick parents, and implemented home-help solutions, at very affordable prices, enabling employees to cope better with unexpected family events;

•  In South Africa, on Wellness Days, workshops are regularly organized for all employees, on standard employee well-being issues with trial sessions on meditation (mindfulness) and other practices to help individuals find a better work/life balance. AIDS/HIV prevention and screening sessions are also held every year;
• In Hong Kong, Saatchi & Saatchi has implemented an internal Back u up at 6:45 scheme to encourage employees to leave their offices earlier so as to avoid extremely long working days. This initiative has served as inspiration to other businesses. Lastly, nearly 25 Group entities were among the agencies recognized as a Great Place to Work or the Best Place to Work in 2019. 

Disease prevention 

As employers, individual agencies support local and/or national screening initiatives and disease-specific or health warning campaigns (e.g. flu vaccination). Preventative health measures are occasionally subject to specific conditions in countries with collective or occupational agreements. All employees in these countries benefit from these collective or occupational agreements where such agreements exist. Based on the local health situation, agencies decide whether to promote screening campaigns for chronic pathologies (cardiovascular diseases, diabetes, cancer, etc.) in addition to traditional and annual schemes.

Health insurance 

99% of employees (full and part-time permanent and temporary contracts) are covered by medical cover (social security or health insurance), irrespective of local social security provisions (government, government-company-employee or private company-employee contribution plans or self-funded). 

These covers factor in serious or chronic illnesses to enable employees to be properly cared for, and to receive appropriate follow-up. In several of the Group’s regional markets, including the United States, Europe and India, employees can benefit from health insurance programs for themselves and their families. The workplace accident rate⁽¹⁾ was 0.33%. The main causes of workplace accidents were related to transportation (home-work commuting and work-related travel). The accident frequency was 1.80. The severity was 0.03.