Working for health.

CPP Group

The CPP Group Plc (CPP) is a leading ‘Life Assistance’ business, providing products which look after millions of peoples’ credit and debit cards, mobile phones, keys and personal identities.

CPP employs over 1,500 people globally including 1,000 in the UK. The head office is based in York with offices in Europe, N.America and Asia Pacific.

www.cpp.co.uk


“In 2006, total absence fell to 3.98 % with a cost saving of £23,000”

Two men holding dumbbells

Why did we address workplace health?

As a growing company, we need to be able to attract and retain staff in a competitive employment market:

  • We also hope to contribute to our bottom line by:
  • Reducing UK absenteeism and days lost through sickness to below 4%
  • Reducing employee attrition by 10 per cent

What did we do?

We introduced a Health Roadmap to educate and interest employees in maintaining their health and well-being.
  • The Health Roadmap is planned by a dedicated Corporate Planning Group
  • Each month, the Roadmap theme reflects a topical health issue. The subject areas are grouped across:
  1. Exercise and physical activity
  2. Relaxation
  3. Nutrition
  4. Weight Management

  • Once a year Health Week promotes ‘well-being’ across the business. It consists of a number of fun and interactive activities including Yoga, mini fitness competitions and healthy eating options. Employees are also encouraged to take up a free consultation with the masseurs, reflexologists and aroma therapists on-site

  • An Occupational Health Advisor at CPP is available to employees to check blood pressure, body fat index, cholesterol and caffeine intake

What was the impact?

  • In employee surveys rating CPP as a good place to work, CPP scored 24% in August 2005 against a target of 20 per cent. This increased to 31.5% in December 2006, and the target for 2007 is 35%

  • CPP has seen attrition fall significantly. From 2005 to 2006, the business reduced attrition by 10% overall and 8% in the call centres. This resulted in a saving of £464,885
  • In 2005 total absence was 4.45%. By 2006, this had fallen to 3.98%, below the 4% target and a cost saving of £23,000