Promoting health and wellbeing. Read more

Promoting Health and Wellbeing

In the UK and Ireland we are establishing a renewed local network of Health and Safety coordinators. Employees are supported with an Employee Assistance Programme (EAP) through BUPA to help and guide employees when faced with difficult family or health situations.  HR will actively encourage employees to contact the EAP and the company also has an outsourced occupational health service in place. Social benefit s are promoted through a company sports and social club and through a programme of discounts for travel, retail and services.

In Serasa there is a “Quality of Life” process with access to comprehensive health care (including access to a General Practitioner, gynaecologist, dentist and many other specialisms on site, as well as the expected occupational medicine), periodic health campaigns, health guidance programmes (Weight Watchers, and pre-natal classes) and a diversity of other company benefits including a company choir, theatre and music school.

In the US, employees benefit from the HealthMatters program which incentivises employees to improve their health with savings on their own monthly medical plan contributions and a reimbursement on fitness costs such as gym membership.  Participants get an annual health screen and an initial health assessment. Based on the results, they are then offered a follow-up programme and the health benefits have been significant and are summarised in an annual report.

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Health and wellbeing

A key part of our responsibilities is to provide a safe and healthy workplace.  Our people are mainly housed in office buildings and the inherent hazard is low.  Nevertheless we actively manage and record our safety performance.  National legislation in this area differs, and we have no international standard. 

In the US, we track our performance with two measures of our workers' compensation claims - medical only claims and indemnity claims).  In the calendar year 2007 we recorded 18 medical only claims and 23 indemnity claims against prior year equivalents of 22 and 21 respectively.

In the UK we record incidents under UK RIDDOR (Reporting of Injuries, Diseases and Dangerous Occurrence Regulations) which are broadly accidents requiring employees to take more than three days off work.  Over the past four years we have never recorded more than four in any one year.

Serasa records accidents following the guidelines of the International Labour Organization (ILO) and the Brazilian Ministry of Labour:

Year Accidents
leading to
absence from work		 Accidents with
no absence
from work		 Number of
injuries		 Injury rate
2004 18 3 21 1.013
2005 2 10 12 0.5566
2006 12 0 11 0.4725
2007 8 0 9 0.6405

We also have active programmes to promote employee health and wellbeing.