People strategy

EMIS Group is committed to being a great place to work. The people are its energy and drive: the Group believes that investing in career development for its people empowers them to take the business to the next stage of growth.

The Group has focussed on building the foundations of a people strategy it can be proud of: frequent and engaging communications, creating a women’s network and management development programme. With these strong cornerstones in place, the Group can move to the next stage in becoming an employer of choice, with plans to develop even further in five key areas: inspirational leadership; talent and development; reward and recognition; operational excellence; and culture and communication.

People strategy

The Group is focussed on using colleague feedback to drive positive change. The regular Your Say employee survey led to improvements in standardised performance reporting and personal development. During 2018 the survey results demonstrated an increase in engagement and energy for the Group’s strategic direction. The Group continues to focus on development of employees at all levels, including the leadership team, so that together they form motivated, high-performing teams.

Equality and diversity

EMIS Group recognises the benefits of a diverse workforce. In April 2019 the Group published its Gender Pay Gap (GPG) information, showing a mean average of 16.9%, reduced from 17.6% in 2018 and in line with the 2018 national average mean of 17.4%. The Group is committed to improving this and launched three initiatives during 2018: a women’s network; an improved maternity policy; and a new flexible working policy.

The Group will publish information in line with the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations on an annual basis.

Enhanced benefits

EMIS Group is focussed on continual improvement of employee benefits. During 2018, the Group took the decision to increase its Company-funded life assurance cover from two to four times employees’ annual salary, effective from 1 January 2019.

Existing employee benefits include buying and selling holidays and a healthcare cash plan. In 2018 the Group added marketplace benefits, for example health assessments and discounted gym memberships.

Pension contribution

94% of UK employees have pension contributions paid on their behalf into a pension scheme. New employees are auto‑enrolled into their relevant scheme with the contribution rates offered by the Group ahead of minimum requirements. The Group has been increasing pension contributions over a number of years and by April 2019 pension contributions will be a minimum of 9% (4.5% employee and 4.5% employer) rising to 10% by April 2020 (5% employee and 5% employer).

Share Incentive Plan

The Share Incentive Plan (SIP) is offered to all employees with over twelve months’ service. At the end of 2018, 757 employees from across the Group were active shareholders in the SIP.

More information on our people strategy, including further details on equality and diversity, can be found in the 2018 annual report and accounts