Steven Spano

This week’s headlines about UK sick days gave me pause.   The latest data from CIPD paints a stark picture: UK sick days are reportedly at their highest level in 15 years, with the average employee missing nearly two weeks of work each year due to illness or mental health challenges.    Behind these statistics are real people, real families, and real businesses feeling the strain. The reasons are complex: an ageing workforce, rising long-term health conditions, and the growing impact of poor mental health.   At Vitality, our own insight from Britain’s Healthiest Workplace echoes this trend. Over the past decade, we’ve seen a steady rise in depression, anxiety, and burnout among UK employees.    There is, however, much we can do – and good reason to do it. Our own incentive-based behaviour change programme continues to show that prioritising employee health delivers tangible outcomes: from better mental wellbeing and higher job satisfaction to a stronger sense of support at work.   This is an important moment. As the country debates how to balance workers’ rights with business sustainability, we must not lose sight of the bigger picture: empowering people to live healthier, more productive lives, and enabling businesses to thrive in the long term. https://lnkd.in/ejvH7FxU #Wellbeing #Prevention #WorkplaceHealth

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The conversations we’re having with clients today reflect a growing truth that we are always tracking at Aon: risks are no longer isolated; they are deeply connected, and they are accelerating. Our 2025 Global Risk Management Survey brings that into focus. Cyber remains the top concern, but geopolitical volatility has entered the Top Ten for the first time. And workforce risks, which ranked high just two years ago, have dropped from the list. That shift should give us pause. Because the risks keeping leaders up at night, from supply chain disruption to AI and climate, all have one thing in common: they impact people. At Aon, we believe resilience begins when Human Capital and Risk Capital are part of the same conversation. That’s how we help clients lead with clarity, confidence and care in a rapidly changing world. Read the full report: https://aon.io/46Q1Xqp

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Swiss Re's recent report highlights a significant elevation in global insured losses from natural catastrophes, reaching an estimated $80 billion in the first half of 2025. The Palisades and Eaton wildfires in Los Angeles County alone resulted in insured losses of $40 billion, while severe convective storm (SCS) activity contributed another $31 billion in insured losses. The 2025 H1 insured loss total is the second highest on record, rivaled only by 2011’s first six months that saw major earthquakes in New Zealand and Japan. The recent elevated level of catastrophe activity is one reason why prices for property insurance have risen substantially in recent years. It's also a reminder that proactive risk mitigation should be embraced for more resilient structures and to take advantage of insurance discounts. Read more at the link below.   https://lnkd.in/eAirVX7s   #insurance #naturalcatastrophes 

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The introduction of the Risk-Based Capital (RBC) framework marks a fundamental shift from static solvency margins to risk-sensitive standards, aligning our industry with international best practices. Key implications: 👉Solvency ratios have recalibrated from 295% to 228%, revealing the true risk positions of insurers. 👉Companies with lean capital must reinforce resilience; those with excess reserves must deploy capital more productively. 👉RBC elevates the focus from regulatory compliance to long-term stability, policyholder protection, and strategic growth. While challenges remain — from data and actuarial capacity to system readiness — this transition is an opportunity to strengthen governance, foster innovation, and enhance trust in the industry. RBC is more than a regulatory change. It is a pathway toward resilience, efficiency, and sustainable growth. Note: Please find the attached article for detailed reading.

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The DC market continues to evolve as costs fall, consolidation accelerates, and regulation reshapes expectations. WTW’s 2025 WTW DC Pensions and Savings Survey highlights a moment of opportunity for employers to create stronger outcomes: 1. Review provider value beyond charges 2. Reassess investment strategies with growth in mind 3. Prepare for new decumulation rules and retirement pathways 4. Elevate the employee experience with stronger guidance and support Each step improves outcomes for employees and delivers strategic value for organizations. WTW Article: https://lnkd.in/g-Kfrqds

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