Helping people in professional services get the support they need
In professional services, recorded absence tends to be low, but it doesn’t always tell you how people are doing. Many keep working through illness or pressure, especially when they can log on from home.
We bring together health and wellbeing, financial support, everyday benefits and recognition to help people working in professional services. From access to mental health support to guidance on financial decisions, we help firms offer benefits that reflect what their people need.
In professional services, recorded absence tends to be low, but it doesn’t always tell you how people are doing. Many keep working through illness or pressure, especially when they can log on from home.
We bring together health and wellbeing, financial support, everyday benefits and recognition to help people working in professional services. From access to mental health support to guidance on financial decisions, we help firms offer benefits that reflect what their people need.
What makes benefits work in professional services
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Access to regulated financial advice through Gee 7 Wealth, part of My Group
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Fast access to UK qualified therapists
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Office sessions and one-to-one conversations, so people can ask questions in confidence
What we see in professional services
Low absence doesn’t always mean people are well
ONS figures for 2025 show that managers, directors and senior officials had the lowest sickness absence rate of any occupational group, at just 1%. In many firms, a low absence figure gets reported as good news.
But it doesn’t always tell the whole story. CIPD research published in 2025 found that 35% of organisations with staff working from home had seen an increase in people continuing to work while unwell. Looking at absence alongside other signs, such as long working hours, unused holiday and staff feedback, can give a better understanding of how people are really doing.
Money pressure affects professionals too
A good salary doesn’t necessarily mean someone feels financially secure. The CIPD’s 2026 Good Work Index found that 32% of employees said money worries had affected their ability to do their job, including 25% of those earning £60,000 or more.
A first mortgage, student loan repayments, childcare costs or concerns about retirement can all create financial pressure. These worries don’t disappear when someone starts work, and they can affect their concentration, confidence and wellbeing.
Supporting people as their careers develop
Completing professional qualifications can open up new opportunities, but it’s also a time when people’s personal and financial circumstances may be changing.
They might be buying their first home, starting a family, considering their pension or taking on greater responsibilities at work. Support that’s relevant to those decisions can help people feel valued as their careers progress.
For employers who have invested in someone’s development, continuing to support them beyond qualification can also play a part in retention.
Retaining people after they qualify
Firms invest years in helping people develop their skills and achieve professional qualifications. Once qualified, those employees often have more opportunities elsewhere, sometimes with higher salaries on offer.
For someone who’s worked hard to reach that stage, it’s important to feel that their employer recognises their achievement and continues to invest in them. Career opportunities, recognition and benefits that reflect their new circumstances can all play a part in whether they choose to stay.
For the firm, retaining experienced people also means keeping the knowledge, relationships and expertise they’ve built up over those years.
The questions we hear most often in professional services
Professional services firms tend to come to us with the same practical concerns. Most are about keeping people at the point they become most valuable, and showing the partners that spending on people is making a difference.
How we help
People need different things at different times. For some, it’s guidance on a first mortgage or a pension decision. For others, it’s speaking to a therapist without taking a day off, or private medical cover for their family. We bring these areas of support together and make them easy for people to find, understand and use.
Financial Wellbeing
Financial education, coaching and access to regulated financial advice through Gee 7 Wealth. Whether someone is thinking about their first mortgage, planning for retirement or trying to manage everyday financial pressures, having somewhere to turn for guidance can help them understand their options. Regulated financial advice is available separately where appropriate.
Health & Wellbeing
Fast access to UK-qualified therapists, alongside an Employee Assistance Programme, Virtual GP, counselling and neurodiversity support. When people are managing demanding workloads or long hours, being able to access appropriate support without unnecessary delays can make it easier to seek help before problems become more difficult to manage.
Insurance & Protection
Private medical insurance, group life, critical illness cover and income protection can help give people and their families greater financial security and access to healthcare. These benefits can be particularly relevant when someone is comparing employment offers or considering the support available as their circumstances change.
Everyday Benefits
Savings at more than 1,000 retailers, including major supermarkets, along with discounted gift cards, cashback, salary sacrifice schemes and on-demand pay. Electric vehicle salary sacrifice can be particularly good value for higher earners, because of the low tax on electric cars.
Reward & Recognition
People want to know their work is valued, whether they’re newly qualified, supporting clients behind the scenes or have been with the firm for many years. Our employee reward and recognition programmes help firms acknowledge achievements, celebrate long service and recognise individual and team contributions. Peer-to-peer recognition also gives colleagues a way to appreciate each other’s work.
One Relationship
We work with you to understand your people and bring together the benefits and support that matter to them. You’ll have one relationship with My Group, with a Portal that gives employees a central place to find and access their benefits. That also makes it easier for you to explain the support available when recruiting new colleagues as well as helping existing staff to understand what they’re entitled to.
A person, not just a platform
Busy people don’t always find the time to explore their benefits, particularly when it means stepping away from billable work or managing an already demanding schedule.
Our consultants can visit your offices or arrange individual conversations, giving people the opportunity to ask questions about the support available. That might be understanding their pension options, checking whether their family is covered by an insurance policy or finding out how to access mental health support.
These conversations can also cover benefits provided by other suppliers, helping people understand the full range of support available to them, rather than just those provided by My Group.
The customer service has been a real positive for us throughout. The Reward Beans have been something different that our people have genuinely engaged with. Knowing that there’s more available if and when we need it, that matters too. Overall, it’s just highlighted what a benefit like this can do to support your staff.
Becky Day, HR Manager, Lane Clark & Peacock
Case Study: Lane Clark & Peacock
Pensions, investment and insurance consultancy | 1,170 people
Switching from a benefits portal people had stopped using
LCP’s previous discount portal had gone stale, even after a rebrand. They moved to My Group for the high street discounts their people already knew, at a competitive price, along with Reward Beans and support they could rely on.
Fact: Colleagues now share tips on getting the most from Reward Beans
What working with us looks like
Changing or introducing benefits shouldn’t create a big project for your team. We keep the process straightforward and are clear about what we need from you at each stage.
Frequently Asked Questions
Professional services firms commonly offer private medical insurance, life cover, workplace pensions and a range of flexible employee benefits. Many also provide mental health support, financial wellbeing services, everyday savings and employee reward and recognition programmes.
What matters to employees will depend on their circumstances and career stage. Someone newly qualified may value mortgage guidance or everyday savings, while a colleague with a family may be more interested in healthcare and financial protection. A good benefits package recognises these differences and makes it easy for people to understand what’s available to them.
Employee benefits can help people manage some of the pressures associated with demanding workloads, long hours and client deadlines, but they can’t replace good management or reasonable working practices.
Fast access to mental health support, confidential counselling, occupational health and financial wellbeing services can give people somewhere to turn before problems become more difficult to manage. Training and guidance can also help managers recognise when someone is struggling and understand how to support them.
Experienced professionals may value benefits that reflect their changing personal and financial circumstances, including private medical insurance, income protection, life cover and access to regulated financial advice.
As people progress in their careers, questions about pensions, mortgages, investments and family financial security can become increasingly important. Access to appropriate financial education and separately arranged regulated advice can help them understand their options.
Recognition is important throughout someone’s career. Acknowledging their contribution, experience and years of service can help them feel valued beyond their salary.
Yes. Smaller professional services firms can offer competitive employee benefits without necessarily matching the budgets of larger national organisations.
Access to private healthcare, mental health support, financial wellbeing services, employee discounts and reward and recognition programmes can all form part of an attractive package.
The number of benefits isn’t the only consideration. Making sure employees understand what’s available, can access support when they need it and feel that their individual circumstances have been considered can make a meaningful difference to the overall employment offer.
Yes. Regulated financial advice is available through Gee 7 Wealth Management Limited, which is part of My Group and is authorised and regulated by the Financial Conduct Authority (FCA).
Financial education and guidance help people understand their options, while regulated financial advice involves an authorised adviser assessing someone’s individual circumstances and making personalised recommendations.
Regulated advice is arranged separately from general employee benefits and financial education, with the appropriate regulatory requirements applying.
Switching employee benefits providers doesn’t have to be complicated, although the process depends on your existing arrangements and the services you want to introduce.
My Group works with you to review your current benefits, understand what employees are using and identify anything that needs to be retained or transferred. We can manage the platform set-up, communications and launch activities, helping employees understand what’s changing and how to access their benefits.
We’ll explain the process, likely timescales and any potential complications before you make a decision.
Let’s talk about your people
Tell us what your teams are dealing with and we’ll help you work out where support would make the most difference.