Bravo Benefits

Bravo Benefits helps you create a thriving workplace culture by delivering tailored employee engagement and wellbeing solutions — all from one smart, connected platform. • Centralised benefits portal (Smart Hive) • Pension salary exchange • Boost employee motivation through recognition & eGifting • Gym discounts, mental health support, and 24/7 GP access • Reduce absenteeism and increase retention • Financial wellbeing resources and insights • Fully scalable for SMEs to large businesses

Looking for a way to offer better benefits without increasing your budget? Bravo Benefits helps you deliver powerful employee perks — while saving on National Insurance costs. ✅ One central platform (Smart Hive) for benefits access ✅ eGifting, wellbeing, and recognition programs included ✅ Full setup and communication support

A strong benefits package protects your people now — and sets them up for the future. Bravo Benefits helps you do both, with protection-led solutions that deliver long-term value. • Group life, income protection & critical illness cover • Private healthcare solutions to give fast access to treatment • Everyday Health Cash Plans giving money back towards everyday healthcare costs like dental, optical, and physio, with flexible, cost-effective options for all workforce sizes • Workplace pension services with salary exchange options • Expert guidance on setup, compliance, and communication

For neurodivergent employees - ADHD, autism and more - the duty to make reasonable adjustments already applies. But "reasonable" is the operative word: it works well when both parties collaborate and agree a solution. Our 'Rethinking the Workplace' session covers the changes and how to handle adjustments fairly on both sides.

Take timekeeping. If an employee experiences "time blindness," a rigid 9:00 start can be a genuine barrier - but that doesn't mean start times go out of the window. A reasonable approach might be a flex: reception opens at 9:30, so arrive any time between 8:30 and 9:00. The expectation is still there and it's made clear; the employee still puts strategies in place to meet it. That's the heart of it - clear expectations, shared responsibility, and a solution you reach together. Samantha walks through exactly how this works 👇

Neurodivergent employees - ADHD, autism and more - are protected under the Equality Act from day one, so the duty to make reasonable adjustments doesn't wait for probation to pass. But "reasonable" works both ways. It has to work for the organisation as well as the individual, and the employee should be helping you to reach an agreement suitable for both parties. Get that collaboration right and the adjustments can be inexpensive. Samantha explains how to strike the balance in practice 👇