AXA take cost of living action – for some…

Two months on from our request that AXA take urgent action to help staff during the cost of living crisis by making a one-off payment and taking other measures, the company has today announced the award of £1,000 to those employees earning £33,000 or less, and an increase in the company minimum wage to £11 an hour.

These measures are, to a point, welcome and we are pleased that a number of staff facing real difficulties will now receive some help with the day to day issues they are facing. Approximately 900 employees will benefit from the increase in the minimum wage and 4,200 will receive the one-off £1000 award in their October pay packets.

However, Unite in AXA do not believe the company have gone as far as it could have and note that the award is at the lower end of those that have already been awarded in the financial services sector.

The imposition of an arbitrary salary limit to qualify for the award is, in our opinion, hard to justify for a number of reasons, especially when most other companies have not done this. It is divisive and we have asked the company to reconsider its approach by either removing the limit, increasing it, or applying the award to all those staff in Professional grades and lower. Whilst, as we have said, it is good news for 4,200 employees, there will be a considerable number in the 3,620 who will receive nothing in October, that are also struggling with the cost of living crisis.

The increase in the minimum wage is of course welcome, but again not without issue in that it causes problems with pay compression and the erosion of historic pay awards for those who are just above the new level. We have reminded AXA that it was agreed that we would jointly look at pay progression as a topic to help try and alleviate the problems that changes in pay scales can cause, and we are looking forward to working on this issue with them.

Overall today’s news is something of a mixed bag and its impact dependent on personal circumstances. We are pleased that our efforts will see 54% of AXA UK employees receive an extra ordinary one off award to help them in these difficult times. We have not however forgotten the 46% that AXA has chosen to ignore and we will continue to work on your behalf to get you the help that you also need.

Also, from our point of view, this is just a first step on the cost of living challenge and have made it clear to the company that today’s news is not all that can or needs to be done by it to help employees during the cost of living crisis.

93 thoughts on “AXA take cost of living action – for some…

  1. I completely agree. I’m of senior professional level, but part time and only slightly over the threshold. Im about to go maternity leave and will soon have two mouths to feed. Looking at salary in isolation is not the best approach, as it ignores individual situations. For example, an individual living at home will financially benefit, while a parent on the cusp of survival might not. My view is that it should be for all – everyone is noticing the increase in standards of living and this approach creates an us and them divide.

    • Senior Professionals and above received a pay cut in real terms this year too with the c. 3% pay review, with lower grades receiving a higher %. So add this to that most (if not all) will miss out on a cost of living payment too it’s just too much, it’s an utter disgrace in fact.
      The vast majority of senior professionals are not on big money and will be suffering a much worse standard of living in the current climate.

  2. Firstly I think this is great news for all those that sit beneath the threshold and a credit to AXA for doing something. However as they say in the communication, all staff are suffering from inflation rises. How is it fair that a person of X years who now sits above this level due to their experience, gets penalised? Annual pay rises also factored in the lower wage bands so got more and those at middle range got less. All this is doing is creating divides and demotivates you to do better in your career. Imagine being a single parent on £33,500 and now not benefiting from this. Why would AXA not just give everyone £500 so that its completely fair?

    • I completely agree. It’s madness that someone could start with the company tomorrow and get the payment, when someone who has been committed to the company for years and worked hard to progress through the levels will be penalised for this?

  3. It’s interesting to see this post, when the internal communication sent out said it was decided in consultation with Unite. I read that to mean that Unite were in agreement with their decision when they are not. It doesn’t come as as a surprise as pay in general has been an issue for some time. Not to take away from the amazing support that half their employees are getting, but they should reconsider extending the offer to capture more people who are struggling.

  4. Well done Unite. This will make a real difference to us on low pay.

    I see some are suggesting that the company should have taken £500 off someone on £20k, so that they could hand it to someone on £34k. In terms of % of income, that would significantly disadvantage those on lower incomes. I’m grateful that the union have fought for this and that part time workers like myself will not be penalised.

  5. It is good that it has been awarded but doesn’t take into account a person’s circumstances. Someone on 32.5k could be married with a husband who earns 50k but another employee may earn 33.5k and be a single mum with children. They don’t know anyone’s financial circumstances and we are all affected by the rise in the cost of living so it is completely unfair to only recognise part of the stage.

        • Still not even a word from management even to acknowledge they are working on it.
          This is effecting morale now as we feel obviously not as valued as GB workers, or do management seriously believe we are not being effected as much with this cost of living crisis.
          Getting to stage that this will have to be brought to the attention of our elected representatives as we are only part of UK left in the dark.

          • Unfortunately we are dealing with different HR departments, but honestly no idea why it is taking so long for them to decide on what they are doing for AXA Ireland staff north and south of the border.

  6. In a lot of cases a professional who is over 33k is over 33k because of the length of time they have worked for AXA. I am over the threshold but that is because I have worked at axa for over 25 years which will be the case for quite a few.

      • Well Union shouldn’t allow that to continue, UK / NI & ROI should all have been agreed and announced together as looks like AXA care more about their GB (Not UK) workers.
        If no announcement soon would not look great treating some UK workers like 2nd class citizens.

  7. I think the comments are so ungrateful honestly which other companies are giving 1000 to help people on a lower income than 33K I am so grateful to AXA and really appreciate all they do as a company cant believe people can begrudge others I would accept this if I was on 33K or more comments like this jepodise the help AXA do for so many employees Well done AXA such a great company to work for !!!!

    • Aviva, Barclays, Co-op Bank, HSBC, Lloyds Bank, Lloyds of London, NatWest, Nationwide, TSB, Virgin Money and a number of building societies, to name a few, have given awards between £1000 to £2500 with the lowest threshold (where applied) being £35k. As we have said we are pleased AXA has at last offered something but we feel it can and should be doing more.

    • I think you’re missing the point of a lot of the comments.

      People are grateful to AXA for the help they’ve given the lower income employees and don’t want to take that away. They are just aware not everyone earning >£33k is magically in a position where they don’t need some extra help.

      Also, as our Reps have said, quite a lot of companies in our sector are offering the one-off payments around the £1000 mark. This isn’t some new fantastic idea AXA have come with on their own.

      They’re not being ungrateful, they’re being critical and while appreciate the work so far, they know more can be done.

    • The point is the cut-off point. Do you suddenly not struggle at 33k. You could be on 32999 and get it but 33001 and not. In our dept there are a lot of new people who have recently started who are young and still live with parents and they get it yet as you will see from other comments long serving staff who don’t. You can have 2 people sat next to each other doing the same job, same level and one earns 32999 and will get it and the other earns the 33001 and doesn’t. Ita that that doesn’t sound fair. The point is there could have been a better way that would not be divisive.

  8. Two colleagues doing the same role, same responsibilities and tenure.

    One is on 42k (Full time) and one is on 31k (Part time hours but 42k if full hours)

    P/T colleague gets the bonus but the FT doesn’t? Seems strange

  9. I am extremely grateful to AXA for offering £1000 to those stated to help towards the cost of living crisis. My concerns is to those above the threshold. We all tend to live to our means, so these people will also be feeling the hit of the cost of living crisis. I am also concerned that this crisis is something that will continue and only get worse over the winter months. Although £1000 is a huge amount to assist, I do not feel it will stretch as far as hoped and we will all be struggling again, down the line, by which point, i have no doubt that AXA will say they have done their bit to help their employees.

  10. I agree with all the comments Well Done AXA really good news, but I earn over the £33,000 threshold, only just and have worked at AXA for over 25 years so am not entitled to anything. I work full time and feel the £1000 should be awarded to Professional Level and down.

    • I think it should be awarded to all levels. People shouldn’t be penalised because they have worked hard and progressed through the levels. Also, it’s wrong to assume that just because someone is a higher level that they have more disposable income. People have difference circumstances and AXA shouldn’t create a divide here

      • It’s unfair & just plain wrong to intimate that people who have progressed through the levels have worked harder than those remaining at lower levels. I can guarantee that there are Associates working harder on the front-line, dealing with customers on a daily basis, than those at higher levels.

  11. Whilst it is good for those who qualify I do feel AXA have missed a trick at only looking to help a small percentage of their staff. I earn over 33k but am the main earner and already feeling things to be a real struggle. I also do not understand why part timers earning just under qualify yet full timers do not. This feels unjust as you choose to be part time with the associated pay decrease. I think this will have a massive impact on morale and retention of staff at a time where this is already an issue due to the low wages AXA pay in comparison to a number of other big employers. Are we happy to start losing staff who earn just over £33k as they feel there is no reward for loyalty?

    • We’d prefer everyone got the award, but if a restriction has to be applied then that people doing the same job and same level of work all get the award is one idea (at present the £33k cut off has people sat next to each other who are doing the same job at same grade seeing some getting the award and others not).

      • I don’t think it should be grade driven as per above we don’t know personal circumstances but they could have used a sliding scale and distributed the budget in a much fairer way. There are now 46% of staff left without support at a time when it is really needed

        • To be frank it is not as though AXA could not afford to pay everyone the award (our preference for all the reasons stated), you only need look at the profits generated at UK and group level by the employees to see that.

          • If this is about who needs it most it has to be done by salary. As staff in a professional band can earn more than a senior professional in some cases and it really wouldn’t be right if a professional earning more than a senior professional got a cost of living payment (like what happened at annual pay review). Grade doesn’t define who needs it most. Having said that, I think the threshold should have been much higher and there should have been a tiered approach for anyone above the margin.
            I do think it’s great that 54% of people can sleep a little easier now, but I feel for the other 46%, especially those that aren’t particularly “high” earners, but happen to be above the AXA median salary range.

          • You are right, in fact there are some Professionals earning more than Leader grades, there is no ideal way of applying a threshold without there being an issue with it. If we are frank the question really is whether AXA can afford to pay £1000 to 3,620 more employees? When you look at the half year results for either the UK or the Group, the answer is pretty clear…

  12. I think it’s great that AXA is providing help and £1000 will help. I also agree that there needs to be a fairer award of the money. People earning under £33k but living with parents don’t have the same cost of living struggles as people with families who only bring in one wage. I understand that AXA can’t check the financial situation for all of their staff but there must be some way to make it fair for everyone.

    • Challenge is how do you know someone living with parents is in a better position, for all we know they could be the main breadwinner in the household. Means testing individuals situations would be the wrong thing to do.

  13. I was really disappointed to read this news. As somebody over the threshold, does that mean that I am not struggling too? Looking at salary alone is a really poor way of doing this. I don’t want to seem ungrateful but it’s really difficult to feel anything but disappointed by this… not that I am not getting anything because well it’s not something I have any right to expect, nor did I. However, it’s disappointing that only SOME are getting it. I am a full time working mum and nursery fees for my child this month were £800… on top of ever increasing bills, a mortgage to pay, fuel costs, multiple mouths to feed, etc, etc, etc. We are struggling, even though we are, if you just look at salary, earning a good wage, we are living pay day to pay day with barely anything left over and have even had to take a loan out recently for car and urgent home repairs. For a company that loves to throw around the term ONE AXA… well, apparently not. It’s a good gesture and every credit for doing something at all, absolutely, but it’s a gesture that I think has sadly fallen short and isolated just under 50% of a loyal, hardworking and dedicated workforce.

    • I agree exactly. I am someone who unexpectedly went from 2 incomes to 1 income this year son I have the same outgoings I had with 2 salaries and all the increases. I hadn’t expected anything from AXA so it’s not that it just feels that just because you are over that threshold that the cost of living increases are not affecting to you.

  14. I am disgusted by it. I am a single parent grading at senior professional and have worked extremely hard for the grade and have an awful lot of responsibility with it. Today, I’ve had to put my weekly shop on a credit card along with a prescription as I just don’t have enough to make ends meet until pay day. Yet AXA as my employer who want to be a top employer have essentially said I don’t need a cost of living payment. This isn’t me saying others shouldn’t have got it, I’m saying my employer has disregarded me and others like me. No disrespect to anyone earning within the threshold, good for you all. I haven’t qualified for any extra help off the Govt either. Has this been taken into account when deciding thresholds???

    • This is really sad to read. I’m a senior professional too and although my situation isn’t as extreme as this, my worry is that it only takes one unexpected bill to take me to it.
      Us middle earners are not getting any support from anyone. You need to be in the lower earning bracket to get help from the state, then AXA is supporting them too. The top earners probably can afford to still live. However, middle earners can’t get any help and can’t make ends meet.
      I know of situations at Axa where part time employees are getting it, but don’t need it, partners at home are bringing in more than enough, hence them being part time at AXA.
      Then you’ve got single parents who have to work full time here with that one income who aren’t getting anything and don’t know how they’ll pay for Christmas. Yet we are expected to come in, lead large teams or large scale projects etc. And know we are not valued enough by our employer. We are repeatedly let down.
      AXA is letting down a group of people who might be over their average but are seriously struggling. Every line manager knows if they have single parents who happen to be over the threshold too.
      I agree about the annual % raise too. How do these things get agreed and signed off at exec level?
      How much more would this have cost to give it to everybody below 60k or even reach out to business heads about people in one income families?
      Group could have paid for this but I suspect the employees will end up paying for it one way or another, probably when bonuses (or lack of them) and pay rises are announced in March 23, or when we have a cull of staff.
      I hear of contractors earning in excess of 1k a day, and then they’ve excluded staff from a one off cost of living payment for that amount.
      I am not proud to work for this company at all. It’s greedy and does not look after it’s people and I will be looking for work elsewhere.

  15. I think it’s very disappointing to put a threshold on who receives the £1000 and who doesn’t. Everyone is struggling and everyone works hard for AXA . Those in and around 30,000 are in a higher tax bracket and are not coming out with much more money. Those at very top receive large bonuses each year. Lower level management always forgotten

  16. I found this announcement very disheartening. I’ve worked hard for this company for a decade now. I’m a parent and the costs associated with that are just going up and up. It’s hard to see a reason to stay at a company that forgets you like this at such a challenging time.

    Someone in my team is eligible for the payment because they work part time and it brings them just under the threshold, yet I know that their combined household income is well over £100k because of what their partner does for a living. Of course I don’t expect AXA to know this but the message around helping “those who need it most” feels really offensive at a time when so many of us are anxious about how we make it through the winter without piling up debt.

    My role is a specialist one and I could easily increase my salary with a remote role for a London based company given the changes to working styles over the pandemic. Up until now I had chosen not to because the company culture and location worked well for me, but I fear I’ll be forced to consider it now because of my finances.

  17. Not only was the announcement disheartening for almost 50% of staff, I am shocked that AXA gave the impression that Unite was in agreement with their approach.

    I am in agreement with others that it is great AXA have taken some kind of action and those under £33k are getting help but what about everyone above that threshold who are also affected by Fuel Poverty. Fuel Poverty takes into many factors which I appreciate would be difficult for AXA to look at everyones personal circumstances but going by median salary which will include those on Senior Level who can be on £68k+ doesn’t seem fair. Employees that have given AXA loyalty & commitment to get to their salary above £33k to then get no help in return!?

    I do not think it would be fair to say anyone on Professional (P) level and below should be considered as there are people on Senior Professional (SP) & Leader (L) at the lower end of the pay range which is less than the max range for Professional. For example: Claims pay family – P max is £48k but SP & L min is £32.4k & £44.1k.

    Come on AXA, show appreciation for ALL your staff not just SOME.

    Little things mean a lot!

  18. Im so annoyed with this decision, those staff that could be on 50k FTE are getting the payment if part time which just doesn’t sit right at all as surely if they are struggling on their part time wage of say £30,000 the company would be seeing a high increase of change of hour forms to enable them to cope with the new cost of living.
    I also cant believe that those currently in induction and starting in October that aren’t even within the company yet are going to be receiving the payment when not trusted employees, yet us hard, longer term members of staff get nothing! How are they able to catergorise who needs the payment and who doesn’t, they don’t know that I may have a partner at home with no job and my income may be the only money we have, they don’t know who has children and who doesn’t and so I just feel totally let down by Axa’s decision and it has really made me question if I even want to work here anymore!
    Why not offer all professional and below to be fair to all team leaders or look at giving £500 across the board to ensure everyone benefits and gets some sort of help with the hard times people are currently going through! I also find asking us to brief to our teams even when not receiving the payment was a terrible decision as I had all my team asking me what I am going to use my money on etc and I had to basically lie and make up a story to my team which put me in a really uncomfortable position!
    Also no doubt we will be impacted by bonus/pay rise to recoup these costs and clearly the reason why they are offering to new staff is to try and retain them within Axa.
    What happened to ‘One Axa’ and taking the consistent approach!

    • There’s never been a “one Axa”, they just expect us to roll with it when it suits them.

      Why not Take it off the execs bonuses and give it to the middle earners?

      I feel like taking 6 months sick on full pay and I haven’t had a day off sick in 5 years. Leave them to find someone else to do my job at a cost to them. I’ve never felt like this before.

      We can safely say the top earners (70k +) are not struggling regardless of personal circumstances.

  19. I am very grateful for all the work that Unite have done with the cost of living payment and also grateful to AXA for listening and following suit with many other companies within the industry. But I am afraid to say that I believe that the help does not go far enough. Although I will benefit from this help, many will not and it is my opinion that the bar of £33,000.00 is too low. Albeit, I appreciate that a bar needs to be set. I understand that this level was set due to the mean AXA wage. According to Indeed, the mean wage for the UK in 2020 stood at £38,600.00, with the insurance and finance sector being listed as the top paying industry. Although I understand that this figure has shrunk (a shocking statistic in itself), I think that this does highlight some troublesome disparity when comparing AXA’s mean wage and the cut off for the cost of living payment. Everyone is being effected by this crisis, and those that fall between the UK mean wage and AXA’s bar may be feeling it most. I am a professional grade and will benefit from this payment, but I would rather be in the position of being closer to the UK’s mean wage and not qualifying for this payment.

  20. There are so many difficult to read stories here, and as people can post anonymously here it’s easy to understand why. What is galling is that senior leaders are clearly reading the comments on the ONE article (they’re liking all the positive ones), but are failing to acknowledge or respond to the fact that this announcement, whilst amazing news for some staff, is really upsetting for a significant proportion of the AXA workforce who are equally suffering with the effects of the current cost of living crisis.

  21. “At AXA we want to be one of the most inspiring companies to work for”. Is a slogan

    What a laughable statement. Are they serious?

    They’re giving new staff a COL payment whilst loyal staff of decades are on the breadline.

    They could have attempted to do this properly, but can’t be bothered.

    I think a strike is in order! I would support it fully.

    • A strike sounds like it may happen, however the issue we have is in the current climate, middle management can’t afford a day’s pay. I could strike but I’m then picking between a potential change and a days pay which puts food in my children’s mouths. My worry is that AXA know this and have us over a barrel!!

  22. It will be interesting to see how this plays out in the PULSE results and the Sunday Times Employers survey etc…….I think that AXA has done a great thing by recognising that their staff need support in these unprecedented times, where this has fallen short is that it feels like they’ve not really properly thought through the approach before announcing it.

    I agree we should want to help those that really need it, but as our employers it’s not really down to them to make the decision that someone on under 33k has a greater need than someone who earns over 33k. I’ve always considered AXA to be a fair and equal employer, but this feels like a very unfair decision which doesn’t support a big chunk of their workforce at a time when they really need it.

    I hope that these comments are being read and reflected upon and that this decision is reconsidered to see whether there is more that our company can do for a larger volume of its loyal and hardworking employees.

    • They’ve pleased the masses (54%) and that is what they’ve set out to do – so that generally has a positive impact in PULSE.

      However, the excluded people are going to be in general terms those that are responsible for managing engagement with their people, and if the manager is disengaged and not feeling valued how can they then engage others?

      Did the execs think of any of this? Probably not.

  23. It`s a positive initiative and follows on from AXA`s generosity and care during lockdown. But with a little more thought and consultation they could have avoided the situation where people at Senior Associate level are being treated differently due to the £33k cut off. They are the backbone of the business and extremely loyal even though our competitors often pay more. It would have been better to cap it at Senior Associate level or at least use the ceiling for the pay range for that role as the cut off.

  24. I earn in excess of 33k and not eligible for a cost of living payment.

    Every single one of my team are getting the payment and I am happy for them all.

    I have less disposable income than each of them though. Well almost no disposable income after factoring in all bills, childcare, rent, food and fuel.

    Thanks for looking after me as an employee and manager AXA!

  25. I agree that salary does not define hardship. Wonderful that 50% of staff are going to get help, but seems a strange way of doing things by disregarding struggle via salary.
    Are Unite exploring this with AXA, or is this a fully completed initiative in AXA’s eyes?

  26. I have felt nothing other than sad since learning about this a few days back.

    I’ve give everything to this company in terms of loyalty, willing to go the extra mile – as per the values, could earn a higher salary elsewhere but stay and work towards our one Axa common goal.

    I feel so sad that despite all that I’ve been let down. I have one income coming into my house and despite being seen as a “middle earner” I am struggling day to day, week to week and month to month as i just have my income and several mouths to feed.

    I think the company have come up with this lazily.

    You actually have couples with both individuals working at Axa, getting 1k each. Then one employee not getting a penny with only one income.

    I heard of one staff member saying they didn’t need the 1k they were about to get and offered it to someone more needy.

    A lazy blanket approach has been taken and it just makes me sad.

    Another alarming thing is that there seems to be many SPs (on here and generally) struggling. The “middle” earners who haven’t received government support and now no company support. Did this not get considered?

    Very sad days indeed.

  27. Recently increased my hours from 35 a week to 37.5 because this represented an salary increase that I simply could not turn down in this environment.

    This has put me just over the threshold of the £33k and when I sent an HR query they copy / pasted the FAQ note that anyone earning £33.000.01 or more wont get the payment.

    I appreciate there must be a line somewhere but this really feels like being kicked in the teeth for doing more for the company.

  28. The treatment of colleagues and friends with the large scale staff transfer/outsource/redundancy wave recently and now this……the most disheartening period of time in the 12 years I’ve dedicated to AXA.

    Then we’ll get peddled the same old tick box rubbish on ONE about all being in this together.

    Joke.

  29. I have worked for AXA for nearly 20 years and have always worked above and beyond. I am now so demotivated and sad after this announcement. As many have said I receive no help from the government and now AXA are choosing not to help. I have young children and ever growing bills and this would have really helped me pay Christmas which is currently looking impossible. Well done AXA on making a loyal staff member start the look for jobs elsewhere. I can barely afford top lose a days pay but would be there for a strike to help get this decision overturned
    Unite – do we know if AXA are even looking at these comments and are they taking the feedback on board or is it purely ‘lump it’ approach?

  30. i feel the the COL payment should be for all, everyone no matter what their income live to their means, you cannot assume everyone on a higher pay grade is better off than those of us who are on lower grades. i do believe there has to be some cut off but i think everyone on a professional level and below should receive the payment.

    • Why professionals and below? Professionals can earn more than a Senior professional.
      I do not like the divide that this is causing, but I can’t understand why anyone would think it should be decided by grade over salary.
      It makes no sense at all.
      Would you find it fair if a professional earning 45k got it and a SP earning 35k didn’t?

      • We don’t think it is fair that it is not being given to all employees. If – and we don’t think there should be – a threshold is needed we did suggest maybe grade could be looked at, or maybe a higher salary threshold such as higher tax rate point, or the National Insurance user earnings limit, or something better than the median of AXA UK salaries. Other companies have paid more money to more people and we think AXA can – should – be doing that too…

        • Could understand a higher rate salary being the cut off but not a grade but I agree that it should be for all. Only way grade should be used is if the company were satisfied that no SP earns less than a P. And I’m pretty certain that’s not the case. People have direct reports earning more than them.

  31. so the fact that axa are helping us is massive, the lump sum is amazing and will help out alot of people and its good that they have given options on how this can be paid to staff esp if they are on universal credits etc. however the part which i feel more needs to be done for is the hourly rate, i for one wont see an increase in this due to how long i have been here and i dont think thats fair i feel that all axa employees if they are over the new min of £11 that they should get a fair increase like the lower paid and have the additional put on there wage ie an extra £1.10. were all being hit so we all should be looked at in the same way.

  32. Why not let more people go on to 37.5 hour contracts? At least employees have access to something that can increase their earnings during this awful time. It’s win-win!
    Or actually pay people over time for working over regardless of level.
    Come on AXA do something, don’t have people bitter.
    Help people who don’t qualify. We are struggling!!

  33. When you are the one person in the team who isn’t getting it and the announcement starts comments in your team chat like “that pays for Las Vegas” or “that’s a decent night out” in reference to the £1000 pay out you have to wonder whether receiving Excellent on your past end of year review (and therefore a higher pay increase) or being the longest standing employee has not put you at a disadvantage.

  34. Can’t believe someone earning £33,001 is getting the same support package as someone earning £250k at AXA. NOTHING

    Come on AXA, do the right thing.

  35. Whilst I think its great that many people will benefit from this payment and I really do want to emphasise that, as one of those who are over the £33k threshold, I am disappointed with AXA for not helping all of it’s employees to some degree. Unfortunately, I am the higher earner in my household, I simply can’t afford to go part time and have worked hard over the last 17 years to get to a Professional position. It seems there is no thought given to the loyalty of those staff that have worked incredibly hard over the years to get to that pay, regardless of level. Yet someone who sits next to me, and is part time receives that payment even though they would earn more than me if they were full time. We are also paying people the £1000 who haven’t even walked through the doors of AXA yet!! Seems very tactical to me as it’s clearly evident we cannot retain newer staff yet AXA seem to be fine to let those go who have worked really hard over a number of years and been loyal to the company. There is now a high percentage of AXA’S workforce who feel unappreciated, demotivated and will also struggle during these difficult times. The ‘ONE AXA’ clearly doesn’t exist anymore and they do not live up to the AXA Values. I was once very proud to work for this company but over the last few years, my trust in AXA is being completely knocked and constantly questioned.

    I understand there needs to be a line drawn somewhere, however AXA could have at least given a little something to everyone.
    I’m sure Pulse will be heavily impacted by this decision.

  36. The whole process of how this has been worked out is disgusting. From deciding that only those who fall into AXA’s criteria of ‘Vulnerable’ need help to being rigid on peoples individuals circumstances just truly reflect AXA’s appreciation of staff that has been slowly declining for the past 2 years anyway.
    My total Income this year will be roughly £23,000 pre Tax & NI and yet because of a technicality of calculation period I am not eligible for the support even though someone earning £29,999 this year will be, Not even to mention the payment to the people we haven’t even employed yet.
    I returned to work from Mat leave end of August and could only afford to work PT due to it not being worth my pay vs childcare costs. I thought it would be best to use up most of the holiday I had accrued in one go before returning as to not keep being off (and to get a cash injection that was greatly needed to catch up on debt we had already built up with costs going up etc) I remained on my FT contract whilst taking this holiday taking me past the 1st October but having agreed my PT hours already to start mid October. This has really come to bite me in the backside now and its meant that even though my expected earnings are below the threshold I’m not going to get that support which is so greatly needed with an extra person to feed, Heat and Run around etc. The relief I felt when I read the intro to the announcement is too great to put into words and then the kick that came when looking into it in more detail really drove me to tears in frustration.
    AXA are not inclusive and have really forgotten about a handful of people who aren’t captured by there criteria because of how they’ve judged peoples pay and yet those are some of the people who could really to with the support possibly more then those who are going to get it, But actually its a payment that probably more like 90% of the company need not just those in my specific situation, not just 54% of employees but in fact most of them.
    From what I understand those currently on Mat leave, Sick Leave etc who have a salary on paper above 33K but actually are getting Stat Pay as take home which in itself is way below COL now get less support then those on 32K? Who on earth decided this!

  37. Agree with many of the comments on here that the £33k threshold is too low and doesn’t take into account personal circumstances. It’s obvious that a single income family with children will be struggling at the moment, even if they’re earning significantly more than £33k. I’m disappointed with how they’ve chosen to implement this – and I’m somebody getting the payment as I earn just under the limit. It doesn’t seem at all fair that people who I work with, earning a few hundred pounds more than me, will get nothing. It looks very much as though AXA have seen what other companies have done and then attempted to calculate the minimum amount they can get away with giving out, to show they’ve done their bit. I’m not sure they’ve factored in the impact this could have on the morale of experienced staff who feel their loyalty is being disregarded.

    • Agree with you so much.
      Issue is I don’t think they care.
      They’ve come up with a way that allows most (54%) people to feel valued.

      I’m one of the ones with a payment but it’s left a really awful feeling amongst colleagues – us and them culture.

      Take out anyone earning massive money (possibly 75k) and everyone else should get it in my eyes.

      Morale was already low in our base. Redundancies, changing peoples hours and roles, cross skilling people to the point they can’t cope anymore.

      All about money.

  38. Despite a decade of below inflation pay rises I am over the break point for this additional support, but still have a household that I am the primary income in. while welcoming the support that lower paid colleagues have received, the arbitrary boundary excludes those who are also facing 10% food inflation, 200% power inflation, large rises in all the costs of living that people have suffered so far.

    The company has suffered with staff loss to companies who pay better for the same roles and challenges in recruitment. this will help, but wont address this challenge and the pressure that families currently face balancing their household books.

  39. Its absolutely disgusting as it totally goes against the company values of being fair and inclusive. This outcome will certainly have an impact on morale for those who have not been treated fairly. As an organisation we have a focus to treat our customers fairly, yet when it comes to our Staff who are what make the business what it is, we fail 50% of them without support.

  40. I’m glad AXA have stepped up to do this and I’m really appy that 54% of our workforce will benefit from this payment. Many will be our frontline staff, who have to deal with so much day in, day out, often to the detriment of their mental health. However, it feels unfair on the other 46% of our workforce who miss out. I agree with a lot of comments here in that just because you earn over £33k doesn’t mean you’re not struggling. I’ve worked for AXA for 15 years and earn £100 over the threshold, so don’t benefit. I know there has to be a system and totally get that. However, when I’m putting daily essentials like shopping, on a credit card and getting myself in to more debt, it feels like a kick in the teeth for all of the hard work that we ALL do. I give 100% to AXA every single day, so feel disheartened for those that miss out. Reading the comments shows that there is already a divide between people – those that have, and those that don’t. We really don’t want to work that way. AXA are usually fair and inclusive – that’s what’s kept me here, along with the people. Do the right thing AXA – support all of your staff and if you can’t, have a fair way to do this. Many of our staff have sacrified so much for AXA – their time, their health, their wellbeing – it’s time to step up and reward that and make all colleagues feel valued.

  41. Just a thought, but why not throw out the idea of a ‘hardship fund’ available to those who have fallen short with the cut off/through the cracks? Discretionary by the company to help identify those who do need help but for awards for up to £1000? I get this is a potential opening the floodgate scenario but something along these lines could help the above concerns/comments.
    Luckily i fall into one of the eligible people for the one off payment but the thing i would like to flag is if people on 33k+ feel they are struggling just imagine how us on the low to mid 20k are managing. i get the argument of help for all but there surely should be a cut off somewhere, whether they got it right i agree is up for discussion but with something like this there will always have to be a line in the sand somewhere and there will always be ‘winners’ and ‘losers’.

    • A hardship fund was one in the three pages of ideas we submitted to the company back in July to help with cost of living. It is being looked into.

    • This is another us and them comment and the company is creating that culture with the divide.

      What I would say back to you is that those on the low to mid 20ks have probably had a support package off the Government that the middle earners have not.

  42. It does feel very unjust to draw an arbitrary line based on salary alone. Perhaps a line does need to be drawn somewhere, but to say anyone over 33k is not severely impacted by the escalating cost of living and not in need of assistance is not right. As has been suggested by Unite, it should be done by grade and include, at least, all those in the ‘professional’ band.

  43. Management was challenged about the cost of living one off payment. Their response? It’s not AXA’s responsibility for it’s employees financial situation.

    When asked about the potential of increased wages for all, management said this is a separate matter.

    But surely they are linked? If wages were in line with inflation, then the cost of living would not have had as big an impact. Curious to know if increase on wages for all employee has been discussed?

  44. Staff in Axa Ireland haven’t heard anything yet which is a disgrace, if we get anything at all it will be for band G roles and two fingers up to everyone else . Especially loyal staff who have been with the company years . Safe to say a lot of experienced workers could be looking on the job market

  45. nothing like handing out letters to most of my team whilst worrying about how I will pay my next months bill and don’t get me started on xmas! I am senior professional but main earner and still really struggling – definitely salt in the wound!

    • The resentment it’s causing is awful!

      At least give us the working from home allowance. Give us something that can help towards our bills.

      My incomings are less than my outgoings and I’m a SP. I don’t know what to do!

      Help!!!!

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