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| CONTRACT (12 months): Underwriter | ||
| Fully remote - Negotiable | ||
| CONTRACT (12 months): Senior Underwriter | ||
| Fully remote - Negotiable | ||
| MI Manager | ||
| UK South West / hybrid 2 days in the office - Negotiable | ||
| Senior MI Analyst | ||
| UK South West / hybrid 2 days in the office - Negotiable | ||
| LONDON MARKET CONTRACT: Capital Model... | ||
| London/hybrid 2-3dpw office-based - Negotiable | ||
| Senior M&A Actuary | ||
| London / hybrid 3 dpw office-based - Negotiable | ||
| Market-leading Pricing | ||
| South East or Scotland / hybrid 2 dpw in the office - Negotiable | ||
| Longevity Actuary | ||
| London / hybrid 2 days p/w office-based - Negotiable | ||
| Senior Pensions Administrator | ||
| Flex / hybrid - Negotiable | ||
| Senior Portfolio Analyst | ||
| London - £70,000 Per Annum | ||
| Reserving Actuary | ||
| London - £100,000 Per Annum | ||
| Senior Pricing Actuary - Personal Lines | ||
| London - £130,000 Per Annum | ||
| Senior Manager | ||
| London - £150,000 Per Annum | ||
| Pricing Actuary - Longevity Swaps | ||
| London/hybrid 2-3dpw office-based - Negotiable | ||
| Senior Reinsurance Pricing Actuary | ||
| London - £200,000 Per Annum | ||
| P&C Senior Manager | ||
| London - Negotiable | ||
| Senior Reserving Analyst | ||
| London / hybrid 3 dpw office-based - Negotiable | ||
| Deputy Head of Pricing | ||
| London - £150,000 Per Annum | ||
| BPA Implementation Analyst | ||
| North-West / hybrid 2-3dpw office-based - Negotiable | ||
| Pricing Actuary – London Market | ||
| London / Hybrid - Negotiable | ||
LATEST EDITION - OUT NOW
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The UK government is keen to reduce the number of long-term sick people of working age. But organisations are overlooking a benefit which could avert the problem in the first place: Group income protection. The UK government is planning to overhaul the benefits system to create what the Department for Work and Pensions (DWP) has termed a 'more pro-work welfare system'.[1] Its goal is to help many of the 2.8 million long term sick people of working age into employment.
When the Tapered Annual Allowance (TAA) was introduced in 2016, it had the potential to impacted anyone with taxable income of £110k or more. Exceeding the TAA, which was between £40k and £100k (depending on the combined value of income and pension contributions) resulted in a penal tax charge. Many employers responded by offering employees earning above this the option to exchange employer pension contributions for a cash supplement.
Intangible assets as a percentage of enterprise value have increased exponentially. While not physical in nature, inventions, brands, all works of creative expression, including software, proprietary data, etc., have value. Intellectual Property (IP) as a legal means of protecting inventions, brands, and creative expression, therefore, is a critical driver of business growth. As individuals and organisations continue to develop new ideas, technologies, and solutions, the conversation around the importance of protecting intangible assets through the use of IP rights has intensified.