Latest news with #Aon
Yahoo
3 hours ago
- Business
- Yahoo
Aon fired employee with ADHD who wanted to work in the office full time, lawsuit alleges
This story was originally published on HR Dive. To receive daily news and insights, subscribe to our free daily HR Dive newsletter. Dive Brief: Professional services firm Aon allegedly fired an employee because she has attention deficit-hyperactivity disorder, after she requested and received an accommodation to work in the office, according to a July 23 lawsuit. Per the complaint in Gomez v. Aon Private Risk Management Insurance Agency, Inc., the employee worked as an account specialist. She alleged that a recruiter told her she could work in the office full time to accommodate her ADHD, but after she was hired, she was allegedly informed the role was mostly remote and full-time in-office work wasn't possible. Because of her ADHD, the employee had trouble performing and learning effectively, she alleged. She emailed her manager, who allegedly told her this may not be a 'fit environment' for her, and placed her on a performance improvement plan. She formally requested an accommodation but was fired shortly after the request was approved and she began working in the office, the lawsuit said. Dive Insight: The employee filed her claims under the Americans with Disabilities Act, alleging she experienced discrimination and harassment and was ultimately fired due to her ADHD. She also claimed she was initially denied a reasonable accommodation and retaliated against because she asked for one. Aon did not respond to a request for a comment. Compliance issues surrounding reasonable accommodation are always evolving, even as the ADA marks its 35th anniversary. Remote work, or 'telework,' stands out as an example, although the U.S. Equal Employment Opportunity Commission has long recognized it as a reasonable accommodation, according to an EEOC guidance. While the Aon lawsuit offers a twist — the employee alleged she was discriminated against because she requested an accommodation to work in the office, not remotely — the best practices for staying ADA compliant are the same. One critical step is for the employer and the employee to engage in an 'interactive process,' so the employer can understand why an accommodation is needed and what alternatives are possible if the request poses an undue hardship, the EEOC explains. A $22.1 million jury award in July 2024 against Wells Fargo shows how costly it can be to deny a request without engaging in an interactive process or fully exploring the issues. In the Wells Fargo case, a director asked for an accommodation to work from home because his impairment required frequent and quick access to a restroom. His managers allegedly eliminated his role before the matter was resolved. The judge determined there was a dispute over whether Wells Fargo engaged in 'genuine discourse' about the employee's request and said it would have to be resolved by a jury. Employers should also keep in mind that, while allowing an employee to change work locations can be a reasonable accommodation, they may have to modify a work rule or policy for this to happen, EEOC's guidance points out. This issue arose a few years ago, when three City of Berkeley, California, commission members asked to attend meetings remotely from their homes to accommodate their disabilities. The city said they could, but allegedly only if they publicly listed their home address as a meeting place and let the public inside to attend, ostensibly because of a state rule. The U.S. Department of Justice sued Berkeley for violating the ADA. Under the settlement, the city changed its policy to allow the requirements to be waived for disability-related concerns. In the Aon case, the employee said she explained to her manager that her ADHD kept her from performing to her full potential because she was working from home. She twice asked for an accommodation to work in the office full time, but the requests were denied, and she was allegedly told the policy only allowed her to work in the office one day a week. She then submitted a formal request and submitted medical documentation. Although the request was approved, and her performance allegedly improved, she was still fired, the lawsuit said. Recommended Reading The ADA at 30: A landmark civil rights law that still has room to grow Sign in to access your portfolio
Business Wire
6 hours ago
- Business
- Business Wire
Q3 2025 Insurance Labor Market Study Results to be Highlighted in Webinar
CHICAGO--(BUSINESS WIRE)--The results of the Q3 2025 Insurance Labor Market Study will be shared in a complimentary webinar presentation at 1 p.m. CDT on August 7, 2025. The semi-annual study was conducted by The Jacobson Group, the leading provider of talent to the insurance industry, and Aon plc (NYSE: AON), a leading global professional services firm. The Q3 2025 Insurance Labor Market Study, conducted in part by The Jacobson Group, is now closed and the complimentary results webinar is open for registration. All members of the insurance industry are invited to attend: Share The study ran from July 7 through July 27, and surveyed insurance carriers across all industry sectors on hiring and revenue plans for the next 12 months. During the webinar presentation, Jeffrey Blair, senior vice president of executive search and business development at The Jacobson Group, and Jeff Rieder, partner and head of Strategy and Technology Group Performance Benchmarking at Aon, will share key findings and discuss industry labor market trends and staffing expectations for the coming year. 'For 16 years and counting, this study has provided insurers with valuable data for fine-tuning their talent strategies,' said Blair. 'The webinar will share insights on how the insurance talent landscape has evolved throughout the past year and what the industry can expect moving forward.' 'The insurance industry performed well in many aspects through the first half of 2025,' shared Rieder. 'Companies are determining what staffing investments are needed to support future growth initiatives.' The webinar is open to all members of the insurance community. To register, follow this link: About The Jacobson Group: The Jacobson Group is the leading provider of talent to the insurance industry. For more than 50 years, Jacobson has been connecting insurance organizations with professionals at all levels across all industry verticals. Jacobson provides insurance talent solutions to support virtually any human capital need. We offer executive search services and comprehensive staffing solutions, including professional recruiting, temporary staffing and interim experts. Follow The Jacobson Group on LinkedIn, X, Facebook and Instagram. About Aon: Aon plc (NYSE: AON) exists to shape decisions for the better — to protect and enrich the lives of people around the world. Through actionable analytic insight, globally integrated Risk Capital and Human Capital expertise, and locally relevant solutions, our colleagues provide clients in over 120 countries with the clarity and confidence to make better risk and people decisions that help protect and grow their businesses. Follow Aon on LinkedIn, X, Facebook and Instagram. Stay up-to-date by visiting Aon's newsroom and sign up for news alerts here. Aon UK Limited is authorised and regulated by the Financial Conduct Authority for the provision of regulated products and services in the UK. Registered in England and Wales. Registered number: 00210725. Registered Office: The Aon Centre, The Leadenhall Building, 122 Leadenhall Street, London EC3V 4AN. Tel: 020 7623 5500. Aon is not responsible for the content of the third party website.
Cision Canada
15 hours ago
- Business
- Cision Canada
Companies Struggle to Meet Rising Demand for Personalized Benefits, Aon Survey Finds
Global survey of benefits professionals found only 14 percent of multinationals have global guidelines in place to support personalization , July 29, 2025 /CNW/ -- Aon plc (NYSE: AON), a leading global professional services firm, today released its 2025 Global Benefits Trends Study, which finds that multinational companies are under mounting pressure to offer personalized, inclusive benefits – yet most lack the governance, tools or frameworks to deliver at scale. The study, based on responses from more than 500 global benefits professionals across 45 countries and 16 industries, reveals that only 14 percent of multinationals have global guidelines in place to support personalization, while 65 percent of employees at multinationals would trade current benefits for more choice. According to the study, cost management is the top priority for 70 percent of multinationals, with medical inflation cited as the key cost driver. But delivering employee value has surged to the forefront of the strategic agenda, now ranking among the top three objectives for benefits leaders. This disconnect underscores a new challenge for global benefits leaders: meeting rising employee expectations for flexibility while managing escalating costs. Seventy seven percent of survey respondents plan to negotiate their costs with existing benefits vendors and 67 percent plan to issue an RFP for benefits vendors. "Employees increasingly expect a consumer-grade experience when it comes to their benefits – one that offers meaningful choice, creates innovative solutions and aligns with their individual needs," said Michael Pedel, head of global benefits at Aon. "Companies are moving in that direction and communicating their progress, but must also manage the realities of cost and complexity. The opportunity lies in designing programs that deliver both value and efficiency at scale." Personalization and Inclusion: Expanding the Definition of Employee Value Personalization increasingly incorporates inclusive benefits that address the diverse needs of today's workforce. Aon's study found that nearly two-thirds of leading companies (a select group of respondents with mature governance structures, integrated data strategies and executive-level alignment) plan to expand offerings focused on families (54 percent), aging (39 percent), gender (39 percent) and employees at lower income levels (39 percent). To balance these investments, 25 percent of survey recipients said they would reduce levels for benefits that are less valued by employees. These efforts reflect a broader shift: as employees seek consumer-grade experiences, they also expect benefits that align with their individual circumstances and values. Personalized and inclusive benefits are also increasingly tied to wellbeing strategies, with 37 percent of companies actively considering initiatives that integrate health and work-life balance. Overcoming Barriers to Personalization While demand for personalized benefits is accelerating, most organizations face structural and operational challenges in scaling these offerings. While nearly half of companies have indicated that they already have a global benefits strategy, only 25 percent of global benefits leaders say their governance structure enables them to meet their objectives. By comparison, leading companies are three times more likely to have formal governance committees and twice as likely to centralize data and decision-making resulting in stronger alignment, cost savings and more stable benefits delivery. These top companies are also 67 percent more likely to have Global Benefits Centers of Excellence and three times more likely to have had their global benefits strategy and governance reviewed and endorsed by senior management, resulting in greater buy-in. Technology, including artificial intelligence, presents a significant opportunity to deliver employee value while creating cost efficiencies. Leading companies are more than twice as likely to use tech to enable personalized experiences. However, only one in six benefits teams currently use AI to support benefits design or delivery. That figure is expected to nearly triple by 2027, but adoption is still limited by legacy systems, governance challenges and organizational readiness. "This year's study confirms what many global benefits leaders already feel, expectations are rising, but the tools and governance structures to meet them haven't kept pace," said Pedel. "To deliver real value, organizations must think beyond cost containment. That means embracing personalization, investing in inclusive benefits, leveraging data and analytics, and using technology and governance as strategic enablers. The companies that do this well aren't just managing benefits, they're shaping the future of work." The 2025 Global Benefits Trends Study surveyed 518 global benefits professionals across 45 countries and 16 industries between January 27 and February 28, 2025. Read the full study here. Aon plc (NYSE: AON) exists to shape decisions for the better — to protect and enrich the lives of people around the world. Through actionable analytic insight, globally integrated Risk Capital and Human Capital expertise, and locally relevant solutions, our colleagues provide clients in over 120 countries with the clarity and confidence to make better risk and people decisions that protect and grow their businesses. Media Contact [email protected] Toll-free (U.S., Canada and Puerto Rico): +1 833 751 8114 International: +1 312 381 3024 SOURCE Aon plc
Techday NZ
a day ago
- Business
- Techday NZ
W&I insurance claims rise for small deals across Pacific region
Aon has released findings from its 2025 Transaction Solutions Global Claims Study, revealing notable trends in the mergers and acquisitions (M&A) insurance market in the Pacific region. The study found that warranty and indemnity (W&I) insurance claims are occurring at a high frequency across Australia and New Zealand, especially for smaller transactions. According to Aon's data, claims were filed on approximately 20 percent of W&I policies in the Pacific. Eighty percent of these claims originated from deals with an enterprise value of less than AUD $500 million (approximately NZD $545 million). This concentration of claims among small-to-mid-market transactions highlights the importance placed on W&I insurance to protect deal value. Many businesses in the region rely on these policies to transfer risk and safeguard their financial interests during acquisitions and mergers. Claims profile The main causes of W&I insurance claims in New Zealand, according to the report, were compliance breaches, tax concerns, and issues related to the adequacy of financial statements. Breaches involving inadequate disclosure, either in relation to general warranties or specific representations, have remained a recurring problem. Due diligence processes, the report suggests, may require further strengthening to prevent these issues from leading to claims. Aon noted that a significant number of claims are reported soon after a deal closes. Nearly 25 percent of claims in the Pacific region occur within six months of completion, and almost 50 percent are made within 12 months. The vast majority - close to 100 percent - of claims are submitted within three years, which reflects the typical term of W&I policy periods. Within the past 12 months, Aon's clients in the Pacific region have received approximately AUD $30 million in paid out M&A insurance claims. The data indicates that nearly 60 percent of claim notices submitted by clients resulted in successful claim payouts. Regional observations Adrienne Booth has recently been appointed as Executive Director, Transaction Solutions, New Zealand at Aon. She noted that the nature of risk management via W&I insurance has become considerably more sophisticated: "We're seeing a more sophisticated approach to risk transfer in the region. Buyers and sellers alike are leveraging W&I insurance not just as a deal enabler, but as a strategic tool to manage post-close risk. The data reinforces that this product is delivering real value when it matters most." Booth, who brings global experience from her previous legal and compliance roles within Aon internationally, has returned to her native New Zealand to oversee the company's transaction solutions offerings there. Her appointment signals an increased focus on expanding these services and supporting M&A activity across New Zealand. Ami Kalmath, Claims Manager, Financial Specialties and Transaction Solutions, Pacific at Aon, emphasised the critical role played by specialist claims support in achieving favourable outcomes for clients: "The Pacific region continues to demonstrate the value of W&I insurance evidenced by the one-in-five frequency of claim notifications and the global figures for claim payouts. Aon's specialist claims team can assist clients to achieve optimal recovery on losses through specialist claims advocacy. Our experience demonstrates that when clients engage early and collaborate closely with their advisors and insurers, claims are resolved more efficiently and with better outcomes." The study's findings align with broader global figures on the frequency and success rate of claim notifications and payouts, according to Aon's analysis of proprietary claims records and insurer surveys. Market outlook Increased deal activity across the Pacific region has also led to a steady rise in the number of claims being notified, reinforcing the pattern of high W&I claim volumes in the small to mid-market segment. According to Aon, disclosure-related breaches remain the most common triggers for claims, alongside compliance and tax matters. The timing and pattern of claims, with the majority reported within a year of deal completion, underline the importance of active monitoring and swift engagement with claims teams. The data also points to the need for continued diligence in pre-transaction processes and ongoing collaboration among all parties involved in the deal lifecycle.
Yahoo
a day ago
- Business
- Yahoo
Aon registers 11% rise in Q2 revenue
Aon has reported total revenue of $4.15bn for the second quarter of 2025 (Q2 2025), up 11% compared with $3.76bn a year ago. For the quarter ended 30 June 2025, the company's attributable net income rose by 10% to $579m. Operating income for the period stood at $859m, a surge of 31% compared with $656m last year. The operating margin improved to 20.7% from 17.4% in the year-ago period. Adjusted operating income rose by $142m (14%), with the adjusted operating margin increasing by 80 basis points to 28.2% compared with the previous year. Interest income fell by $31m year-over-year (YoY), mainly due to interest earned in the previous year from a $5bn term debt investment used to acquire NFP. Interest expense decreased by $13m, reflecting a reduction in total debt. Aon president and CEO Greg Case said: 'We delivered strong second-quarter results including 6% organic revenue growth, 19% growth in adjusted EPS [earnings per share] and 59% free cash flow growth. 'This performance reflects the growing demand for our advice and solutions, driven by an increasingly complex environment and the need to unlock new sources of capital. Our solutions are resonating with clients and we are effectively meeting that demand. 'The continued successful execution of our Aon United strategy – operationalised by our 3x3 Plan and powered by Aon Business Services – is fuelling sustainable organic growth, margin expansion and free cash flow growth, as we invest in our business. Looking ahead, we remain confident in our outlook and are reaffirming our full-year 2025 guidance." For the first half of 2025 (H1 2025), the company's total revenue reached $8.8bn, up 13% from $7.83bn in the same period last year. However, net income for the first six months of 2025 decreased by 3% YoY to $1.54bn. Operating income for the period was $2.32bn, down 9% from $2.12bn in H1 2024. "Aon registers 11% rise in Q2 revenue" was originally created and published by Life Insurance International, a GlobalData owned brand. The information on this site has been included in good faith for general informational purposes only. It is not intended to amount to advice on which you should rely, and we give no representation, warranty or guarantee, whether express or implied as to its accuracy or completeness. You must obtain professional or specialist advice before taking, or refraining from, any action on the basis of the content on our site. Sign in to access your portfolio
