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Rising healthcare costs, shifting workforce expectations and increased regulatory complexity are forcing employers to rethink how global benefits are designed, managed and delivered. REBA’s content editor Dawn Lewis, outlines some of the key actions employers are taking.
Several countries have yet to transpose the EU Pay Transparency Directive into national law. REBA’s content writer Anna Scott considers the implications for reward professionals.
Fragmented benefits are a result of thousands of decisions based on incomplete data. For benefits leaders change can only come with the right data. The rest will follow.
When global benefits advisers sit down with a new client, they often encounter a common misconception - that reward and benefits can be designed and delivered the same way everywhere.
REBA’s Affordable access: inclusive benefits for frontline and shift workers report considers how employers can expand health benefits to more of the workforce while also dealing with cost pressures.
While trying to build a globally inclusive benefits package, many organisations have inadvertently created a fragmented ecosystem. While understandable, it can be problematic.
Jinesh Patel, strategic relationship director - Workplace Investing at Fidelity, says its global benefits data suggests getting your offering right is just the start.
Medical inflation is a reality for all employers but it’s one that can be mitigated before any renewals are due by quantifying the exposure to MSK and addressing its impact on employees.
Having pension and savings data at your fingertips, along with targeted support, helps employees take charge of their actions for a healthier future for them and their families.
UK employers are facing higher costs, a shortage of skilled workers, rapid change driven by AI, and new employee expectations. That’s why holding on to experienced staff is now just as important as hiring new people.
