Real life stories of how reward and benefits professionals have tackled challenges or launched new strategies are invaluable. Watch, listen or read to what REBA members have implemented at their organisations.
With costs rising, risks shifting and workforces diversifying, Matthias Helmbold, VP global risk benefits, health and wellbeing at DHL, discusses how to build global consistency across health and wellbeing benefits.
Matthew Reed, CEO and co-founder at Equipsme, discusses different approaches to healthcare that balance cost, access and engagement across the whole workforce.
Andrea Csigir, global benefits and organisational design manager, Tetra Pak, uncovers how the organisation realised it needed a different approach to medical benefits and what it did to achieve this globally.
During REBA’s February webinar Ashton Taggart, head of rewards UKI and programmes at Experian, detailed why it’s the small things that can make the biggest difference to the workforce.
Dual-carers - those providing support for both children and older dependents - are rapidly becoming one of the most pressing challenges for employers. Bright Horizons’ strategic advisor, Jennifer Liston-Smith, explains how organisations must offer a range of services and benefits to support this vulnerable group in the workplace.
Share incentive plans are an effective and useful reward tool. David Mortimer, head of external affairs at ProShare, explores how it could be made even more successful.
Drawing on the findings from REBA’s Financial Wellbeing Research 2025, WEALTH at work's Vicky East discusses how workplace financial wellbeing is continuing to evolve.
Nest Insight reflects on the potential to improve employees’ financial wellbeing via workplace savings, and how the new UK Financial Inclusion strategy and the FCA’s regulatory statement provide exciting opportunities for employers and employees.
Samantha O’Sullivan, policy and advisory lead at the CIPP, discusses key considerations regarding the increased national minimum wage (NMW) and national living wage (NLW) rates from April 2026.
With the use of weight-loss jabs soaring, Vitality’s Dr Katie Tryon weighs up the pros and cons of offering them through workplace healthcare benefits and the importance of holistic care.
Personalisation, data-driven strategies and a holistic approach are key to the future of workplace financial wellbeing, explains Vicky East, head of client relations at WEALTH at work.
Hannah English, senior DC consultant at Hymans Robertson, details how employers can strike the right balance between offering support and encouraging employee accountability when it comes to retirement adequacy.
During REBA’s November webinar, Travis Perkins’ group benefits manager, Helen McGowan, explained how their new online platform brings their healthcare benefits together across their varied employee base.
Writing in REBA’s Financial Wellbeing Research 2025, Jo Phillips, director of research and innovation at Nest Insight, details how behavioural support can be a more effective route to boosting employee financial security.
Vicky East, head of client relations at WEALTH at work, discusses the findings of REBA’s Financial Wellbeing Research 2025 to explore one of the most overlooked groups in the workforce: mid‑career employees.
Keeping benefits information “fresh” and “live” is essential to keep track of global benefits spend and uptake, explained Lisa Boardman, reward manager at Edrington, during a recent REBA webinar.
Employers are rethinking their employee value proposition (EVP) and moving towards more harmonised health benefits, said Marc Singh-Jones, head of commercial products and partnerships at Simplyhealth, during REBA's recent webinar.
David Bourne, market development leader at Mercer Marsh Benefits, explores how demographic insight, predictive modelling and targeted prevention can pivot benefits from a cost to an investment.
This article is taken from REBA’s Forecasting future health costs: developing sustainable employer-funded health strategies report, which considers how employers can lead through complexity rather than simply trying to contain costs.
