Resource search

Mental health support is now a consistent and material part of employer-funded healthcare use, and that has important implications for reward, benefits and HR strategy.

Workplace savers are getting much-needed help from a Money and Pensions Service-inspired coalition of employers, policymakers and industry stakeholders intent on tackling a persistent problem.

On paper, many organisations can appear stable. Headcount is holding, turnover respectable and retention figures suggesting a steady and engaged workforce. A more complex reality, however, may be hiding under the surface.

Employees have always wanted to get more out of the benefits their employers offer. 

For many employees, pensions can feel distant and abstract so it's up to employers to help them engage with their investments in the real world. 

With an ageing workforce and a state pension age continuing to go up, more employees are working into their 60s, putting pressure on benefits professionals to make better decisions about MSK support.

Recent research shows UK workers are less likely to be able to save as high food, energy and housing costs continue to bite into disposable income.

Recognition is one of the few areas of an employee reward strategy that can influence trust, performance and retention.

Without intervention escalating healthcare costs threaten the long-term sustainability of employee benefits programmes. John Dean, head of health and protection and Darren Laverty, head of business development and innovation, both from Secondsight discuss the actions employers can take to regain control.

Millions of workers remain unable to access routine dental care through traditional dentistry channels – can employee benefits fill the gap?

Across workplaces, there is growing recognition of neurodiversity, including ADHD.

Jobs and workers evolve all the time leaving businesses to work out how best to provide value for money while keeping pace.