Resource search

Salary sacrifice is often viewed as a pensions-only mechanism. But if you’re looking for ways to stretch budgets further, support employee wellbeing and create long-term cost stability, it’s worth looking again. The opportunities extend beyond pensions, and many employers are finding that big savings come from areas they hadn’t previously considered.

What the Employment Rights Act 2025 requires from a menopause action plan and how to build one that holds up.

The National Minimum Wage has risen significantly in the past five years so what has the impact been on reward strategies?

Around 10% of employees opt out of their workplace pensions. This means millions of workers are losing out on employer contributions and a better financial future. 

When used well, benchmarking provides a clear external reference point for internal pay decisions and helps maintain a balance between competitiveness, fairness and affordability.

Budgets are getting tighter and HR and reward leaders are somehow having to squeeze more value out of existing benefits.

Being proactive when it comes to pay transparency and related legislation changes builds trust and shows that organisations are living up to their commitments on fairness and equity.

As pay constraints continue to dictate the employment landscape, budgets are feeling the squeeze as increasingly expensive benefits are stretched to fill the gap.

Pay transparency won’t be undermined by bad data. It will be derailed by unprepared managers.

Taking steps now to set up gender pay gap actions plans will ensure employees are supported at an earlier stage and help avoid any compliance headaches down the line.

As the EU Pay Transparency Directive deadline looms, employers have time to take one last look at whether their pay decisions are objective, consistent and gender-neutral.

When organisations design their benefits offerings around operational need they often fail to appreciate the human experience in their programmes.

Creating employee benefits that work for every generation calls for an inclusive approach that recognises different needs and offers sufficient flexibility to respond to them.