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When employees change the way they work, whether it’s a career break or adjusting work hours, it has a noticeable effect on the income they ultimately receive at retirement. 

As targeted and personalised offerings become the new baseline, REBA Congress 2026 offered a clear glimpse into where the market is heading. REBA writer Dan Cave highlights two solutions setting the benchmark. 

Speaking at REBA Congress 2026 in June, Dr David Mushati examined why neurodiversity strategies often fall short and what employers can do differently.

Salary sacrifice schemes can help bridge the gap between those employees in deskless roles who have not benefited from post-pandemic perks around remote, hybrid and flexible working as much as their desk-based peers.

Hastee took a look at how employees actually experienced financial wellbeing tools in their day-to-day lives.

Ill-health can have a detrimental impact on long-term pension adequacy. Here REBA’s content writer Sarah Haselwood explores how employers can take a leading role in keeping employees connected to retirement savings.

Achieving a perfectly balanced EVP between employee and employers is the goal but it could also be a sign that something has gone wrong.

Cushon’s Steve Watson explores how employers can best help employees to get on the housing ladder. 

Reward and recognition play a critical role in attracting, retaining and engaging talent. Without a clear reward strategy and compelling employee value proposition (EVP), organisations can struggle to recruit and retain the skills they need to succeed.

As AI shifts from theory to lived experience, organisations are using it to help navigate rising medical costs and complex global health needs.  

The link between workplace recognition and employee engagement is well established. Often the hardest part is making that connection when your staff isn’t in front of you. 

Selecting a workplace pension provider is more than just meeting auto-enrolment requirements. Employers who understand the default are more likely to provide solutions that help employees engage with saving and achieve better retirement outcomes.

Strategic recognition when treated more than just a vanity exercise drives performance and reinforces an organisation’s culture.

HR teams can address burnout early before it becomes entrenched if companies foster a culture of listening to, respecting and valuing their employees. That way sources of strain and solutions to reduce conflict can be addressed earlier.

Recognition schemes are too often judged by participation rates alone, rather than the business outcomes finance leaders care about. Gina Neale of Avantus explains how connecting recognition, HR and cost data can reveal the impact that matters most: retention.

We've spent years trying to improve pension engagement, says Ray Law, founder of Moneyappi. Here's a problem he thinks deserves more attention.