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The Rt Hon The Lord Mayor of London, Alderman Alastair King, calls on the reward profession to join the Employer Pensions Pledge to get better outcomes for their people.

Effective recognition should be more than just grand gestures and employee-of-the-month schemes that celebrate the same handful of people.

When 80% of your workforce doesn’t sit at a desk, how do you make them feel seen and valued?

Creating an engaging strategy that cuts through the noise and meets your workforce’s unique and diverse needs requires imagination.

Recognition has quietly become one of HR’s most powerful yet underleveraged tools.

Your HR team has a readiness role to play – ensuring that reward systems are critically assessed and revamped to get ready for the EU Pay Transparency Directive next June. You need to ensure you have systems that report accurately, cut down on human error, and boost team efficiency. Ultimately, you are helping your organisation navigate significant changes across policies, systems and wider corporate culture.

Employee expectations are continuing to shift, with a drive towards meeting needs, greater personalisation and the importance of connection all high on the agenda.

Drawing on findings from its global research report, Benifex explores how leading organisations are moving faster and imagining more to drive measurable value and impact in reward and benefits.

Find out how a global bank linked recognition activity to strategic objectives and valued behaviours, while maintaining flexibility to respect regional differences.

Bereavement services can support employees and their families meaningfully through life’s most difficult moments.

Pepper Money is working with Tusker to reduce its ESG impact and modernise its reward offerings.

The UK pensions industry is in need of updating according to a wealth of evidence from different sectors. Here's a roundup of the latest research and proposals.

The effects of the rising cost of doing business on employers are having an impact, so what is the actual value of the median pay increase for employees?

Menopause impacts 50% of the workforce directly – yet 61% of men don't know how to support a female colleague experiencing menopause.

As the conversation on pay transparency intensifies, we need to dig deeper into what truly sustains the gender pay gap. It’s not just a numbers issue. It’s a structural, cultural and mindset challenge. In this thought piece, Eileen Hanna, independent reward consultant and owner of EHR Consulting, explores why fair pay requires more than good data. It demands a fundamental rethink of how we design work, value contribution and lead change.