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As we come to closing out the year, Standard Life looks at whether employees’ financial priorities have changed. 

Offering the basics is no longer cutting it with employees. They expect real value benefits that make a difference to their lives.

A wellbeing strategy built around life stages flexes with life’s realities meeting people where they are in life with what they need at that time.

Resilience on different levels is fast becoming a defining feature of high-performing organisations.

Employer-funded health benefits need a rethink if they are to work as strategic tools for workforce sustainability and performance.

Wellbeing has always been more than physical health alone. It should ideally bring together mental, emotional, physical, lifestyle, and financial aspects of wellbeing, creating a long-term vision of helping people feel confident and resilient in every area of life. 

Without proper job architecture in place, job data becomes inconsistent and undermines every aspect of pay governance.

ISA reforms could be on the cards in this week’s autumn Budget, but Steve Watson, director of policy & research at NatWest Cushon argues that there’s a better, simpler way to get Britain investing.

Rising costs, tighter budgets and increased scrutiny on a return on investment are prompting employers to focus on benefits that offer clear, measurable value.

Steps taken today could embed pay transparency in organisations in the next couple of years fundamentally changing how employees, candidates and society itself perceive the world of work.