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A complete view of all the elements of a compensation package can build productive employee-employer relations. In this explainer article, REBA writer Dan Cave explores the ins and outs of effectively communicating benefit offerings, and what makes a great total reward statement as the compensation regulatory landscape changes.
The Employment Rights Act 2025 has recently received Royal Assent, and contains some important changes to how gender pay gap reporting must be carried out from 2027 onwards.
Willis Towers Watson takes a look at four of the key issues at the top of benefit and reward leaders' agendas for this year from harnessing AI and retaining talent, to implementing the EU Pay Transparency Directive and managing discussions around total reward.
Barnett Waddingham’s Melissa Blissett and Jane van Zyl, of Working Families, offer their insight into how the Employment Rights Bill will affect flexible working and the gender pay gap.
With the EU Pay Transparency Directive deadline only six months away, employers need to take a forensic look at the compliance risks they may be exposed to.
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.
With rising Employer National Insurance, increased National Minimum Wage, and the impact of AI reshaping the talent marketplace, employers face a critical challenge: how to keep the right people longer when pay alone isn’t enough.
While UK employers may not face direct legal obligations, many are already experiencing the ripple effects: rising employee expectations, competitive pressures, and calls for greater equity.
The Netherlands’ decision to delay implementation of the EU Pay Transparency Directive has increased speculation other countries may also hold off meeting next year’s June deadline. This explainer looks at how far governments have progressed towards the Directive and what employers can do, in the face of current concerns and fears of delay, to best prepare.
Closing pension gaps created by gender, ethnicity and disability requires co-operation from the government, individuals, employers as well as pension schemes.
