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Getting your pay data in good order is an ongoing cycle of benchmarking, validation, analysis, total reward understanding and clear communication.

Could the rise in NLW present a strategic risk to retention and productivity for reward leaders?

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.

When managed correctly, transparency offers an opportunity to bolster credibility, culture and competitive advantage.

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.

How is leadership reward evolving to recognise long-term impact, strategic influence and the broader contributions of today’s senior leaders.

By making employers more accountable, the new legislation aims to accelerate the pace at which the pay gaps close.

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. 

Around the world, pay transparency is moving from a nice-to-have principle to an unavoidable business reality.