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A recent masterclass hosted by Benifex tackled issues surrounding pay transparency. Gethin Nadin, chief innovation officer at Benifex, spoke to Konstantinos Karavidas, global head of reward at Ingka Group (IKEA), to see how ready the Swedish retail group is.

Around 10% of employees opt out of their workplace pensions. This means millions of workers are losing out on employer contributions and a better financial future. 

Budgets are getting tighter and HR and reward leaders are somehow having to squeeze more value out of existing benefits.

Being proactive when it comes to pay transparency and related legislation changes builds trust and shows that organisations are living up to their commitments on fairness and equity.

As pay constraints continue to dictate the employment landscape, budgets are feeling the squeeze as increasingly expensive benefits are stretched to fill the gap.

Hybrid working kept the country running during the pandemic and its aftermath, but employers are beginning to roll back that choice for many employees.

Employers can use recognition as a tool to shape behaviours and guide employees to measurable outcomes.

Private medical insurance for some companies is becoming an increasingly unsustainable cost.

Communication, engagement and trust are all fundamental to a successful reward strategy.

Recognition programmes, if delivered effectively, have the power to transform business culture, drive company performance and ultimately be the foundation for an organisation’s success.

Appreciating employees should be embedded in a company’s culture rather than a one-off marketing calendar event.

Organisations that cut through complexity and focus on what matters will be best placed to drive engagement, equity and performance.

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

How Canada Life UK helped its people take control of their financial futures.

Did you know the average New Year’s resolution lasts only 17 days? This January, why not pick one that’s guaranteed to stick - and make a real difference.

Compliance can become a catalyst for building robust reward strategies when paired with the correct technology and expertise.

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. 

As we move into 2026, HR leaders should consider how their recognition solutions can work harder for them, embracing strategic engines that drive performance, reinforce behaviours and deliver measurable returns on investment.