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For more than a decade, employers have invested heavily in workplace wellbeing - from new benefits and platforms to bold initiatives and bigger budgets. Yet, employee wellbeing in the UK has gone backwards.

Spring is a good time to step back and review your benefits strategy to identify and plug and leaks.

How one organisation secured board buy-in and made benefits work for everyone.

When employees are hit by sudden financial shocks do employers have the tools to offer resilience and thereby take better control of knock-on absences? 

The effects of MSK are difficult to predict for healthcare scheme specialists, but even more so for others in the health and wellbeing ecosystem.

With poor health and wellbeing a top employee risk, can employers afford not to offer health insurance?

There’s an optimised level of recognition that carries genuine influence supporting financial outcomes and influencing on a company’s culture.

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

In just a few years demographics will have shifted the make-up of the working population and with it comes very different demands.

Employee absence was once a routine HR responsibility but is now a significant financial and operational risk and one that many organisations still struggle to quantify, predict or control.

Planning ahead doesn’t have to be complicated – but it can make a huge difference to financial confidence.

Lineage has transformed recognition into a culture-defining force - reaching teams on the floor, on the road and around the globe. 

HR leaders recognise the importance of workplace mental health, but what’s often less visible, is the cost of poor mental health that doesn’t show up on absence reports.

Even the cleverest systems can underperform if employees can’t find what they need, don’t understand what’s available, or don’t trust the platform enough to use it.

As automation within reward processes increases, here’s how to ensure pay and reward data remains compliant and accurate

Without proper benefits governance, even the most advanced technology can fail to deliver on its promise.