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In a world of increasing costs and constricting budgets, employee benefits can become a strategic advantage for SMEs in a competitive market.

Employers will need to watch out for how changes to the government’s Employment Rights Bill impact inclusivity, reward and benefits.

Employee recognition has long been hailed as an effective tool for driving employee motivation and engagement. Over the past 12 months though, it has taken on new significance, with more businesses understanding the value of recognising and celebrating their people. 

This week is marked in two rather different ways for debt support charity StepChange – both of which are relevant to employers.

Rani Ahmed, HR projects manager at Stone King LLP, shares how changing their voluntary benefits solution helped address wider wellbeing and social connection challenges.

This past year has been tough for many employees, with some having to take pay cuts, reduced hours or having to go on furlough. Although there may be light at the end of the tunnel for some, employees and employers will be feeling the repercussions from last year for some time.

Getting your employees to consider the money they’ll have in retirement can be difficult.

Whether you love it or loathe it, working from home isn’t going away anytime soon. With companies such as Salesforce, Twitter and Spotify all announcing some form of flexible working model going forwards.

As the name suggests, employee engagement hubs are platforms that help businesses drive employee engagement. But what does that actually mean?

As the third lockdown continues, it is unsurprising that the state of the nation’s mental wellbeing is reported to be at a critical level.

When you think about your employees right now, there is likely a lot going on for them, and it’s critical for leaders to think about the best ways to connect, recognise and support  their people to keep companies moving forward. At a time like this, if we look at our organisation’s purpose, we can re-engage employees in new and exciting ways that create productive and resilient organisations and people.

Every aspect of our professional and personal lives has been touched by Covid-19, while businesses have felt the impact of the virus through the economic downturn. Our understanding of the wider impact of the pandemic is still evolving, and it is likely that we have only glimpsed the tip of a rather bleak iceberg. Research by professional bodies such as MIND warn of a mental health emergency, suggesting longer-term health and wellbeing implications are waiting in the wings.

I’ve had my own experience and battles with mental health and, along the way, have read a lot and taken away some insights that I’d like to share with you, specifically around mindfulness.

Traditional sedentary workplace cultures are having a negative impact on employees’ health. A recent study published in the Journal of Epidemiology and Community Health linked sitting for long periods of time during the day to around one in 10 deaths each year in the UK, with the lead author noting that many modern workplaces “represented a significant proportion of unavoidable daily sitting time for many people”.   

Today, many workforces are multi-generational. For your business’s financial wellbeing strategy to be truly effective, it is vital that you support every generation and every individual within the company. Here, we explore how to build a truly inclusive approach to financial wellbeing.

Keeping employees happy and well cared for is key to the success of a business. Happier employees are more productive, boosting not only the workplace atmosphere, but also company productivity. 

With today’s ageing population, it is time to devise innovative solutions to address the financial challenges of having an older workforce. In its 2018 reward management survey, the CIPD found that 52 per cent of respondents predicted that the ageing population would impact their policies and processes in the next five years. How exactly will this affect pay strategy and reward?