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SMEs are able to implement budget-friendly recognition programmes that make a big impact on employee morale and loyalty.

Despite recent high-profile pushback, for many companies DEI continues to be essential within an effective reward and benefits strategy.

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

Over a quarter of employees say electric vehicle benefits make them stay longer with their employer

Recognising the symptoms of burnout can be difficult while it’s happening, which is why awareness of personal risk factors is key for employers and employees.

There are best practices for designing global reward strategies that respect cultural differences while maintaining consistency in company values.

For decades, industries like retail, hospitality and healthcare have operated under a shared assumption that employee benefits are a luxury reserved for high-margin sectors. But that assumption is now being dismantled, says Benifex’s chief innovation officer Gethin Nadin.

From AI analytics to benefits platforms that promise to do all the heavy lifting, the pitch is clear: faster processes, smarter insights and, apparently, fewer headaches.

How a more holistic approach to benefits can support, reward and, ultimately, satisfy your employees.

3R Strategy’s Global Salary Planning Survey shows us what to expect from salaries and budgets for the near future. 

As the pressure builds on reward leaders to manage ever tighter budgets, how can employers make the most of salary sacrifice schemes?

Equal pay and transparency aren’t just legal requirements – they’re strategic imperatives. That was the message from Konstantinos Karavidas, Global Head of Reward at IKEA, when he joined us at Benifex’s Future of HR Forum.

Zest product manager, Clare Seears, looks into benchmarking employee benefit platforms, and why it’s a vital aspect of keeping your offering competitive.

For employees to feel a deeper sense of belonging to an organisation, they need to feel appreciated for what they do and who they are. It’s about give and take.

Employee progression and long-term succession planning should be core building blocks of any reward strategy.