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Achieving a perfectly balanced EVP between employee and employers is the goal but it could also be a sign that something has gone wrong.

There’s a gap between what wellbeing support employees think they’re getting and what they’re actually accessing and it’s proving to be a significant challenge for employers. 

By bringing the full benefits ecosystem together in one place, employers can help people see what is available, act at the right time and get more value from the benefits investment already being made.

Rising costs are forcing employers to rethink total rewards. Here are some suggestions on how to redirect investment, improve employee impact and maximise return without spending more.

From April 2027, mandatory payrolling of benefits-in-kind arrives. While most of the conversation has focused on payroll, Avantus’ Gina Neale explains what this now means for HR and reward leaders.

Benefits cut across several providers and contract types and now, more than ever, could do with a standard format to connect them efficiently.

Career milestones have long been a fixture of the employee experience - markers of loyalty, progress and contribution. Yet in today’s fast-moving, fragmented workplaces, these moments are losing their impact. The issue is not relevance. It is execution.

From AI disruption to rising expectations around pay transparency, the role of reward is becoming increasingly strategic. And amongst all this change, HR leaders are under mounting pressure to demonstrate business impact and ROI on benefits investment.

Defensible pay is not a new concept for reward professionals. Yet, as pay transparency legislation accelerates and employee expectations shift, the question of what actually holds up under scrutiny has never felt more pressing.

On paper, many organisations can appear stable. Headcount is holding, turnover respectable and retention figures suggesting a steady and engaged workforce. A more complex reality, however, may be hiding under the surface.

Employees have always wanted to get more out of the benefits their employers offer. 

Recognition is one of the few areas of an employee reward strategy that can influence trust, performance and retention.

Have TRS become just a compliance box-ticking exercise instead of the dynamic tool they could be?

While a majority of workers see working from home as a perk, Gen Z is leading a return to the office trend.

When employees redeem rewards, they often deepen their connection to the organisation. But does this mean employers are losing those who don’t always redeem?

As multinational organisations expand at pace, their benefits strategies face growing pressure to deliver consistency, competitiveness, and cultural relevance. Yet the diversity of global markets, from regulation to healthcare systems and employee expectations, means alignment is never straightforward.