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Ahead of REBA’s Future of Pensions Summit, content writer Gill Wadsworth looks back at the REBA Congress 2026 to draw on key insights into how to support pensions engagement. 

Neurodivergent employees bring creativity, sharper problem-solving and the kind of lateral thinking that high-performing teams need.

The biggest blind spot facing reward leaders is determining accurately the financial resilience of employees.

Are your employees disengaged because they don't understand pensions, or because pension communications don't feel relevant to them?

What is the hidden cost of presenteeism, and how can employers better identify and support employees before challenges escalate?

For global employers with large frontline workforces, keeping a workforce engaged and resilient is the key to keeping them financially confident.

Employee data is good at telling you what has changed but not why it changed. So how should we react?

Modern deskbound workers, particularly those working from home, usually have less opportunity to move and stay active.

Speaking at REBA Congress 2026 in June, Dr David Mushati examined why neurodiversity strategies often fall short and what employers can do differently.

Hastee took a look at how employees actually experienced financial wellbeing tools in their day-to-day lives.

Reward and recognition play a critical role in attracting, retaining and engaging talent. Without a clear reward strategy and compelling employee value proposition (EVP), organisations can struggle to recruit and retain the skills they need to succeed.

The link between workplace recognition and employee engagement is well established. Often the hardest part is making that connection when your staff isn’t in front of you. 

Selecting a workplace pension provider is more than just meeting auto-enrolment requirements. Employers who understand the default are more likely to provide solutions that help employees engage with saving and achieve better retirement outcomes.

Strategic recognition when treated more than just a vanity exercise drives performance and reinforces an organisation’s culture.

HR teams can address burnout early before it becomes entrenched if companies foster a culture of listening to, respecting and valuing their employees. That way sources of strain and solutions to reduce conflict can be addressed earlier.