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Private Medical Insurance (PMI) design is changing and as premiums continue to rise, reward leaders are having to make difficult decisions about how to balance affordability, access, and employee expectations.

Employers should consider a person-centred approach to building a healthier, more resilient workforce.

Greater awareness of physical and mental health conditions, better diagnosis, and the uncertain era in which we live, has elevated health awareness for both employers and employees.

Only considered evidence-based benefits strategies can deliver health initiatives that satisfy current budget constraints.

For years, menopause was treated as a personal issue, something for individuals to manage quietly outside of work. That era is over. 

Understand the growing trend of integrating wellness programs into employee benefits and how they contribute to higher engagement and productivity.

As the summer ends and people return to their normal routines, now could now be the perfect time to consider the addition of wellbeing benefits?

In an era defined by openness and employee empowerment, the call for greater transparency in reward and benefits is growing louder.

Employers have an important role to play in the healing journey for LGBTQIA+ individuals.

As the workforce ages, chronic illness will increase – here’s what employers need to consider within their health and wellbeing strategy now.

When it comes to Employment Rights Bill, what is an equality action plan for women’s health and how can employers prepare for their introduction?

Treating GIP like a rainy-day product instead of a communications priority is costing you more than you think.

Neurodivergent employees bring specific advantages to the workplace but also require thoughtful support.

Employee benefits used to be seen as an optional extra including gym memberships, cycle-to-work schemes or discounts at the occasional retailer but expectations from today’s workforce have shifted.