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The gender pension gap has been discussed for many years, yet it remains one of the most persistent inequalities in retirement outcomes.

The traditional job-based model, accelerated by AI, geopolitical volatility and shifting workforce expectations, is struggling to keep up with the speed at which organisations need to move. The question for HR and reward leaders is no longer whether skills matter, but what it really takes to become a skills-based organisation.

Pay transparency has the potential to fundamentally reshape how organisations design, manage and communicate total reward. 

Some of the biggest changes in a generation to sick pay are about to affect the finances, operations and reputations of every UK company. Acting now might help reduce any costs.

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.

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

Share ownership is not just a reward mechanism but a means of helping employees become owners who participate in the value they help create.

Organisations invest significant time and effort designing reward strategies to attract, retain and motivate talent. Yet employees rarely form their opinions by reading policies or frameworks. They experience reward through conversations with their manager.

Some types of employees struggle to access help with their health and wellbeing. REBA’s first report in its latest trilogy, in partnership with Personal Group, shows how frontline, shift-based and deskless workers can access support to stay healthy, engaged and in work.

Traditional job evaluation systems are no longer fit for purpose. Sticking with them is now the riskier choice.

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.

Benifex’s Gethin Nadin argues that employee benefits are no longer economically or operationally valid and in need of some technical reframing.

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.

What’s the market reality compared to the organisational responsibility of attracting and then retaining our top executives with the right remuneration?

Employees increasingly demanding to know the rationale and mechanisms behind what they’re being paid.

The EU Pay Transparency Directive is more than a compliance exercise. WTW explores how forward-thinking organisations are turning it into a strategic advantage, building trust and driving pay equity.