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For a long time, workplace wellbeing was treated primarily as an employee experience issue. Employers invested in it because they wanted their people to feel healthier, happier and better supported. Yet, wellbeing is also fundamental to performance.

For most employees the end of the vacation period only means the pressure is back on to deliver those projects. For middle managers, the pressure never really went away.

Join your senior peers at the REBA Future Forum 2026 in London to sharpen your strategic thinking, stay on top of what's next in the reward and benefits landscape and set a clear vision for your organisation. 

Mental health is the top risk to workforce sustainability. REBA’s content editor Dawn Lewis analyses the findings from this year’s Health and Wellbeing Research to understand how employers are addressing this risk.

Managers who are trained to support employees are key to staff retention and engagement and, therefore, an invaluable asset to the company.

Writing in REBA’s Health and Wellbeing Research 2026, Alison Unsted CEO at MindForward Alliance, explains why an impactful approach to workplace wellbeing will avoid isolated initiatives and align culture, environment and support systems.

UK employers face rising mental health-related absence, yet available support is underused due to low awareness and poor integration. Treating wellbeing as a core business priority can improve performance, reduce absence, and retain talent.

Rising sickness absence in the UK is exposing deeper workforce and wellbeing challenges, putting line managers at the centre of efforts to reinforce safe working practices, spot issues early and guide employees to the right support.

Catch up on the latest pension insights before REBA’s Future of Pensions Summit 2026 as content editor Dawn Lewis rounds up key trends from REBA’s Associate Member research.

Well-intentioned neurodiversity policies often fall down which is why the right support, implemented well, is the crucial difference between saying you’re inclusive and actually being inclusive. 

Back to school can be a stressful time for working families. Employers can do their part to ease that pressure.

September marks the moment that people come back from summer leave and everyday life begins to settle again. For many employees, it's also when they start thinking about getting back into exercise, eating better or simply finding more time for themselves. Find out how to make health and wellbeing count in September.

Setting out a clear pay progression route gives employees a stronger reason to build their future where they are instead of looking elsewhere. It works out to be more cost effective for you as an employer too.