Search REBA's entire collection of resources right here! As well as thousands of articles written by REBA members, journalists and industry specialists, we have curated a comprehensive library of reports, guides and research that you will find invaluable to support you in your reward & benefits role.
REBA's Future of Pensions Research 2026 reveals where employers are focusing their efforts as they prepare for the Value for Money framework, decumulation duty, targeted support, dashboards, small-pot consolidation, and more.
This year’s REBA Future of Pensions Summit comes at a pivotal moment. Royal Assent of the Pension Schemes Act 2026 has reshaped employer responsibilities, demanding stronger governance, proof of Value for Money and active intervention to secure better retirement outcomes for members.
Salary sacrifice schemes can help bridge the gap between those employees in deskless roles who have not benefited from post-pandemic perks around remote, hybrid and flexible working as much as their desk-based peers.
Employers preparing for the mandatory payrolling of Benefits in Kind (BiKs) have been given a clearer roadmap of the journey ahead, as Georgie Ward, policy and research officer at the Chartered Institute of Payroll Professionals (CIPP) explains.
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.
True financial resilience isn’t just about access to ready cash, it is built on budgeting and predictability, says Tusker’s head of business development Cheryl Clements.
What’s the market reality compared to the organisational responsibility of attracting and then retaining our top executives with the right remuneration?
The pensions salary sacrifice cap may seem like a long way off, but it’s not too soon to prepare for what’s ahead and to understand how your peers plan to mitigate the impact.
There is a significant disconnect between how employers perceive pension engagement and how employees actually experience their workplace pension. Tackling this gap should be a priority if both sides are to get true value out of their investment, argues Cushon’s Steve Watson.
Companies that invest in meaningful employee benefits are proven to drive higher levels of employee engagement, boosting loyalty, employer appeal, and building their reputation as a great place to work.
Salary sacrifice is designed to improve employees’ financial wellbeing, yet the language surrounding it often has the opposite effect. Only with clear communication can employers realise the true value of these benefits.
