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Usage figures show activity, but benefits leaders also need clear objectives and evidence of what the support achieves for employees.

UK employers believe they actively promote benefits and yet nearly a third of employees aren’t aware what’s available. Can AI plug this gap?

Reward leaders think in terms of what benefits are on offer. Employees want to know how they affect their day-to-day lives. Smart communications can bridge that gap.

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

Employers are looking at the return on investment in voluntary benefits and the impact they have on people investment.

Achieving a perfectly balanced EVP between employee and employers is the goal but it could also be a sign that something has gone wrong.

There’s a gap between what wellbeing support employees think they’re getting and what they’re actually accessing and it’s proving to be a significant challenge for employers. 

By bringing the full benefits ecosystem together in one place, employers can help people see what is available, act at the right time and get more value from the benefits investment already being made.

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.

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.

Benefits cut across several providers and contract types and now, more than ever, could do with a standard format to connect them efficiently.