Don’t get left behind: 5 future-proof reward and benefits actions from the experts
Ahead of the upcoming REBA Future Forum 2026 on 19 November in London, we went directly to those in the know to find out about the key priorities facing reward and benefits.
We polled our powerhouse group of exhibitors – the market leaders, disruptors and strategic heavyweights – who don’t just watch the industry evolve but actively build the tools and strategies driving it forward.
These specialists live and breathe the real-world pressures of rising health costs, workforce demographics, and tech transformation every single day.
We asked them what tips and actions reward and benefits professionals should take to build future-looking strategies.
1. Start with data and listen to your people
Consolidate your benefits, payroll, and claims data into a single inventory before adding new solutions. Analyse usage across demographics and life stages to spot hidden risks instead of relying on averages.
Survey employees regularly to uncover gaps, treating low uptake as an issue of relevance, awareness, or trust.
2. Shift focus from traditional catalogues to outcomes and prevention
Replace static benefit menus with solutions targeted to specific workforce challenges. Prioritise budget for early intervention and preventative care to maximise return on investment before crises emerge.
Track real impact, such as retention, performance, and recurring engagement, rather than relying on passive sign-up numbers and surface-level uptake.
3. Simplify access by reducing friction
Lower entry barriers by using low-friction channels like payroll deduction instead of complex standalone apps. Map connected employee journeys to eliminate fragmented, duplicated provider pathways across shifts and locations, and widen access by removing restrictions so vital support reaches those who need it most.
4. Support the "whole employee"
Tailor benefits to diverse life stages with flexible allowances for evolving priorities, from early-career savings to later-life health. Expand inclusive care beyond traditional perks to encompass eldercare, childcare, practical financial guidance, and mental health.
Crucially, equip line managers with everyday tools and signposting knowledge to connect teams with the right support.
5. Future-proof technology, governance, and compliance
Clean data and processes before deploying AI tools. For reward structures, build early compliance infrastructure, such as pay equity analyses, to meet regulatory mandates like EU pay transparency.
Finally, centralise renewals onto a unified calendar to ensure consistent multi-entity governance.
Don't miss your chance to learn more at REBA's Future Forum 2026. Register to attend.
Supplied by REBA Associate Member, REBA
Supporting the reward and benefits community to pursue best practice and drive excellence in their strategies
