In a competitive landscape, organisations often look to implement competitive salaries and generous benefits. But what is it that really matters when it comes to attracting and retaining the talent your organisation needs to thrive? Discover the case for revolutionising reward and benefits to drive business performance, with focus on:

• recognising what matters most to your workforce and providing flexibility and choice to ensure these needs are met
• the importance of recognition and appreciation to ensure employees feel valued and seen for their contributions
• communicating the value of reward to embed trust and transparency into workplace culture.

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With the HR legislative landscape undergoing significant changes, this session will cover what you’ll need to know moving forward. Focusing on two main areas, you’ll hear from two experts on:

General legislative updates: 

Hear about the latest developments under the Employment Rights Act, updates on both the National Minimum Wage and National Living Wage, as well as recent changes to legislation in the context of pay, reward and benefits. 

Pensions:

Hear the latest updates under The Pensions Scheme Bill and what this means for the UK’s workforce. Understand what measures will be put in place to simplify and streamline the pensions landscape, and boost value and security for working people.

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Employee benefits are a major investment, yet many organisations still struggle to articulate what their benefits are for and whether they are delivering real impact. In this exclusive session, CIPD and Everywhen will discuss the latest research into UK benefit practices, and discuss the disconnect between what employers believe matters most in their benefits strategy, and what they actually provide or prioritise. Drawing on insights from more than 1,000 HR and reward decision‑makers, the session explores the practical implications of these findings — and what leading employers are doing differently.

Together, CIPD and Everywhen will unpack the findings and translate them into practical, evidence‑based actions HR professionals can take to ensure their benefits strategy delivers measurable value for both people and the organisation.

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Prioritising employees wellbeing, including financial wellbeing, is not just a nice-to-have but a strategic tool that increases engagement amongst employees. This panel session will explore the importance of embedding a strong financial wellbeing strategy, as well as:

• going beyond the pay check to set employees up with the tools for financial stability in the now and the future
• understanding different generations have unique financial priorities and adapting communications to cater to different needs
• instilling an empathetic approach whereby employees feel safe to engage with support, improving staff wellbeing. 

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As AI is integrated into all areas of work, the case is no different when it comes to reward and pay. This Solution Room session will allow you to explore how to embed AI and analytics into your total rewards to drive business impact and employee satisfaction. Explore questions such as: 

• How can reward professionals equip themselves with the skills needed to utilise AI?
• How can AI and analytics enable reward professionals to gain deeper insights and streamline decision-making? 
• How can AI provide employees with personalised guidance to make informed decisions when it comes to reward? And how can you support employees with this?

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Working parents and carers are facing a perfect storm of rising care demands, financial strain, and workplace cultures that haven’t kept pace with modern family realities. 

This session will share key findings from the Modern Families Index 2026 and explore practical strategies to transform family-related benefits from “nice-to-have” perks into essential productivity and wellbeing enablers. Learn how to close the gap between policy and practice, and create support systems that help employees manage care responsibilities without sacrificing career growth.

Key takeaways:

• Understand the latest trends shaping family-friendly benefits

• Identify the business impact of unmanaged care-related pressures

• Discover actionable steps to boost retention, resilience, and productivity

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Join us as we explore how employers can harness sustainable and inclusive benefits to drive meaningful ESG impact. In this session, we will look at:

• How forward-thinking organisations are using greener, innovative benefits to attract and retain talent while supporting wider business goals

• How salary sacrifice schemes are making sustainable choices more accessible, improving affordability while supporting employee financial wellbeing

• How employers can deliver flexible, low-admin benefits that enable long-term engagement, measurable impact, and real business value

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In a climate where both organisations and employees are feeling the financial strain, engaging your workforce with total reward requires creative thinking, not big budgets. This session will deep dive into case studies to equip you with the practical, cost-effective solutions needed to elevate your total rewards package and drive productivity and performance. With focus on:

• mastering the art of communicating your existing package to ensure employees understand what is on offer, turning it into a powerful retention tool
• strategically prioritising flexibility and wellbeing to deliver high-impact, zero-cost benefits that boost employee morale and productivity
• adopting holistic approaches to reward, focusing on areas such as recognition and professional growth.
  

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Talking about pay has traditionally been seen as taboo in the workplace, however, more steps are now being taken to require employers to show greater openness when it comes to pay. This panel discussion will tackle questions that UK employers need to think about, such as:

• How will increased pay transparency affect workplace culture and how can employers prepare for this?
• How will the EU Pay Transparency Directive affect UK companies operating in a global context? What needs to be done to create uniformity across organisations? 
• What’s next for pay gap reporting and how can employers focus on tackling pay disparities when it comes to gender, ethnicity and disability?

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