REBA Future Forum 2026

Attendees, exhibitors & solutions

Who this event is for

Industry trends

Key trends shaping this market and its wider industry.

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A range of accommodation options near the venue and across key areas.

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Frequently asked

Glossary

1

Total reward

The combined value of pay, pension, benefits, bonus, recognition and development that an employer offers; REBA Future Forum sessions often examine how employers communicate this full package rather than salary alone.

2

Flexible benefits

A benefits arrangement that lets employees choose from a menu of options, often funded by a mix of employer core cover and employee salary sacrifice; common examples include dental, critical illness, cycle-to-work and additional holiday.

3

Salary sacrifice

An arrangement where an employee gives up part of gross salary in exchange for a non-cash benefit, which can reduce tax and National Insurance where rules allow; pensions, cycle-to-work and some car schemes are common examples.

4

Group risk

Employer-provided insurance cover such as group life assurance, group income protection and group critical illness; reward teams review these alongside absence, ill-health and pension risks.

5

Employee assistance programme (EAP)

A confidential support service giving employees access to counselling, legal information, financial guidance or crisis support; EAPs are often integrated into wider wellbeing strategies discussed at benefits forums.

6

Private medical insurance (PMI)

Health insurance that covers private diagnosis and treatment; employers use PMI as a core or voluntary benefit and need to manage cost, eligibility and communication carefully.

7

Auto-enrolment

The UK requirement for eligible workers to be automatically enrolled into a workplace pension, with minimum employer and employee contributions; pension and reward sessions often reference how auto-enrolment fits wider financial wellbeing.

8

Benefits platform

Online or app-based systems used to administer flexible benefits, enrolments, communications and payroll changes; platform selection and data integration are recurring themes for reward and HR operations teams.

9

Reward benchmarking

Comparing pay and benefits against market data and peer employers to test competitiveness; at a forum like REBA Future Forum, benchmarking conversations usually focus on benefits utilisation, cost and employee perceived value.

10

Wellbeing strategy

A coordinated approach covering physical, mental, financial and social wellbeing; effective strategies link benefits, absence data, line manager capability and employee communications rather than relying on standalone initiatives.

11

Pay transparency

The move toward clearer information about pay ranges, pay gaps and reward decisions; for benefits teams it connects to gender pay gap reporting, equal pay risk and how total reward is explained to employees.

12

Employer value proposition (EVP)

The combination of purpose, culture, pay, benefits and career experience an employer offers; benefits leaders use the EVP to connect reward packages with recruitment and retention messages.

13

Benefits eligibility

The rules that determine which employees can access which benefits, often based on grade, service, contract type or location; eligibility design affects cost, fairness and the employee experience.

14

Pension allowance

The annual limit on tax-advantaged pension saving; reward and pension teams need to understand allowances when designing salary sacrifice, executive pension or financial wellbeing communications.