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Benifex Energize in Copenhagen – a wrap up 

21.04.26

On April 17, we gathered at the Danish Architecture Center (DAC) in Copenhagen for an afternoon of insights, discussions, and forward-looking perspectives on benefits, well-being, and the future of work.

With stunning views over the canal and the city, our own Kristian Sveigaard (Enterprise Executive) set the tone for the day. It quickly became clear: we are at a turning point. One where benefits are no longer a “nice to have” — but a critical part of business strategy.

The changing nature of work 

The first session, “More than perks: Building workplaces and workforces that last”, led by Sophie Valencia Vogel (Content Writer at Benifex) and Karl-Axel Karlsson (Business Development Manager at Benifex) started from a simple but powerful reality:

We are living longer — and we will need to work longer. This shift brings new expectations for employers. Workplaces must be sustainable over time, not just productive in the short term. At the same time, we’re operating in an increasingly pressured environment, shaped by economic and political uncertainty and rising stress levels. In Denmark alone, 29% of adults report experiencing high levels of stress.

This is where benefits take on a new role. Not just as a tool to attract talent — but to prevent ill health, strengthen the employer–employee relationship, and boost engagement and performance.

We’re also seeing a rise in creativity. Benefits such as pawternity leave, no-meeting Fridays, breakup leave, and even failure bonuses highlight how organizations are rethinking the employee experience.

Next on stage, Gethin Nadin, Chief Innovation Officer at Benifex, shared four critical trends every HR leader should act on: 

1. Wellbeing as a foundation — not an initiative 

We’ve reached a tipping point. Work itself is now being identified as one of society’s biggest challenges, while well-being across Europe continues to decline in the long term. Despite 85% of HR leaders recognizing the measurable impact of wellbeing, investment is stalling.

But the data is clear: organizations with high well-being scores outperform financially as well. This is not just reshaping HR. It’s influencing investor behavior too.

2. AI is reshaping everything — but culture is the enabler 

AI is already driving productivity. But one factor stands out: Organizations with strong cultures are more successful in adopting AI.

Employees who feel supported are significantly more likely to use AI tools. This makes the employee value proposition (EVP) and culture directly business-critical.

3. The direct impact of benefits on performance 

The link between benefits and performance is becoming increasingly evident. Data shows a clear linear relationship: Employees with access to more benefits deliver, on average, 39% more effort.

Even for startups, the impact is significant — investing in benefits technology increases the likelihood of surviving the crucial early years.

4. Radical transparency in pay and reward 

Pay transparency is no longer a trend — it’s a movement. Research shows that it:

  • does not reduce productivity
  • increases both the volume and quality of job applications
  • reduces employees’ intention to leave by up to 30%

But transparency alone isn’t enough — communication is key. Organizations need to be able to answer:

  • Why does someone earn more than I?
  • How can I progress and increase my pay?

Clarity, culture, and leadership are essential and will play a significant role in successfully implementing pay transparency.

From discussion to action 

After a short break, we continued with roundtable discussions, and one question kept coming back:

Are benefits treated as a strategic lever — or are they still primarily operational? Many organizations find themselves somewhere in between. Challenges around global consistency, local adaptation, and prioritization remain — but so do the opportunities.

Transparency, pensions, and what comes next 

The day concluded with a panel discussion featuring Jon Sannes, Founder & Manager, Partner Nordic Reward Partners & PayGap, Ella Andersson, Commercial Advisor, Lifeplan, and our own Kristian Sveigaard.

Ella opened by introducing Lifeplan and highlighting the importance of independent guidance — free from conflicts of interest. Bank advisors often have their own funds or receive kickbacks, which can significantly influence their investment recommendations, whereas Lifeplan does not receive any commission on its advice.

Jon Sannes emphasized that implementing pay transparency requires:

  • leadership education
  • CFO and executive alignment
  • both financial and behavioral investment

This is not just an HR issue — it’s a business issue. He also highlighted that many organizations are not only supportive of pay transparency but are also actively looking to implement it. Where delays occur, they appear to be driven more by political factors than by employer resistance.

Ending on a high note 

We wrapped up the day with a sunny after-work on the terrace, overlooking Copenhagen, and plenty of continued conversations. While much is changing, one thing remains constant: coming together is not only inspiring and energizing — it’s also a powerful way to drive real change.

If you want to continue this conversation with us, please contact us here. 

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