The first session, \u201cMore than perks: Building workplaces and workforces that last\u201d, 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:<\/p>\n\n\n\n
We are living longer \u2014 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\u2019re 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.<\/p>\n\n\n\n
This is where benefits take on a new role. Not just as a tool to attract talent \u2014 but to prevent ill health, strengthen the employer\u2013employee relationship, and boost engagement and performance.<\/p>\n\n\n\n
We\u2019re 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.<\/p>\n\n\n\n
<\/p>\n\n\n\n
Four trends shaping HR in 2026<\/strong> <\/h4>\n\n\n\nNext on stage, Gethin Nadin, Chief Innovation Officer at Benifex, shared four critical trends every HR leader should act on: <\/p>\n\n\n\n
1. Wellbeing as a foundation \u2014 not an initiative<\/strong> <\/h4>\n\n\n\nWe\u2019ve reached a tipping point. Work itself is now being identified as one of society\u2019s 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.<\/p>\n\n\n\n
But the data is clear: organizations with high well-being scores outperform financially as well. This is not just reshaping HR. It\u2019s influencing investor behavior too.<\/p>\n\n\n\n
<\/p>\n\n\n\n
2. AI is reshaping everything \u2014 but culture is the enabler<\/strong> <\/h4>\n\n\n\nAI is already driving productivity. But one factor stands out: Organizations with strong cultures are more successful in adopting AI.<\/p>\n\n\n\n
Employees who feel supported are significantly more likely to use AI tools. This makes the employee value proposition (EVP) and culture directly business-critical.<\/p>\n\n\n\n
<\/p>\n\n\n\n
3. The direct impact of benefits on performance<\/strong> <\/h4>\n\n\n\nThe 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.<\/p>\n\n\n\n
Even for startups, the impact is significant \u2014 investing in benefits technology increases the likelihood of surviving the crucial early years.<\/p>\n\n\n\n
<\/p>\n\n\n\n
4. Radical transparency in pay and reward<\/strong> <\/h4>\n\n\n\nPay transparency is no longer a trend \u2014 it\u2019s a movement. Research shows that it:<\/p>\n\n\n\n
\n- does not reduce productivity<\/li>\n\n\n\n
- increases both the volume and quality of job applications<\/li>\n\n\n\n
- reduces employees\u2019 intention to leave by up to 30%<\/li>\n<\/ul>\n\n\n\n
But transparency alone isn\u2019t enough \u2014 communication is key. Organizations need to be able to answer:<\/p>\n\n\n\n
\n- Why does someone earn more than I?<\/li>\n\n\n\n
- How can I progress and increase my pay?<\/li>\n<\/ul>\n\n\n\n
Clarity, culture, and leadership are essential and will play a significant role in successfully implementing pay transparency.<\/p>\n\n\n\n
<\/p>\n\n\n\n
From discussion to action<\/strong> <\/h4>\n\n\n\nAfter a short break, we continued with roundtable discussions, and one question kept coming back:<\/p>\n\n\n\n
Are benefits treated as a strategic lever \u2014 or are they still primarily operational? Many organizations find themselves somewhere in between. Challenges around global consistency, local adaptation, and prioritization remain \u2014 but so do the opportunities.<\/p>\n\n\n\n
<\/p>\n\n\n\n
Transparency, pensions, and what comes next<\/strong> <\/h4>\n\n\n\nThe 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.<\/p>\n\n\n\n
Ella opened by introducing Lifeplan and highlighting the importance of independent guidance \u2014 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.<\/p>\n\n\n\n
Jon Sannes emphasized that implementing pay transparency requires:<\/p>\n\n\n\n
We\u2019ve reached a tipping point. Work itself is now being identified as one of society\u2019s 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.<\/p>\n\n\n\n
But the data is clear: organizations with high well-being scores outperform financially as well. This is not just reshaping HR. It\u2019s influencing investor behavior too.<\/p>\n\n\n\n
<\/p>\n\n\n\n
2. AI is reshaping everything \u2014 but culture is the enabler<\/strong> <\/h4>\n\n\n\nAI is already driving productivity. But one factor stands out: Organizations with strong cultures are more successful in adopting AI.<\/p>\n\n\n\n
Employees who feel supported are significantly more likely to use AI tools. This makes the employee value proposition (EVP) and culture directly business-critical.<\/p>\n\n\n\n
<\/p>\n\n\n\n
3. The direct impact of benefits on performance<\/strong> <\/h4>\n\n\n\nThe 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.<\/p>\n\n\n\n
Even for startups, the impact is significant \u2014 investing in benefits technology increases the likelihood of surviving the crucial early years.<\/p>\n\n\n\n
<\/p>\n\n\n\n
4. Radical transparency in pay and reward<\/strong> <\/h4>\n\n\n\nPay transparency is no longer a trend \u2014 it\u2019s a movement. Research shows that it:<\/p>\n\n\n\n
\n- does not reduce productivity<\/li>\n\n\n\n
- increases both the volume and quality of job applications<\/li>\n\n\n\n
- reduces employees\u2019 intention to leave by up to 30%<\/li>\n<\/ul>\n\n\n\n
But transparency alone isn\u2019t enough \u2014 communication is key. Organizations need to be able to answer:<\/p>\n\n\n\n
\n- Why does someone earn more than I?<\/li>\n\n\n\n
- How can I progress and increase my pay?<\/li>\n<\/ul>\n\n\n\n
Clarity, culture, and leadership are essential and will play a significant role in successfully implementing pay transparency.<\/p>\n\n\n\n
<\/p>\n\n\n\n
From discussion to action<\/strong> <\/h4>\n\n\n\nAfter a short break, we continued with roundtable discussions, and one question kept coming back:<\/p>\n\n\n\n
Are benefits treated as a strategic lever \u2014 or are they still primarily operational? Many organizations find themselves somewhere in between. Challenges around global consistency, local adaptation, and prioritization remain \u2014 but so do the opportunities.<\/p>\n\n\n\n
<\/p>\n\n\n\n
Transparency, pensions, and what comes next<\/strong> <\/h4>\n\n\n\nThe 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.<\/p>\n\n\n\n
Ella opened by introducing Lifeplan and highlighting the importance of independent guidance \u2014 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.<\/p>\n\n\n\n
Jon Sannes emphasized that implementing pay transparency requires:<\/p>\n\n\n\n
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.<\/p>\n\n\n\n
Even for startups, the impact is significant \u2014 investing in benefits technology increases the likelihood of surviving the crucial early years.<\/p>\n\n\n\n
<\/p>\n\n\n\n
4. Radical transparency in pay and reward<\/strong> <\/h4>\n\n\n\nPay transparency is no longer a trend \u2014 it\u2019s a movement. Research shows that it:<\/p>\n\n\n\n
\n- does not reduce productivity<\/li>\n\n\n\n
- increases both the volume and quality of job applications<\/li>\n\n\n\n
- reduces employees\u2019 intention to leave by up to 30%<\/li>\n<\/ul>\n\n\n\n
But transparency alone isn\u2019t enough \u2014 communication is key. Organizations need to be able to answer:<\/p>\n\n\n\n
\n- Why does someone earn more than I?<\/li>\n\n\n\n
- How can I progress and increase my pay?<\/li>\n<\/ul>\n\n\n\n
Clarity, culture, and leadership are essential and will play a significant role in successfully implementing pay transparency.<\/p>\n\n\n\n
<\/p>\n\n\n\n
From discussion to action<\/strong> <\/h4>\n\n\n\nAfter a short break, we continued with roundtable discussions, and one question kept coming back:<\/p>\n\n\n\n
Are benefits treated as a strategic lever \u2014 or are they still primarily operational? Many organizations find themselves somewhere in between. Challenges around global consistency, local adaptation, and prioritization remain \u2014 but so do the opportunities.<\/p>\n\n\n\n
<\/p>\n\n\n\n
Transparency, pensions, and what comes next<\/strong> <\/h4>\n\n\n\nThe 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.<\/p>\n\n\n\n
Ella opened by introducing Lifeplan and highlighting the importance of independent guidance \u2014 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.<\/p>\n\n\n\n
Jon Sannes emphasized that implementing pay transparency requires:<\/p>\n\n\n\n
But transparency alone isn\u2019t enough \u2014 communication is key. Organizations need to be able to answer:<\/p>\n\n\n\n
- \n
- Why does someone earn more than I?<\/li>\n\n\n\n
- How can I progress and increase my pay?<\/li>\n<\/ul>\n\n\n\n
Clarity, culture, and leadership are essential and will play a significant role in successfully implementing pay transparency.<\/p>\n\n\n\n
<\/p>\n\n\n\n
From discussion to action<\/strong> <\/h4>\n\n\n\n
After a short break, we continued with roundtable discussions, and one question kept coming back:<\/p>\n\n\n\n
Are benefits treated as a strategic lever \u2014 or are they still primarily operational? Many organizations find themselves somewhere in between. Challenges around global consistency, local adaptation, and prioritization remain \u2014 but so do the opportunities.<\/p>\n\n\n\n
<\/p>\n\n\n\n
Transparency, pensions, and what comes next<\/strong> <\/h4>\n\n\n\n
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.<\/p>\n\n\n\n
Ella opened by introducing Lifeplan and highlighting the importance of independent guidance \u2014 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.<\/p>\n\n\n\n
Jon Sannes emphasized that implementing pay transparency requires:<\/p>\n\n\n\n
![\"\"](\"https:\/\/benifex.com\/wp-content\/uploads\/sites\/5\/2026\/04\/LinkedIn_Blog_BenifexEnergizeCph_WrapUp_Image_1-1024x647.jpeg\")
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