The UK employee benefits landscape is shifting (as always), and business leaders and HR must be prepared. With new regulations including pay transparency laws in the EU, NI increases in the UK, and proposed pension reforms businesses need to stay ahead to ensure compliance while also managing costs and employee expectations.
At first sight, these changes might seem like yet another regulatory burden, but in reality, they offer an opportunity for Business’s here in the South-West to improve transparency, refine benefits strategies, and enhance the employer brand. The key is knowing how to navigate them effectively.
What’s changing?
Firstly, the EU Pay Transparency Directive
What’s that?
In a major move toward greater pay equity, the EU has introduced the Pay Transparency Directive, which will take full effect by June 2026. This regulation is designed to combat pay gaps by ensuring salary clarity and fairness across workplaces.
For Businesses, this means new obligations, including:
Salary transparency during recruitment: Employers must disclose salary ranges in job postings and are prohibited from inquiring about candidates’ salary histories.
Gender pay gap reporting: Organisations with at least 150 employees are required to report on gender pay gaps, with the threshold decreasing to 100 employees after four years.
Right to pay information: Employees can request information on average pay levels, broken down by gender, for categories of workers performing the same work or work of equal value.
While these rules may present administrative challenges, they also push businesses to be more transparent about their pay structures, which can boost trust, attract top talent, and improve retention. The companies that embrace this shift early—by conducting internal salary audits and ensuring pay structures are equitable—will find themselves in a stronger position than those scrambling to comply at the last minute.
Next up..NI increases
In the UK, employer National Insurance Contributions are set to increase from 13.8% to 15% tomorrow! This means a direct rise in payroll costs for businesses, potentially squeezing budgets further in an already challenging economic climate. To manage this impact, many businesses are turning to salary sacrifice schemes, where employees trade a portion of their salary for benefits like pension contributions or other tax-efficient perks. This approach can reduce the NIC burden for both employers and employees while ensuring that workers still receive valuable benefits.
As payroll costs rise, Businesses and HR will also need to re-evaluate benefits spending and look for ways to offer impactful benefits without unnecessary cost increases. Smart benefit strategies such as financial wellbeing programs can help businesses remain competitive without simply increasing salaries.
Thirdly, Pension reforms
Pension reform is also evolving, with a focus on expanding auto-enrolment and increasing minimum contributions. Proposed changes include
These reforms aim to boost retirement savings, but they also increase employer costs and administration.
Saying that, these changes haven’t been made official yet (so a bit of a heads up!) Employers should stay informed about potential future changes to auto-enrolment criteria to ensure compliance and optimal benefits administration (that’s how I can help BTW)
What’s that all mean for Business Leaders and HR?
These regulatory shifts may feel like another compliance headache, but they also create opportunities to refine HR strategies and position businesses as leaders in fair pay and employee wellbeing.
From a compliance perspective, failing to align with these new laws could lead to financial penalties, reputational damage, and even employee lawsuits. Payroll will need to stay on top of NI changes, while preparation for pay transparency reporting requirements and ensure pension enrolment processes are ready for possible reforms is needed.
On the cost side, companies will need to navigate higher payroll expenses from NIC increases and potential pension changes, meaning efficient benefits management will be more important than ever. Instead of simply increasing salaries, businesses can optimise a “total rewards strategy” to ensure every pound spent on employee benefits is meaningful and effective.
But beyond compliance and cost control, these changes also offer a competitive edge. Businesses that embrace transparency, invest in employee financial wellbeing, and optimise benefits to meet new expectations will stand out as top employers by attracting and retaining talent in an increasingly benefits-driven job market here in the South West.
So…How to stay ahead? Here’s some practical steps
Prepare for pay transparency now
Start by conducting an internal salary audit to identify and fix any pay disparities before public reporting requirements take effect. Train managers on fair pay practices, and ensure job ads include clear, competitive salary bands. Taking proactive steps now can prevent compliance issues later.
Offset NIC increases with intelligent benefits
With employer National Insurance contributions rising, rethink your benefits strategy. Salary sacrifice schemes can reduce payroll tax burdens, while flexible benefits platforms allow employees to choose perks that are cost-effective yet highly valued.
Stay ahead of pension changes
Even though pension reforms aren’t yet law, businesses should prepare by reviewing auto-enrolment processes and exploring ways to enhance pension contributions in a cost effective manner. Communicating clearly with employees about their pension options will also be essential in boosting engagement.
Automate and streamline benefits management
Manually handling pay transparency reporting, NIC adjustments, and pension enrolment is a time-consuming burden for HR teams. Investing in intelligent benefits technology to automate compliance, simplify payroll adjustments, and provide real-time insights to optimise benefits strategies.
Gold: Best Expression of a Brand on Social Media Channels
Bronze: Best Use of Copy Style or Tone of Voice
The Transform Awards celebrate excellence in brand strategy and execution across Europe. saintnicks’ work with Ascot Racecourse brought to life the brand’s creative platform, Elegance at Play – combining social-first storytelling, a distinct tone of voice, and thumb-stopping, jaw-dropping content that captured the attention of both loyal racegoers and new audiences alike.
Speaking on the win, Fraser Bradshaw, CEO at saintnicks, said:
“We set out to create a truly ownable brand voice and world-class social content that matched Ascot’s stature as an iconic British institution. To see that work recognised is a brilliant moment for the team and a testament to the power of brave, collaborative thinking.”
If you’re after a creative brand agency that will go the extra mile for your brand, drop saintnicks a line. You can find out more about their brand, campaigns, content and digital expertise here, or reach out to their Client Services Director, Francois d’Espagnac.
AI is transforming employee benefits—enhancing engagement, streamlining admin, and driving smarter decisions. Let’s explore how AI-powered personalisation, automation, and predictive analytics are shaping the future of benefits in and around Bristol.
Better decision making. Enhancing employee engagement…AI is changing benefits, fast. From reshaping how companies design benefits to how admin manage them, this tech is like nothing we’ve seen before.
So, how exactly is technology shaping the future of employee benefits? Let’s delve deeper into some of the most significant trends and predictions.
1. AI-driven personalisation
One-size-fits-all benefits packages are quickly becoming a thing of the past. Employees today expect benefits tailored to their unique needs and lifestyles. AI is making this a reality by analysing vast amounts of data—demographics, preferences, claims history, and even engagement patterns—to recommend the most relevant benefits for each individual.
For example, AI-powered benefits platforms may soon be able to suggest healthcare plans based on an employee’s past usage or recommend well-being programmes tailored to their stress levels or fitness goals. This kind of personalisation could help companies deliver benefits that really make a difference for their workforce, ultimately leading to greater satisfaction and retention.
2. Streamlining benefits administration with automation
AI and automation tools are changing the game by handling repetitive administrative tasks such as enrolment processing, compliance checks, and payroll integrations.
By automating these functions, Business Leaders and HR teams can free up valuable time to focus on strategic initiatives, such as improving employee engagement and workforce planning. Moreover, automation minimises errors, ensuring that benefits data remains accurate and up-to-date.
3. Improving employee experience with chatbots and virtual assistants
People Leaders frequently receive queries from employees about their benefits—ranging from eligibility and coverage details to claims procedures. AI-powered chatbots and virtual assistants can provide instant, 24/7 support to employees, answering common questions and guiding them through benefit selections.
This reduces the burden on Business Leaders and HR teams while ensuring that employees get the information they need when they need it. Plus, chatbots can proactively remind employees about key deadlines, such as tax periods or required documentation submissions, helping to improve overall engagement with benefits.
4. Leveraging predictive analytics for smarter decision-making
AI is already improving how benefits are administered, but what if it could also help companies make strategic benefits decisions? Predictive analytics tools will soon be able to analyse trends and employee behaviour to help HR teams anticipate future needs.
For example, AI could forecast which benefits are likely to see higher utilisation based on historical data, enabling companies to adjust their offerings accordingly. This would help Business Leaders and HR teams make data-driven decisions that align benefits with workforce needs, budget constraints, and overall company objectives.
5. Ensuring fairness and transparency in benefits access
AI-driven benefits platforms can also help eliminate bias in benefits administration. By analysing data objectively, AI can identify gaps in benefits utilisation among different employee groups and highlight areas where adjustments may be needed to ensure inclusivity and fairness.
For example, AI might reveal that certain demographics within a company are underutilising mental health resources due to a lack of awareness. Business Leaders can then take targeted steps to address these gaps, ensuring that benefits are truly accessible to all employees.
So…
What’s the take-away? Balancing innovation with a human touch
While AI offers incredible potential in the employee benefits space, it’s essential to balance automation with human oversight. The goal should be to enhance Business Leaders and HR’s ability to provide meaningful, personalised benefits—without removing the human element that makes employee support truly effective.
By embracing AI, companies here is the South West can not only improve efficiency but also create benefits experiences that employees love. The future of employee benefits is here, and it’s smarter, more personalised, and more impactful than ever before.
To learn more about what emerging technologies are bringing to benefits get in touch.
You want your employees to take their PTO, but how can you encourage them to make the most of it? After spending time within the WECA led Good Employment Charter and fellow member Rich Roberts from Enrich it struck me that it can be boiled down to 4 areas of focus.
Taking paid time off (PTO) can sometimes feel more like a guilty pleasure than a necessary break. Latest research has now indicated that nearly 60% of the UK workforce takes less time off than their holiday allotment allows. Many employees hesitate to take their PTO, fearing they’ll fall behind or be seen as less dedicated. But not taking time off can lead to burnout, decreased productivity, and overall dissatisfaction.
Encouraging employees to use their PTO is essential for their well-being and the company’s success. Here are four effective strategies to ensure employees feel empowered to take their well-deserved time off.
The foundation of encouraging PTO starts with company culture just ask fellow member Rich Roberts. It’s one thing to offer time off, but it’s another to cultivate an environment where rest is genuinely valued. Leadership plays a crucial role here. When managers and business leaders visibly take their own PTO and fully disconnect from work, it sets a powerful example. Employees need to see that taking time off is not only acceptable but encouraged.
Normalise conversations about PTO in team meetings and one-on-ones. Ask employees about their plans for using their time off and encourage them to schedule it in advance. Make it clear that taking breaks is a sign of a healthy work-life balance, which in turn leads to better productivity and creativity. When rest is embedded in the company culture, employees feel more comfortable taking their time off without fear of judgement.
One of the most direct ways to encourage employees to use their PTO is by implementing a “use-it-or-lose-it” policy. This policy motivates employees to take their time off within the year or risk forfeiting it. The idea of losing something they’ve earned is often enough to prompt employees to plan their holidays.
However, it’s important to support this policy with regular reminders and adequate time to use the PTO. Quarterly reminders of remaining PTO balances and upcoming deadlines can help keep it top of mind. This approach not only boosts PTO usage but also ties directly into the company’s broader commitment to employee well-being.
For instance, linking this policy to other wellness initiatives—like mental health days reinforces the idea that taking time off is crucial for overall health. This integration helps employees see PTO not as a luxury but as essential.
One of the biggest barriers to using PTO is guilt. Employees often worry that taking time off will burden their colleagues or be seen as a lack of commitment. To counter this, companies need to actively work to remove the stigma associated with PTO.
Start by clearly communicating that the company values and expects employees to use their time off. Establish clear protocols for handling workloads when someone is on holiday, such as assigning a backup or redistributing tasks. This reassures employees that their responsibilities will be managed in their absence, reducing the anxiety of taking time off.
Additionally, celebrate PTO usage. Create a culture where taking time off is recognised and even celebrated. Some companies I have seen encourage employees to share their holiday experiences, fostering a sense of community and normalising the use of PTO. When taking time off is viewed positively, employees are more likely to take advantage of their PTO without feeling guilty.
To truly highlight the value of PTO, integrate it into your broader wellbeing strategy. When PTO is positioned as a key element of overall employee health, it shifts from being just another policy to a vital part of your company’s approach to health and wellbeing.
Start by linking PTO with other wellness initiatives, like mental health programs, stress management resources, and flexible work options. Align PTO with wellness days, offer incentives for taking time off, and provide health and wellbeing employee benefits. This integration helps employees see how taking time off directly supports their mental, emotional, and physical well-being.
Take time to run employee benefits presentations clearly showing how PTO fits within your broader benefits package highlighting how regular time off can enhance day to day life. When employees see that their time off is a crucial part of staying healthy, they’re more likely to use it without hesitation.
So an employee “benefit” might not be an obvious paid piece of the jigsaw such as a pension, it could be as simple as encouraging employees to take their paid time off and creating a supportive culture that values rest and balance. By fostering an environment where PTO is encouraged, implementing smart policies, removing guilt, and integrating PTO into the broader benefits strategy, companies can ensure their employees feel empowered to take the breaks they need. The payoff is significant: a more engaged, productive, and satisfied workforce that drives the company forward. When employees are rested and recharged, everyone wins.
Feel free to speak to me further if this resonates with you.
Being part of the Bristol Creatives community let’s explore how Business Leaders and HR can build a future-proof benefits strategy to stand out in the crowd.
In 2025, Business Leaders and HR Teams face a perfect storm of rising costs, shifting employee expectations, and global complexities. More than ever, benefits are a critical lever for your company’s success. Looking through the latest research alongside my day-to-day experiences I am witnessing some of the key trends that are reshaping the benefits landscape. It’s these insights that can help build a benefits package that really sticks the landing in 2025.
Trend 1: Low Employee Engagement
Despite many companies identifying employee engagement as their top priority in 2024, only a handful truly offered full flexibility in their benefits packages along with disjointed platforms further exacerbating this issue. Employees still struggle to find what they really need, reducing the perceived value of their benefits.
Companies can boost engagement by implementing flexibly of benefits and improving communication. Flexible allowances empower employees to spend on the benefits that matter most to them, while regular touchpoints ensure that they know what benefits are available to them.
But there’s another challenge. Most organisations don’t even have the data they need to make improvements. Without clear metrics, Business Leaders and HR teams are left guessing at what’s working and what’s not, making it harder to optimise benefits for engagement and retention.
If large enough (if you know…you’ll know!), employers should consider implementing a centralised benefits platform to simplify access and improve communication. Companies should also track key engagement metrics like utilisation rates and employee satisfaction to ensure their benefits are making an impact.
Trend 2: Reprioritising Foundational “Core” Benefits
In 2024, organisations reallocated their budgets to prioritise foundational (or Core) benefits such as medical and life insurance. This shift was largely driven by soaring healthcare costs and NHS waiting lists.
But focusing solely on reactive interventions without addressing preventative measures risks perpetuating the cycle of rising costs and declining health outcomes.
Companies should hold off on completely cutting wellbeing spend and instead pair foundational benefits with preventative wellness initiatives. Low-cost strategies like workplace wellness programs, ergonomic assessments, and access to digital wellbeing tools can reduce long-term healthcare expenses while boosting employee satisfaction. Just ask fellow member Nairn Robertson of Active Teams fame!
With employer healthcare costs reportedly increasing by up to 150% in some regions, benefits leaders are under growing pressure to rethink their approach. More organisations are shifting toward hybrid models that combine traditional insurance with preventative care, such as epigenetic testing, mental health support, and lifestyle coaching. Taking a proactive stance on employee health isn’t just a nice-to-have—it’s a necessity.
Trend 3: The ESG Opportunity
Despite dominating much of the conversation in previous years, Environmental, Social, and Governance (ESG) considerations remain underrepresented in benefits strategies. While initiatives like electric vehicle schemes are gaining traction, the broader social aspects of ESG—such as inclusivity and equity—are often overlooked.
But the winds are due to change. Generation Z highly value sustainability and inclusivity. Organisations that fail to align their benefits with these principles risk losing talent to competitors who demonstrate stronger commitments. Flexible bank holidays, DEI-focused initiatives, and sustainable benefits can enhance your employer brand and meet the expectations of a values-driven workforce.
Companies that integrate social responsibility into their benefits—whether through inclusive healthcare policies, sustainable investment options, or support for underrepresented groups—will gain a significant competitive edge. Employers should go beyond surface-level ESG efforts and embed these principles into their benefits programs.
So, what is the future of benefits? It’s clear…evolve and adapt or risk falling from behind. The data is clear: Business Leaders and HR who take a proactive, data-driven approach will lead the way in 2025. Flexibility, innovative tech, and ESG-aligned benefits aren’t just trends—they’re the new standard for a competitive, future-proof benefits strategy. Companies that embrace this shift will build stronger, more engaged workforces, while those that stick to outdated benefits risk losing top talent. The good news? With the right tools and insights, you can take control of your benefits strategy and turn it into a true driver of success.
If you wish to explore these themes further, then drop me a line!
The lines between public relations and content marketing are increasingly blurred.
Smart businesses are recognising the power of integrating these two disciplines to create a more impactful and cohesive brand presence. Content marketing examples illustrate how successful applications of content within marketing strategies can address audience needs, educate consumers, and nurture leads through the sales funnel.
Content marketing is a strategic and creative approach focused on creating and distributing valuable, relevant, and consistent content to attract and retain a clearly defined audience.
Unlike traditional advertising, which often interrupts the audience, content marketing aims to provide valuable information, entertainment, or inspiration that naturally draws people in.
By addressing the needs and interests of your target audience, content marketing seeks to drive profitable customer action, whether that means increasing sales, generating leads, or building brand loyalty.
Content marketing is essential for businesses looking to establish themselves as thought leaders in their industry.
By consistently providing valuable content, companies can build trust and credibility with their audience. This trust not only helps in retaining existing customers but also attracts new ones.
Additionally, high-quality content can significantly boost your search engine rankings, making it easier for potential customers to find you. By engaging with your target audience through valuable content, you can increase brand awareness, foster customer loyalty, and ultimately drive sales.
Here are XX strategies and tactics to effectively pair your PR and content efforts, complete with practical examples and reasoning.
Consistency is key to building a strong brand identity. Ensure that your PR efforts and social media content marketing initiatives are singing from the same hymn sheet.
Strategy: develop a comprehensive brand messaging guide that outlines key messages, tone of voice, and brand values.
Tactic: hold cross-team messaging sessions and utilise social listening tools to ascertain the kinds of messages you need to develop & ensure these messages are aligned across all your outputs.
Example: when launching a new product, ensure that press releases, social media posts, and blog content all emphasise the same key features and benefits.
Reasoning: consistent messaging reinforces your brand identity and helps avoid confusion among your audience.
Position your executives and subject matter experts as industry leaders through a well-defined content strategy and strategic content creation and placement.
Strategy: identify key topics and trends in your industry where your organisation can provide unique insights.
Tactic: create a content calendar that includes opportunities for thought leadership pieces, such as guest articles, speaking engagements, and webinars.
Example: have your CEO write a series of LinkedIn articles on industry trends, which can then be pitched to relevant publications as op-eds. Or you can pen these articles on behalf of your CEO/leadership teams.
Reasoning: thought leadership content enhances credibility, builds trust, and can lead to valuable media opportunities.
Don’t let positive press mentions gather dust – incorporate them into your content marketing efforts to maximise their impact.
Strategy: create a system for tracking and cataloguing media mentions and awards.
Tactic: develop a series of content pieces that highlight recent press coverage, such as “In the News” blog posts or social media highlights.
Example: create an “As Featured In” section on your website homepage, showcasing logos of publications where your company has been mentioned.
Reasoning: third-party validation from respected media outlets can significantly boost your credibility and persuasive power. Additionally, leveraging user-generated content, like customer-created media, can complement media coverage by enhancing engagement and expanding your brand’s reach through authentic contributions.
Social media marketing is a critical component of coordinating social media strategies for both PR and content marketing. Ensure your efforts are coordinated for maximum impact.
Strategy: develop a unified social media calendar that incorporates both PR and content marketing initiatives.
Tactic: use social listening tools to identify trending topics and conversations where your brand can contribute meaningfully. Create an alignment between the proactive and reactive to ensure you’re always part of the conversation.
Example: when developing a PR campaign, plot out your key campaign moments and creative cross channel activation plans combining content and media. But don’t just leave it to those pre-planned moments, plan for contstant engagement.
Reasoning: a coordinated media and social media approach ensures consistent messaging, regularly engagement which helps amplify your reach across different audience segments.
Original research and data can fuel both PR pitches and compelling content pieces. Consumers prefer learning about products through articles, highlighting the effectiveness of data-driven content.
Strategy: identify gaps in industry knowledge that your organisation is uniquely positioned to fill.
Tactic: conduct regular surveys or data analysis projects that can generate newsworthy insights.
Example: leverage these insights in the form of news and content, solely built around your own proprietary data. Don’t stop at written content, think of new and engaging content formats to spin out your findings.
Reasoning: original data sets you apart as a thought leader and provides valuable, exclusive content for media outlets.
Make your content work harder by adapting it for different channels and formats.
Strategy: for each piece of content, create a plan for how it can be repurposed across multiple platforms, including video content.
Tactic: tactics here vary based on the desired requirements, but where possible look to breathe new life into content in formats beyond that of their original form.
Example: turn blog posts into social media snippets or longer-form videos and find ways to break up longer videos into smaller chunks that can be activated as previews or teasers.
Reasoning: repurposing content ensures consistency in messaging while maximising the return on your content investment.
Planning PR activities and content marketing initiatives together ensures alignment and maximises impact.
Strategy: Create a master calendar that includes all PR events, content releases, and marketing campaigns. Optimising content for search engines like Google and Bing should be a key part of this planning to increase web traffic and achieve content marketing goals.
Tactic: align all your critical moments and messages into one unified activity calendar. Timing media releases and news announcements with social content for maximum effect.
Example: When planning a product launch, coordinate press releases, blog posts, social media campaigns, and email marketing to create a cohesive narrative.
Reasoning: A unified calendar prevents conflicts, identifies synergies, and ensures a steady stream of coordinated content.
Establish shared objectives between PR and content teams to work towards common targets, considering the unique characteristics of each social media platform.
Strategy: Hold joint planning sessions to identify overarching business goals and how each team can contribute.
Tactic: Develop shared KPIs that reflect both PR and content marketing objectives.
Example: Set a joint goal of increasing website traffic from earned media mentions by 20% over the next quarter.
Reasoning: Shared goals foster collaboration and ensure that all efforts are aligned with broader business objectives.
Implement a comprehensive framework to track the impact of both PR and content efforts.
Strategy: Develop a dashboard that incorporates key metrics from both PR and content marketing activities.
Tactic: Use tools that can track the customer journey from initial PR touch points through to content engagement and conversion.
Example: Track how a press release drives traffic to a landing page, and how that traffic then engages with your content and converts. For instance, content marketing examples such as blog posts, case studies, and whitepapers can be used to illustrate how metrics like engagement rates, lead generation, and conversion rates highlight the success of your content marketing efforts.
Reasoning: Integrated measurement provides a more complete picture of your marketing efforts’ impact and helps identify areas for improvement.
Break down silos between PR, marketing, and digital teams to create a truly integrated approach by developing a unified content strategy.
Strategy: Implement regular cross-team meetings and collaborative projects.
Tactic: Use collaboration tools that allow for easy sharing of ideas, content, and feedback across departments.
Example: Create mixed-team task forces for campaigns, ensuring representation from all aspects of your business.
Reasoning: Cross-departmental collaboration leads to more innovative ideas, better resource allocation, and a more cohesive brand presence.
Integrating PR and content marketing strategies is no longer just a nice-to-have – it’s essential for creating a powerful and cohesive brand presence.
By aligning messaging, leveraging each other’s strengths, and fostering collaboration, PR and content teams can create a synergistic approach that amplifies their impact and drives better business results.
As the lines between these disciplines continue to blur, organisations that master this integration will be well-positioned to build stronger relationships with their audiences and achieve their communication goals more effectively.
By following these steps, businesses can create a solid content marketing strategy that drives profitable customer action and helps them achieve their marketing goals.
A successful content marketing strategy not only enhances brand visibility but also fosters deeper connections with your audience, ultimately leading to sustained business growth.
As more businesses seek to balance profit with purpose, the need for a clear and compelling brand strategy has never been greater. Rhombus’ workshops provide a tailored approach to branding, helping organisations sharpen their identity and communicate their values effectively.
The free sessions are designed to give businesses actionable insights, covering:
Stakeholder Insight: A comprehensive brand survey to uncover key perspectives and set the stage for an impactful workshop that drives real results.
Understanding the landscape: An analysis of industry trends and competitor landscapes to help businesses identify new opportunities to position your brand for the future.
Reaching the right people: A deep dive into customer motivations to ensure brand messaging resonates effectively.
Defining your competitive edge: Rhombus will analyse your strengths, spot market gaps, and position your brand for long-term success.
Uncovering your brand DNA: A framework to distill what makes your brand unique—its core values, attributes, and the emotional and functional benefits that resonate with your audience and team.
“B Corps are founded on the idea of using business as a force for good, but without a strong brand strategy, even the most impactful missions can struggle to reach the right audiences,” said Simon Day, co-founder of Rhombus. “We want to help fellow B Corps define their vision with clarity and confidence.”
Rhombus is offering just 10 workshops throughout B Corp Month, available on a first-come, first-served basis. Businesses that secure a session will benefit from a two-hour deep dive into their brand strategy, with expert guidance tailored to their specific needs and challenges.
Participants will leave with clearer positioning, refined messaging, and a stronger understanding of how to leverage their brand to drive meaningful change. The workshops are completely free, with no obligations attached, reinforcing Rhombus’ commitment to supporting businesses that share its values.
With the growing prominence of ethical business, B Corps operate in an increasingly competitive landscape. A strong brand strategy is crucial for:
By offering these workshops, Rhombus is equipping B Corps with the tools they need to strengthen their presence and create a lasting impact.
UK-based B Corps interested in securing a free brand strategy session can register here via Rhombus’ website.
With limited spaces available, early sign-ups are encouraged.
Rhombus remains committed to supporting purpose-driven organisations, proving that strong branding can be a powerful driver of positive change.
As we settle into 2025, the ongoing cost of living crisis and economic volatility continue to strain both employees and employers, with many employees facing heightened financial insecurity.
So how can you optimise your benefits budget without cutting value? The first step is to discover how to reallocate wasted spend, secure better pricing, and leverage tax-efficient benefits to maximise impact.
Managing employee benefits, cost control is always on the agenda. But savings don’t have to come at the expense of employee experience. With a smart approach to benefits design, companies can reallocate wasted spend to more impactful benefits – or a better benefits platform to help you manage it all. This makes the most of your existing budget while boosting value for employees.
This practice is sometimes referred to as “cost-neutral benefits,” but the reality is more nuanced. While some companies can identify and redistribute significant savings, others may already be optimising their spend. Either way, a strategic review of benefits is always worth the effort.
Here are three key ways employers can find opportunities to optimise their benefits budget:
A common mistake? Investing in benefits that employees don’t value. Recent key research tells us that there is low appreciation levels from employees for their benefits.
The cause is likely to be benefits that don’t align with employee needs.
For example, a Bristol Creatives startup made up of mostly employees in their twenties might be overfunding its life insurance policy, as employees in this age group are less likely to engage with life insurance. By scaling back the coverage from 10x to 2x cover, they could free up a big chunk of their spend—money that could be reinvested in wider range of more relevant benefits, or a platform that helps manage the administrative burden of benefits.
So how can Business Leaders identify these opportunities?
But before you go cutting less utilised benefits, remember: there are some benefits that few employees might use, but that are highly valuable and even life changing to them when they do, such as reproductive assistance or critical illness cover. It’s important to balance these factors when assessing your benefits. Speaking to a benefits design expert will be your best bet to strike that balance.
Cost savings aren’t just about what you offer, but also how you fund it. Many companies lose money by not negotiating the best rates with insurers or missing out on more efficient financial structures.Here are some key ways to make the most of funding:
By optimising financial structures, companies can often unlock significant savings without compromising on benefits quality.
3. Leverage tax-efficient benefits
Another overlooked opportunity is tax-efficient benefits, particularly salary sacrifice schemes. These allow employees to exchange part of their salary for benefits, reducing both employer and employee tax contributions.For employers, this means that you’re able to offer amazing benefits like electric vehicle leasing schemes and even grocery schemes…at no cost to you!
In the UK, salary sacrifice arrangements can create savings on:
For employers not already leveraging these benefits, the savings can be substantial, especially on National Insurance contributions. Yet many organisations fail to fully utilise these tax advantages, leaving money on the table.
Maximise your benefits budget with expert support
Not every company will uncover huge savings—but almost all can optimise their approach. By identifying low-value spend, negotiating better financial models, and leveraging tax-efficient benefits, Business leaders and HR provide a significantly improved offering without increasing their spend.
Want to find out where your organisation can unlock savings? Book a free benefits audit consultation with me –same budget, bigger results.
Chemistry, trust and authenticity are key ingredients in agencies winning new clients.
That’s the finding of jfdi and Opinium‘s annual New Business Barometer, a comprehensive survey of agency business development professionals, across disciplines including creative, digital, experiential, content and social.
The report, of which Bristol Creative Industries is a partner, found that generating strong chemistry with the client is the most important factor in converting prospects. It was cited by 74% of respondents, up 5% on last year’s report.
The study said:
“Chasing an increased number of opportunities coupled with hybrid working practice and pitch team stretch is making agency chemistry harder to sustain.”
Trust also plays a key role with connections and referrals the most popular prospecting strategies, highlighted by 86% and 74% of respondents.
jfdi said:
“Trust and authenticity has become a superpower in an anxious world fuelled by misinformation and uncertainty.”
When asked about the key internal challenges, time was the most popular highlighted factor, The report said time saving AI tools are one solution, with “speed of adoption over the next 12 months” potentially leading to “a significant competitive advantage for your agency”.
Five and a half months is the average lifecycle of a new business project from initial contact from pitch to client billing, the study said, and the “ghost pitch” continues to rise with 45% stating budget withdrawal as the reason for pitch loss, a 2% increase on last year.
“Agencies can safeguard their interests by activating tighter qualification of budget ‘status’ within client organisations: is it real, speculative or ‘tbc’?,” the report advised.
Additional findings from the report:
Jon Goulding, CEO at Atomic, said:
“The industry has never been more dynamic than it is today. With so many brands reviewing agency relationships and looking for such a diverse mix of specialisms, your new business strategy and approach is arguably the most important ingredient for modern agency success.
“Over nearly eight years, the New Business Barometer has become the go-to insight resource for the new business community. It always offers a fascinating snapshot into the new business community and this year is no different. While automation and AI may be improving the efficiency of new business processes, the continued importance of trust, personal connections, and chemistry really stands out.”
For a full summary of the report, email camilla@jfdi.uk.com
Event in Bristol on 13 March: How to retain your clients
Don’t lose sight of your new business pipeline
10 top tips for getting the pitch over the line
How Bristol Creative Industries members are using AI
What we’ve learned about AI in agencies: Insights from 30 creative leaders
How to prospect for new business without losing your soul
How creative businesses can write the perfect positioning statement
The diligent amongst you may have noticed that recently an AMBITIOUS TikTok hit a million views. If you were part of that viewership, then thank you!
If not, then before you continue reading this. Stop.
Load up TikTok and take a watch… are you done?
Welcome back.
In this blog, we’ll explore the tactics behind getting more views on TikTok, try to break down and explain the TikTok algorithm, lay down some advice on creating engaging content, and emphasize the importance of producing high-quality videos.
But we’ll also tell you why you shouldn’t just go chasing views! There’s so much more to your content strategy than views and views alone.
A view on TikTok is counted the moment a user starts playing your video. This includes replays and views from both your followers and non-followers. However, keep in mind that watching your own video does not count as a view.
The TikTok algorithm is designed to prioritize engaging content that keeps viewers hooked until the end. Even if a user only stays on your video for a second, it will still count as a view. So, focus on creating concise and engaging content that captures attention right from the outset.
If you want to know how to get more views on TikTok, there is one thing you have to have firmly set in your mind first.
There are going to be videos that fail.
Viral videos are few and far between. But the more videos you create and put out into the world, the more chance you have that they will start to fly. It’s really important to not be disheartened, we know how it can be, time and effort for little to no perceived result can be demotivating.
But the reality is, that TikTok is a particularly inconsistent social media platform. One piece of content on one specific day might sink like a stone. But if you post it 6 months later, you could end up with a quarter million views.
TikTok users regularly bemoan this lack of consistency in viewer figures. It can make it very hard to predict exactly what will perform well. In truth, there is no silver bullet as to how to get more views on TikTok.
So if you want to get more views on TikTok, creating content consistently is key. Additionally, consider responding to TikTok comments with a new TikTok video to drive traffic between videos and boost engagement.
TikTok is a strange place and TikTok views equate more to what’s trending at any given moment in time.
To capitalise on this, create videos that respond to questions from TikTok comments, enhancing engagement and views. That could be a cap-cut of a cat on a witches broom, mini-mic interviews or any manner of oddity.
From trending sounds and popular audio clips to TikTok Challenges and everything in between. Rule number one in your TikTok Strategy; if you want to create viral videos and make the most out of TikTok, then you’re going to want to lean into these kinds of viral TikTok trends.
Once you’ve accepted and leant into the strange inconsistencies that TikTok can throw up, the next thing you need to do is adopt a mentality of testing and learning.
Be experimental with your TikTok account and try different things. If something doesn’t work right there and then, that doesn’t mean it never will. You can also come back to that idea, or particular piece of content at a later date.
But always keep trying new things and focus on creating quality content.
So, how can you create great video content?
On TikTok you have mere seconds to make an impact. So your TikTok videos need to get straight to the point. Focus on creating videos that grab people and keep them engaged. Short, high-energy content with a clear story arc tends to perform best.
TikTok’s algorithm loves content that’s on trend. Whether that’s emerging challenges, sounds and hashtags. By incorporating these into content you can see massive increases in views and engagement.
But remember, it’s not just about jumping on trends for the sake of jumping on trends. You need to make sure that when you’re creating on-trend content, you aren’t doing so at the demise of your own brand voice and message.
Hashtags are the key to discoverability on TikTok.
Our content strategists research and select a mix of trending and niche-specific hashtags for each post. We’ve also found that using popular sounds can increase a video’s reach. Our approach is to create a blend of trending audio and branded messaging to get the most impact.
Building a TikTok following isn’t just about posting great content – it’s about creating a community.
We encourage our clients to respond to comments, join the conversation and even feature user-generated content. This level of engagement not only increases visibility but also builds brand loyalty and authenticity.
Responding to comments with a new TikTok video can drive traffic between videos and further enhance visibility and potential reach.
In our experience, consistency is key to TikTok’s success. We work with our clients to create content calendars that ensure regular and timely posts. This consistency tells the algorithm you’re an active and reliable creator which can lead to your content being promoted.
You can take a data-led approach, with a strong emphasis on TikTok analytics. Monitoring performance metrics for each post will help you understand and refine your content strategies moving forward.
TikTok success is a mix of creativity, strategy and adaptability.
As a PR and content specialist, we’ve seen firsthand how these tactics can turn a brand’s TikTok presence from invisible to unmissable.
Getting to a million TikTok views may not be immediately straightforward, but that doesn’t mean it’s impossible. If you want to bring up your view count while making great short videos for your target audience, then you can follow the tips and strategies outlined above to help you along the way.
But the key to making the most out of your TikTok is to not go arbitrarily chasing views.
Chasing vanity metrics like views is an old-fashioned strategy like trying to put AVE onto PR coverage.
What you need to do is measure the impact your content is having. For example, every time you post a ‘day in the life’ video from one of your employees, you might see a spike in job applications – that kind of impact.
We’re not saying never look at views. You should do that.
But you should be looking at engagement, comments and sentiment. These are the markers that tell you your content has quality, relevance and meaning more so than views.
To make TikTok work for you, you need to strike the perfect balance between what’s trending and what’s right for you. By following these strategies, you’re not just chasing views; you’re building a robust engaged community that can impact your overall brand presence.
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