This article explores why pensions deserve a louder voice in your reward strategy and how HR and benefits professionals can lead the conversation.
In a world where employee expectations are shifting fast, reward strategies are under pressure to deliver more than just pay. Flexible benefits, wellbeing support and bonuses often take centre stage but pensions remain one of the most valuable and least understood parts of the package.
And that’s a problem.
Pensions are not just a financial product. They’re a promise. A long-term commitment to your people’s future wellbeing. Yet too often, they’re treated as a tick-box item, hidden in contracts, buried in onboarding packs and rarely mentioned in internal communications.
Why pensions matter more than ever
With rising living costs and economic uncertainty, employees are more anxious about their financial futures. According to recent research, only a small proportion of UK workers feel confident about their retirement savings and many don’t know how much they’re contributing or what it means for their future.
This lack of confidence is a vulnerability. But it’s also an opportunity.
“Pensions are one of the few benefits that genuinely shape long-term financial wellbeing. When employers communicate them well, they build trust, loyalty and engagement.”
— Jeremy Brown, Senior Consultant, Broadstone
The engagement gap: why silence is costing you
Behavioural science tells us that people struggle to engage with long-term goals. Retirement feels distant, abstract and easy to ignore. But when employers fail to talk about pensions, they reinforce that distance.
By contrast, those who communicate clearly and consistently with their people can turn pensions into a strategic advantage. They show leadership, care and foresight; all qualities that matter to today’s talent.
A strategic asset, not a compliance item
Pensions sit at the crossroads of cost and care. Finance teams understand the funding implications. HR and reward professionals understand the human impact. Together, they can elevate pensions from a back-office function to a front-line differentiator.
And with regulatory reform on the horizon, including new value-for-money frameworks and scheme consolidation, the pressure to communicate is only growing.
“The pensions landscape is changing fast. Employers who stay silent risk falling behind, not just on compliance, but on culture.”
— Jeremy Brown, Senior Consultant, Broadstone
Break the silence
If you’re responsible for employee benefits, here are five practical ways to be more vocal about pensions with your employees.
1. Make them visible
Include pension contributions in total reward statements and onboarding materials.
2. Educate regularly
Use webinars, calculators and one-to-one sessions to demystify pensions.
3. Champion from the top
Encourage senior leaders to talk about pensions in internal comms.
4. Use national campaigns
Leverage initiatives like Pension Attention and National Pension Tracing Day.
5. Review your scheme
Make sure it’s competitive, well-communicated and aligned with employee needs.
Final thought
Pensions are more than an employee benefit. They’re a signal: of your values, your priorities and your commitment to your people. In a time of rising costs, regulatory change and employee uncertainty, silence is no longer an option.
If you’re looking to improve how you communicate workplace pensions and engage your workforce, we can help. Our expert consultants will work with you to build a strategy that’s clear, compliant and human — so your people feel supported, informed and confident about their pension and their future.
