Friends with Benefits

In this episode of Friends with Benefits, Deirdre O'Neil, co-founder and Chief Commercial and Legal Officer at Hertility, argues that most companies have the fertility benefit backwards. They'll pay for the expensive, difficult treatment, but not the cheap screening that could have prevented someone needing it in the first place.Deirdre joins Carl and David to unpack why women's health still gets treated as a niche benefit category, despite covering half the workforce and, by extension, most of their families too. Private medical insurance was built around a male physiology and a model of treating acute injury, which means most of women's health gets excluded as "chronic" or "pre-existing" before it's even considered.They also get into:Why funding IVF without funding fertility screening is like paying for chemotherapy but refusing to pay for a cancer screenThe reproductive impact calculator Hertility built to turn empathy into a cost-of-inaction business caseWhy absenteeism and turnover numbers are too soft for some CFOs, and what metric actually lands insteadThe real story behind a routine fertility test that caught a 13cm ovarian cyst in an asymptomatic 28-year-oldWhy the men in the room often say they learned the most from a women's health education sessionDeirdre's hot take: prevention is cheaper than treatment, and most benefits strategy is still built the other way roundFriends with Benefits is the podcast for senior Reward and Benefits leaders. Hosted by Carl, VP of Benefit Strategy and Partnerships at Ben, and David, Co-Founder and COO at Ben.

In this episode of Friends with Benefits, Tarciso Nogueira, responsible for global benefits at Henkel, makes the case that most companies don't actually know what they're spending on benefits, or why.Tarciso joins Carl and David to unpack the split between what should be decided locally and what should be set globally. Coverage, providers and plan design stay local, driven by social security gaps and market norms. But strategy, direction and data need a global view, and that's exactly where most companies fall short.They also get into:Why most companies still can't say what percentage of personnel cost goes to benefitsThe M&A scenario that exposes just how little global visibility most companies haveHow to compare something like a company car against a mobility allowance on a like-for-like basisThe explained vs unexplained pay gap, and the 5% threshold that triggers action under EU PTDWhy total rewards statements are useful but rarely an apples-to-apples comparison between employersTarciso's hot take: treat EU pay transparency as a total rewards opportunity, not just a compliance topicFriends with Benefits is the podcast for senior Reward and Benefits leaders. Hosted by Carl, VP of Benefit Strategy and Partnerships at Ben, and David, Co-Founder and COO at Ben.

In this episode of Friends with Benefits, Dino Bertolis, founder of CycleSaver, argues that the biggest problem with most benefits programmes isn't a lack of generosity. It's a lack of friction.Dino joins Carl and David to make the case that removing every barrier to a benefit doesn't always drive take-up. Benefits that ask employees for a small amount of effort often get used more than the ones handed over completely free. People need to feel they've earned something before they'll actually use it.They also get into:The counterintuitive stat behind London's 57% rise in cyclingWhy time-bound campaigns beat always-on benefitsThe carrot vs stick debateWhat worked (and didn't) in Dino's years designing behaviour change programmes at Discovery VitalityHow CycleSaver's model complements traditional Cycle to Work schemesThe sustainability case employers are increasingly making for bike-shareDino's hot take on why reward and benefits leaders are some of the broadest generalists in any functionFriends with Benefits is the podcast for senior Reward and Benefits leaders. Hosted by Carl, VP of Benefit Strategy and Partnerships at Ben, and David, Co-Founder and COO at Ben.

In this episode of Friends with Benefits, Gregg Hall, Senior Compensation and Benefits Manager at Santander, argues that most financial wellbeing programmes are built on the wrong assumptions — and miss the people who need help most.Gregg joins Carl and David to push back on how the industry talks about financial wellbeing. Most programmes are designed for people who are already doing fine — guidance on retirement planning, optimising pension contributions, making the most of salary sacrifice.That misses two groups at once. People in financial trouble don't need a manual on how to avoid getting into a hole — they need a ladder out of one. And high earners, often assumed to be financially resilient, often aren't. A career of fast pay rises, a big mortgage, a sales role with bonus dependency, and no rainy-day fund creates the same problem at a different scale — and redundancy exposes it.They also get into salary advance and the senior pushback Gregg had to overcome, why take-up is the wrong metric to measure benefits by, the pension engagement signals that actually mean something, "do it and ask for forgiveness" as a buy-in strategy, and the pet benefits trend coming over from the US.Chapters0:00 Intro2:00 The inflation and benefits adequacy debate7:35 What financial wellbeing actually means11:10 Why programmes are aimed at the wrong people12:08 Salary advance and the senior pushback15:30 Designing a programme with no budget17:34 The pension metrics nobody tracks19:44 Do it, then ask for forgiveness22:00 Industry vs. company — what actually shapes a strategy29:15 Talking to people, not demographics35:03 Pet benefits and what comes next37:42 Hot take: stop measuring benefits by take-up38:25 The high-earner assumption is wrongAbout Friends with BenefitsFriends with Benefits is the podcast for senior Reward and Benefits leaders. Hosted by Carl, VP of Benefit Strategy and Partnerships at Ben, and David, Co-Founder and COO at Ben.

Most global benefits transformations are planned in quarters. They're lived in years.In this episode of Friends With Benefits, Carl and David sit down with Adam Newton — Head of Reward at Fastmarkets — for an honest account of what a 15-month global benefits implementation actually involved. The ambition, the friction, the Finland moment, and what he'd do differently.Adam has spent his entire career in reward, with senior roles at G-Research, Associated British Foods, Misys, and Catlin before joining Fastmarkets, where he inherited a fragmented global benefits landscape and set about centralising it onto a single platform with a global flex allowance.In this conversation:→ What he walked into: country managers calling their broker and asking for "the same again, not so expensive"→ Why 60–75% benefits engagement is considered good — and what that number doesn't tell you→ The Finland moment: ClassPass, a tax-free gym provision nobody had checked, and a launch that landed flat→ Why payroll errors during implementation are the ones you cannot afford→ The case for guardrails: why letting employees flex medical away is a decision you'll regret→ Medical inflation, compound cost projections, and the difficult conversations ahead→ Why 30 benefits at annual enrolment can become a catalogue nobody reads→ The hot take: your platform is only as good as your supplier's systems — and a lot of those systems haven't been updated in 30 yearsFriends With Benefits is the essential podcast for Reward and Benefits leaders. New episodes every fortnight.🎧 Subscribe on Spotify, Apple Podcasts and YouTube so you never miss an episode.Timestamps:00:00 What makes benefits different from the rest of reward01:28 In the news: only 53% of employees use their workplace benefits04:00 What good engagement actually looks like: 60–75% is the benchmark05:02 What Adam walked into at Fastmarkets06:28 The process: global broking, minimum standards, one platform09:10 The Finland moment — ClassPass, tax rules, and a launch that landed flat10:40 What he'd do differently: the timeline was too ambitious11:40 Test payroll before you go live13:14 The equity and equality problem with global minimum standards15:26 Phase two: total reward statements and the feedback loop17:00 When too many benefits becomes a catalogue19:00 Onboarding and making sure people know what they have21:00 Medical inflation and the compound cost problem23:25 Why people click now and read the small print never27:35 Why Fastmarkets doesn't let employees take cash out of the allowance29:18 The paternalism debate: guardrails vs choice30:27 Hot take: you're only as good as your supplier's systems

Companies spend 10–30% of payroll on benefits. Most of them manage it in Excel.In this episode of Friends With Benefits, Carl and David sit down with Peter Varga — EMEA Total Rewards Delivery Associate Director at Kyndryl — to talk about why global benefits administration is still structurally underfunded, and what it actually takes to change that.Peter has 20 years in HR Shared Services. He built one of the first international benefits admin teams, catalogued 1,600 benefit plans across EMEA, APAC and LATAM at Citi, and developed a system-agnostic methodology for benefits transformation at Strada. He knows this space in a way most people don't.In this conversation:→ Why benefits technology always loses the budget fight against payroll→ The maturity gap: benefits tech is ~15 years old. Payroll is 30+→ Why implementing only for large headcount countries defeats the purpose→ The phased approach that gets you data without the bells and whistles→ What "benefits administration" actually contains — and why it's harder than it looks→ Why 90% of benefits globally share the same underlying processes→ How falling implementation costs could change the ROI calculation for smaller markets→ The cataloguing work you cannot skip before any technology goes liveFriends With Benefits is the essential podcast for Reward and Benefits leaders. New episodes every fortnight.🎧 Subscribe on Spotify, Apple Podcasts and YouTube so you never miss an episode.Timestamps:00:00 Benefits is where payroll fails00:10 Why implementations take three months when they shouldn't01:18 Peter's background and 20 years in the space03:00 CIPD research: why companies don't measure benefits against their own objectives07:00 Why benefits is always the smaller fish in the systems ecosystem09:22 Companies spend 10–30% of payroll on benefits and manage it in spreadsheets13:15 Why global rollouts fail when they only cover the big countries16:55 The phased approach: data in the system without the bells and whistles20:04 What benefits administration actually contains20:48 The 90% rule: most benefits share the same underlying processes23:18 Terminology vs process — why "group life" and "death in service" are the same thing25:47 How AI could push implementation costs down significantly30:52 Practical steps for a global benefits transformation34:28 Peter's hot take

Fertility benefits aren’t “nice to have” anymore — they’re becoming a retention strategy.Aatish Pattani, Senior Director and Global Head of Rewards at Ferring Pharmaceuticals, joins Carl and David to unpack the rising cost of healthcare, why two in five employees would switch jobs for fertility support, and how global reward teams should be preparing for pay transparency.From medical inflation to recognition programmes to the AI hype cycle, this is a masterclass in pragmatic, data-driven reward leadership.About the GuestAatish Pattani, Senior Director and Global Head of Rewards at Ferring PharmaceuticalsAatish Pattani is a global reward leader with 17+ years’ experience across finance, media, technology, telecommunications and professional services. Now leading the Reward Centre of Excellence at Ferring Pharmaceuticals, he is responsible for shaping global reward strategy, challenging the status quo, and aligning benefits with business priorities.---SummaryAatish joins Carl and David for a wide-ranging conversation on what modern reward leadership really looks like inside a global pharmaceutical company.They explore the harsh reality of post-COVID medical inflation, why preventative healthcare still struggles to gain traction, and how employers are quietly reducing cover levels to manage rising costs .The conversation then turns to fertility — a workplace issue impacting one in six people, yet still under-supported by many employers. At Ferring, fertility support isn’t a tick-box exercise. It includes inclusive coverage, financial support, and up to 26 weeks’ leave — backed by leadership commitment and long-term thinking.They also dig into:- Why two out of five employees would leave their employer for fertility benefits- The coming wave of EU pay transparency and why “understanding your data” is non-negotiable- The risk of launching benefits you can’t sustain- Why recognition programmes matter more than ever- And Aatish’s hot take: AI isn’t the solution to everything.

Benefits teams are under pressure — rising medical costs, mental health claims, disengaged employees, and finance teams demanding proof. Claire Reading from WPP joins Carl and David to talk candidly about what’s really broken in benefits, why prevention is such a hard sell, and why nailing the basics still matters more than launching the next shiny thing.Claire Reading is a global benefits professional with 12+ years’ experience delivering strategic change across EMEA, APAC, and the US. She has led benefits harmonisation, policy design, and global programme rollouts, partnering closely with HR, business, and communications teams to enhance employee experience and deliver cost-effective, inclusive solutions.Along the way, Claire shares a clear perspective: while the industry chases “jazzy” benefits, many employees still don’t properly understand the fundamentals — and that gap comes with real risk.00:00 — The Basics Are Being Left Behind00:47 — Falling Into Benefits02:29 — The Reality of In-House Benefits Roles03:00 — Mental Health and Long-Term Sick Leave04:28 — Why the Numbers Are Rising05:18 — When Work and Life Blur06:20 — NHS Pressure Drives Private Claims08:14 — Benefits Don’t Land When People Are in Crisis10:05 — Why Prevention Is So Hard to Sell12:12 — How to Win Finance Over16:48 — Intervention Is Easier Than Prevention29:15 — Why Innovation Often Stalls31:35 — The Benefit People Forget About40:00 — A Hot Take on Private MedicalBe the first to know when new episodes drop! Follow us on LinkedIn: https://www.linkedin.com/company/thanksben/

Our festive episode reflecting on the first year of the Friends with Benefits podcast — plus Santa drops by with the world’s biggest benefit wishes.In this Christmas Special, Carl and David look back on a standout first year for the Friends with Benefits podcast — from launching the format to hosting guests who challenged conventional thinking in reward and benefits.The conversation covers reflections on standout episodes, why passion-led discussions matter more than scripted topics, and what themes are likely to dominate 2026. A surprise appearance from Santa (Seb) introduces a series of benefit “wishes” submitted by consultants, reward leaders, and managers — sparking honest discussion around AI, inclusion, pay transparency, engagement, and global complexity.The episode closes with a look ahead to what’s shaping up to be a big year for benefits.00:00 — Intro 00:39 — Reflecting on a Big First Year01:00 — Why the Podcast Matters01:41 — Letting Guests Talk About What They Care About02:00 — A Standout Moment: Josephina from British Airways02:34 — Purposeful Communication Over Noise03:00 — Why Passion Creates Better Conversations06:00 — Inclusion and Choice in Benefits07:00 — Pay Transparency Is Coming (Whether You Like It or Not)08:17 — Rethinking ‘Engagement’ in Benefits09:19 — Global Complexity Isn’t Going Away11:05 — Looking Ahead to 2026

Josephina Smith, Reward and Recognition Director at British Airways, joins Carl and David to explore the shift from financial wellbeing to financial empowerment — and why employers must think differently if they want people to make better financial decisions.She breaks down the global design of BA’s award-winning financial empowerment program, the real drivers behind the pension gender gap, why reward must be seen as a value-creation function (not an admin one), and the mindset needed to successfully drive change inside a large organisation.00:00 — Intro00:45 — A Career Built on Change and Making a Difference02:00 — Why Reward? Exposure, Emotion, and Influence05:30 — Salary Sacrifice Reform: Cost, Uncertainty, Planning08:45 — Why BA Chose Financial Empowerment Over Wellbeing12:30 — Making It Global: No Copy-Paste Policies15:30 — The Pension Gender Gap: A Systemic Problem19:00 — Reward as a Strategic Function, Not Admin23:00 — Risk, Reputation, and Legislative Awareness28:00 — Change-Making: Courage and Intentionality33:00 — Final Advice for Change MakersBe the first to know when new episodes drop! Follow us on LinkedIn: https://www.linkedin.com/company/thanksben/