How Technology Will Transform Employee Benefits in the Next Five Years

How Technology Will Transform Employee Benefits in the Next Five Years
Human Capital Analytics

05 of 07

This insight is part 05 of 07 in this Collection.

April 18, 2024 14 mins

How Technology Will Transform Employee Benefits in the Next Five Years

Hero image depicting multiple layers of security

Advances in technology will not only transform healthcare and treatment outcomes — benefit offerings, access to care, diagnosis, treatment and affordability challenges will also be radically changed. Here is what to expect as these efforts take shape globally.

Key Takeaways
  1. In the next five years, technology will make health and benefits programs more individualized, which will increase health and resilience in the workplace.
  2. Cost pressures will remain high, and organizations need to maximize the value of their investment and ensure programs match employee needs.
  3. A platform powered by data and analytics can enable employers to upgrade their benefit design and enhance employees’ experience.

Technology has led to significant advancements in the healthcare industry, including the rapid expansion of telehealth in recent years. Technology is also helping to transform medical devices and prescription medicine into even more effective agents of care. All of these developments are just the beginning. The future of healthcare will see an acceleration of the change we have already experienced. The world of healthcare will soon be a very different place.

Data, analytics and technology will combine to play a crucial role in strategic decision making. Employers are increasingly turning to technology to provide the analytics they need to support their decisions. This allows them to predict the impact of their investment in healthcare and benefits more accurately.

How can employers stay ahead of these trends? How can they take advantage of new developments to make healthcare affordable, keep their employees’ wellbeing top of mind and create a differentiated employee experience? In this guide, we discuss how technology is projected to reshape these areas of the health and wellbeing experience:

  Up to Now Future
The Future of Benefit Design Employees must seek different providers to satisfy their wellbeing needs: physical, emotional, financial, social wellbeing and work/life balance. A single provider or care management platform may be able to furnish all of employees’ health and wellbeing needs.
The Future of Healthcare Enrollment Most employees have no guidance to help them make better choices for their unique circumstances. Recommendations could be based on individual data points, previous benefit choices and what people in similar situations have selected. More mature price transparency tools, coupled with enhanced care management options, will help consumers choose better or less costly providers and health management approaches.
The Future of Access to Care Accessing care can vary depending on your provider type, location and social determinants of health. “Click-and-mortar” companies that combine digital and in-person care will be commonplace. Asynchronous messaging will simplify booking appointments.
The Future of Diagnostics and Treatment Care Wearable devices and sensors are gathering detailed patient data. 3D printing of human organs for transplants is just getting started. Lab and radiology testing and other hospital outpatient services will be done at home. 3D printing of human organs for transplants will become more available.
The Future of Healthcare and Benefit Costs Organizations examine claims and then make the decision for a single benefit the following year. By auditing the progress of employee benefits in real time, companies will make meaningful adjustments to their benefit programs.
The Future of Workplace Technology The employee experience is reactive — you enroll by ticking boxes, completing forms and reading policy information. Artificial intelligence will offer tailored assistance, with a human touch. Behavioral science will help companies understand why employees make certain choices, and tech tracking will gather data about employee choices and needs better than surveys can.

The Future of Benefit Design

Currently, benefits address five distinct employee wellbeing needs: physical, emotional, financial, social wellbeing and work/life balance. But imagine going to a provider or tech-enabled platform which caters to not just one of these needs, but all of them. Employers are recognizing that these five “pillars” of wellbeing are all interrelated.

Quote icon

Employees’ needs are changing constantly as they react to the world in which we live. Leading employers are using data analytics to connect benefit offerings across total rewards and predict the benefit design changes required to meet future needs.

Emma Bassett
People Solutions Client Leader, Health Solutions, Europe, the Middle East and Africa

For example, new research shows that physical exercise in many cases is more effective than medication in treating depression.1 Our bodies influence our minds and vice versa.

When it comes to these five pillars of wellbeing, organizations have traditionally considered different providers for each. But now employers are asking if it’s possible for a provider to offer benefits for all these categories to maximize the value on investment, whose value is broader than merely financial in nature. Providers are being challenged to offer a holistic wellbeing approach, which could lead to new pathways for care.

In the meantime, we expect employers to expand the benefits they provide employees related to financial wellbeing and family support. Aon’s 2022-2023 Global Wellbeing Survey reported that financial wellbeing was the benefit component that represented the greatest mismatch between employee needs and employer services.

Imagine selecting a benefit in 2024 that will have an impact on your wellbeing in 2026, rather than just an immediate positive effect in 2024. Employers are focusing on resilience and sustainability by designing benefits that will meet future challenges and remain relevant over the succeeding years.

The Future of Healthcare Enrollment

For most employees, choosing health benefits takes place online. However, there are very few, if any, analytics available to guide them to make better choices for their unique circumstances. In the future, we foresee employees enrolling in benefits online and many more using advanced recommendations similar to an online streaming service. These suggestions could be based on individual demographics, previous benefit choices and what people in similar situations have selected.

Technology can also support personalized healthcare treatment based on an enrollee’s medical history and other factors. Benefits platforms, including Aon’s The Benefits Solution (TBS), can  draw on data and analytics to tailor the appropriate mix of benefits, enabling individuals to choose a more appropriate health plan from several choices.

Quote icon

New technologies go across the value chain and create smart enrollment. You give the platform information about you and, combined with historical data, it will recommend a range of health benefits, voluntary benefits and non-insured benefits.

Doug Melton
Head of Global Client Analytics, Human Capital

The Future of Access to Care

Accessing care can vary dramatically depending on many factors, including your provider type and where you are located. It is also related to social factors that affect health — bringing equity concerns to the forefront for many companies. Technological advancements are designed to yield higher levels of access to benefits and treatment across all employee demographics. For example Aon’s Health Equity and Affordability Tool (HEAT) uses data, analytics and machine learning on healthcare expenditure and affordability predictors to help optimize healthcare spend and identify strategies to address access and affordability.

How employees schedule appointments is also changing. Being able to book time with your provider through text messages or an instant messaging platform rather than phone or over the computer is beneficial. Asynchronous messaging is available in limited cases but scheduling on-demand appointments is expected to grow in popularity. This is likely due to both the convenience and familiarity associated with this type of technology among the public.

In the future, technology can also give people access to “click and-mortar” companies that combine digital and in-person care. This will come after virtual and traditional healthcare companies seize opportunities to join forces via technology-enabled acquisition strategies. Indeed, the pandemic showed that many areas of telehealth that were previously thought to be ineffective, result in poorer patient outcomes, or possibly not even feasible were actually effective in a virtual environment.

The Future of Diagnostics and Treatment Care

Imagine technology-enabled medical screening powered by machine learning that checks people for health risks, assesses underlying determinants of your health and informs patients how they can navigate healthcare barriers (e.g., matching providers with insurance coverage, solving language barriers, meeting transportation challenges). As artificial intelligence and machine learning advance, this technology will be able to discern patterns of care in patients and help guide them to optimal outcomes.

Detailed data are currently being gathered from wearable devices and sensors, which can tell people about their health in more immediate and personalized ways than before. As the use of smart devices in healthcare continues to grow, we foresee easier access to care, better care management and improved outcomes. For example, AI is already being used to treat diabetes by analyzing data from continuous glucose monitors and insulin pumps to predict future insulin needs based upon glucose levels. Additionally, the speed of digitalization is shaping diagnostics and treatment.  AI is starting to be used to assess health symptoms, delivering high-definition diagnostics and quicker response times. AI is also being used to better match people to clinical trials. 

With the spread of telehealth, other areas of patient care and treatment will also become more accessible in people’s own homes, including lab and radiology testing that is currently required in-person and other hospital outpatient services.

Medical treatment and devices are readily advancing. Case in point: the 3D printing of human organs for transplants is in the planning stages. When this technology becomes more cost-effective and reliable, organ transplants will become more widespread and accessible. By using the patient's own cells to grow organs, 3D printing could eliminate waiting lists, reduce the odds of organ rejection and make harmful life-long immunosuppressive medication unnecessary. Whether five years is long enough for this to become commonplace remains to be seen.

The Future of Healthcare and Benefit Costs

As costs rise, getting a better return on investment on employee benefits has become a major priority for companies worldwide.  Understanding the cost drivers but, perhaps more importantly, being able to predict future cost drivers, is paramount to delivering an affordable benefit program. This is where technology can step in.

  • By implementing a highly customizable technology platform, companies can streamline enrollment and administrative processes.
  • Employee health data enables companies to understand what benefits employees want and value.
  • Backed by technology and employee data, early intervention can shrink the long-term costs linked to chronic illness and help organizations identify and manage high-cost members earlier in the process and budget for accordingly. Using machine learning, Aon's Health Risk Analyzer is an example of a tool that can identify high-cost members.
  • With a better gauge on employee engagement, companies can use these data to reveal how benefit use aligns with initiatives such as promoting wellbeing and resilience.

Organizations must consider the entirety of their people investment and then use analytics to drive decisions. Historically, claims were examined resulting in a single benefit the following year. But the shift is finally happening. Now organizations are being driven to rely more on analytics to make decisions to ensure their entire benefit investment is connected.

The next five years are going to be more focused on expanding the types of health and lifestyle-related benefits, and on maximizing health, productivity and quality of life. More emphasis will be placed on enhancing the experiences employees have as they navigate the healthcare system. Better benefit integration can help make this possible; and by auditing the progress of employee benefits in real time, companies can make meaningful ongoing adjustments to their benefit programs, instead of waiting until the next benefit selection cycle to check on results.

As employers call on insurance carriers and healthcare providers to help them deliver enhanced benefits to employees, data and analytics can be important tools for employers to use when designing health and benefits programs. Data analytics will also be a necessity to strengthen the argument for innovative benefit design changes for all providers in the healthcare space.

To support their overall HR strategy, companies can use a global structure relying on technological innovations to streamline benefit design and enrollment, and then overlay local/regional nuance.

Amid rapid change, technology is a force that is not only upgrading healthcare, but also enabling employers to better design their benefits, improve the enrollment experience, facilitate access to care, and upgrade diagnostics and treatment care. We know that the connection between better health and benefit programs and business performance is strong. According to Aon’s 2022-2023 Global Wellbeing Survey, improving employee wellbeing can enhance company performance by at least 11 percent and up to 55 percent (depending on the areas of wellbeing that are being improved). Companies can leverage technology to increase employee satisfaction via better healthcare and wellness benefits, and as a result, gain a substantial competitive advantage.

The Future of Workforce Technology

For decades, employee benefit technology has largely only been applied to benefit enrollment and communications. As a result, the employee experience has become a box-ticking exercise. AI has the power to enrich this experience through scalable automation. It will transform employees’ expectations while allowing organizations to mass-customize specific help and guidance on complex benefit issues. AI largely removes the need for expensive administration help desks and creates an immersive experience for employees. Chatbots will be replaced by a fully interactive AI assistant that will interact like a human. This technology could potentially offer a human touch at difficult times of emotional distress or significant personal upheaval that will be able to guide, support and direct like a real person.

Deeper insights on employee behavior will support workforce technology. Methodologies used to analyze consumers will be applied to the workforce. Knowing what people really want will shape how employers design a benefit package, what they should offer and how they should offer it. Technology will be able to collect data more accurately than surveys, offering benefit experiences that are relevant and meaningful to the workforce. For instance, Aon’s employee sentiment analysis captures nine areas of employee sentiment with scores based on external and internal employee reviews. Insights from this analysis can be helpful for clients to quickly identify trends, address concerns, reinforce valued benefits and implement targeted strategies. 

The most important future trend will be the creation of true, insightful performance analytics for HR teams. Measuring online benefits is typically limited to basic enrollment data and costs, yielding simple metrics that are limited in insight value. An analytical engine, however, can generate insights into workforce behaviors. This has the potential to transform how HR departments evaluate benefits. By moving away from what users are doing to why they are doing it, companies will be able to mobilize predictive analysis that will shape benefits while mitigating benefit risks.

How Aon Can Help

Aon is harnessing the power of applying data analytics to employer-based health and wellbeing benefits. Our benefits technology platforms and tools enable informed decision making through benchmarking, improving the visibility of benefits expenditure and helping to predict and manage future costs.

Our human capital analytics deliver valuable data insights across health, benefits, talent, rewards, pensions and retirement, giving organizations the insights they need to protect and grow their business by identifying areas of risk and opportunities for transformation.

 

1 Physical activity more effective than counseling or medications to manage depression

Aon’s Thought Leaders
  • Emma Bassett
    People Solutions Client Leader, Health Solutions, Europe, the Middle East and Africa
  • Doug Melton
    Head of Global Client Analytics, Human Capital
  • Ron Ozminkowski
    Senior Vice President, Health Solutions, North America
  • Melissa Tucker
    Senior Vice President, Health Solutions, North America

General Disclaimer

The information contained herein and the statements expressed are of a general nature and are not intended to address the circumstances of any particular individual or entity. Although we endeavor to provide accurate and timely information and use sources we consider reliable, there can be no guarantee that such information is accurate as of the date it is received or that it will continue to be accurate in the future. No one should act on such information without appropriate professional advice after a thorough examination of the particular situation.

Terms of Use

The contents herein may not be reproduced, reused, reprinted or redistributed without the expressed written consent of Aon, unless otherwise authorized by Aon. To use information contained herein, please write to our team.

Aon's Better Being Podcast

Our Better Being podcast series, hosted by Aon Chief Wellbeing Officer Rachel Fellowes, explores wellbeing strategies and resilience. This season we cover human sustainability, kindness in the workplace, how to measure wellbeing, managing grief and more.

Aon Insights Series Asia

Expert Views on Today's Risk Capital and Human Capital Issues

Aon Insights Series Pacific

Expert Views on Today's Risk Capital and Human Capital Issues

Aon Insights Series UK

Expert Views on Today's Risk Capital and Human Capital Issues

Client Trends 2025

Better Decisions Across Interconnected Risk and People Issues.

Construction and Infrastructure

The construction industry is under pressure from interconnected risks and notable macroeconomic developments. Learn how your organization can benefit from construction insurance and risk management.

Cyber Labs

Stay in the loop on today's most pressing cyber security matters.

Cyber Resilience

Our Cyber Resilience collection gives you access to Aon’s latest insights on the evolving landscape of cyber threats and risk mitigation measures. Reach out to our experts to discuss how to make the right decisions to strengthen your organization’s cyber resilience.

Employee Wellbeing

Our Employee Wellbeing collection gives you access to the latest insights from Aon's human capital team. You can also reach out to the team at any time for assistance with your employee wellbeing needs.

Environmental, Social and Governance Insights

Explore Aon's latest environmental social and governance (ESG) insights.

Q4 2023 Global Insurance Market Insights

Our Global Insurance Market Insights highlight insurance market trends across pricing, capacity, underwriting, limits, deductibles and coverages.

Global Risk Management Survey

Better Decisions Across Interconnected Risk and People Issues.

Regional Results

How do the top risks on business leaders’ minds differ by region and how can these risks be mitigated? Explore the regional results to learn more.

Top 10 Global Risks

Trade, technology, weather and workforce stability are the central forces in today’s risk landscape.

Industry Insights

These industry-specific articles explore the top risks, their underlying drivers and the actions leaders are taking to build resilience.

Human Capital Analytics

Our Human Capital Analytics collection gives you access to the latest insights from Aon's human capital team. Contact us to learn how Aon’s analytics capabilities helps organizations make better workforce decisions.

Human Capital Quarterly Insights Briefs

Read our collection of human capital articles that explore in depth hot topics for HR and risk professionals, including using data and analytics to measure total rewards programs, how HR and finance can better partner and the impact AI will have on the workforce.

Insights for HR

Explore our hand-picked insights for human resources professionals.

Workforce

Our Workforce Collection provides access to the latest insights from Aon’s Human Capital team on topics ranging from health and benefits, retirement and talent practices. You can reach out to our team at any time to learn how we can help address emerging workforce challenges.

Mergers and Acquisitions

Our Mergers and Acquisitions (M&A) collection gives you access to the latest insights from Aon's thought leaders to help dealmakers make better decisions. Explore our latest insights and reach out to the team at any time for assistance with transaction challenges and opportunities.

Natural Resources and Energy Transition

The challenges in adopting renewable energy are changing with technological advancements, increasing market competition and numerous financial support mechanisms. Learn how your organization can benefit from our renewables solutions. 

Navigating Volatility

How do businesses navigate their way through new forms of volatility and make decisions that protect and grow their organizations?

Parametric Insurance

Our Parametric Insurance Collection provides ways your organization can benefit from this simple, straightforward and fast-paying risk transfer solution. Reach out to learn how we can help you make better decisions to manage your catastrophe exposures and near-term volatility.

Pay Transparency and Equity

Our Pay Transparency and Equity collection gives you access to the latest insights from Aon's human capital team on topics ranging from pay equity to diversity, equity and inclusion. Contact us to learn how we can help your organization address these issues.

Property Risk Management

Forecasters are predicting an extremely active 2024 Atlantic hurricane season. Take measures to build resilience to mitigate risk for hurricane-prone properties.

Technology

Our Technology Collection provides access to the latest insights from Aon's thought leaders on navigating the evolving risks and opportunities of technology. Reach out to the team to learn how we can help you use technology to make better decisions for the future.

Trade

Our Trade Collection gives you access to the latest insights from Aon's thought leaders on navigating the evolving risks and opportunities for international business. Reach out to our team to understand how to make better decisions around macro trends and why they matter to businesses.

Transaction Solutions Global Claims Study

Better Decisions Across Interconnected Risk and People Issues.

Weather

With a changing climate, organizations in all sectors will need to protect their people and physical assets, reduce their carbon footprint, and invest in new solutions to thrive. Our Weather Collection provides you with critical insights to be prepared.

Workforce Resilience

Our Workforce Resilience collection gives you access to the latest insights from Aon's Human Capital team. You can reach out to the team at any time for questions about how we can assess gaps and help build a more resilience workforce.

More Like This

View All
  • Credit Insurance and The Future of Energy

    Article 7 mins

    Credit Insurance and The Future of Energy

    In a conversation with Trade Finance Global’s (TFG) Deputy Editor, Mahika Ravi Shankar, Madeleine Whiteley, Senior Client Manager at Aon, explored how credit insurance is helping energy clients navigate volatility, adapt to the transition to renewables, and manage the uncertainties of today’s market

  • As Health Spend Soars, Employers Should Beware of Hidden Cost Threats

    Article 9 mins

    As Health Spend Soars, Employers Should Beware of Hidden Cost Threats

    While cancer care and specialty medicines are familiar culprits behind rising U.S. healthcare costs, benefit leaders should also watch out for less obvious factors driving up expenses. Taking a holistic view requires being aware of these hidden threats as you work to manage costs.

  • Risk Factors and Conditions Driving the Global Medical Trend Rate

    Article 8 mins

    Risk Factors and Conditions Driving the Global Medical Trend Rate

    The global medical trend rate is projected to dip below double digits for the first time in three years to 9.8%. It may be a hopeful sign that cost increases have plateaued, but cost increases are still elevated. We explain the risks and conditions behind the increase so employers can prepare.

  • 6 Insights to Build Risk Resilience in a Volatile Retail Market

    Article 9 mins

    6 Insights to Build Risk Resilience in a Volatile Retail Market

    Retailers in North America are navigating intense competition, shifting consumer demands and rising costs. Add to that a wave of evolving risks — from cyber to litigation — and the pressure mounts. These six insights can help retailers rethink their risk strategy.

  • Cyber Risk Is the Weak Link in Data Center Construction

    Article 8 mins

    Cyber Risk is the Weak Link in Data Center Construction

    Data center construction is booming — but cyber risk management hasn’t kept pace. As digital infrastructure becomes ever more critical, fit-for-purpose insurance solutions are essential to protect projects from costly cyber events that derail timelines and budgets.

  • Global Insurance Market Overview

    Article 23 mins

    Q3 2025: Global Insurance Market Overview

    Buyer-friendly conditions persisted in Q3, with ample capacity and intense competition driving continued price reductions and broader coverage for preferred risks, especially in property, cyber, and directors and officers.

  • Managing the Top 3 Risks in Infrastructure Projects: What You Need to Know

    Article 10 mins

    Resilient Infrastructure: 3 Risks to Watch

    Cost inflation, project complexity and tight schedules aren’t the only pressures facing infrastructure stakeholders. Emerging risks — from design and contract misalignment to tech-driven vulnerabilities — demand proactive risk management across the entire project lifecycle.

  • business-team-discussion-960645142

    Article 5 mins

    Rethinking Talent Strategy as H1B Visa Costs Rise

    As H1B visa costs surge, organizations face complex decisions in talent strategy and global workforce planning. This article explores how employers, talent, and industry must adapt holistically to remain resilient and competitive amid sweeping immigration and market changes.

  • Country-Level Findings

    Article 41 mins

    Country-Level Findings

    Explore how risk perceptions vary across countries with insights from Aon’s 2025 Global Risk Management Survey.

  • Top 10 Global Risks

    Article 1 mins

    Regional Results

    Aon’s 2025 Global Risk Management Survey explores how organizations across four regions are responding to top risks—revealing both the challenges they face and the opportunities to build resilience in a fast-changing world.

  • Logistics

    Article 11 mins

    High Stakes in High Tech: Securing the Technology Supply Chain

    As in-demand, high-value technology cargo travels through complex supply chains, any disruption can trigger costly delays and reputational damage. Leaders can manage volatility with a future-ready risk management approach backed by innovative insurance solutions and data-driven logistics.

  • 2026 Salary Increase Planning Tips

    Article 5 mins

    2026 Salary Increase Planning Tips

    Global voluntary turnover remains low, shaping cautious 2026 salary budgets and prompting a renewed focus on employee development to sustain engagement. Employers are balancing cost control with strategic investments in skills, paying high performers, pay equity and total rewards.

  • GRMS Industry Insights Hero Banner

    Article 1 mins

    Industry Insights

    Business risks impact industries in different ways. Aon’s 2025 Global Risk Management Survey reveals how organizations across nine sectors are responding to today’s most pressing threats—from geopolitical volatility and cyber risk to supply chain disruption and talent shortages.

  • Cyber and E&O: Pricing Holds, but Market Momentum is Shifting

    Article 10 mins

    Cyber and E&O: Pricing Holds, but Market Momentum is Shifting

    The global cyber and tech errors and omissions market continues to favor buyers — for now. As AI-driven threats, privacy litigation and supply chain exposures intensify, forward-thinking organizations are using this window to build resilience.

  • Business Interruption: Managing Risk in an Interconnected World

    Article 7 mins

    Business Interruption: Managing Risk in an Interconnected World

    Business interruption is the second-highest global risk in 2025 — but is expected to fall to seventh place by 2028. As interconnected threats multiply, from cyber attacks to climate events, organizations must diversify supply chains, embed geopolitical insight and regularly update continuity plans.

  • Cash Flow and Liquidity Hero Image

    Article 6 mins

    Cash Flow and Liquidity Risk: A Rising Challenge

    Cash flow and liquidity risk re-enters the top ten global risks in 2025 — and is expected to remain in tenth place by 2028. Amid an uncertain macroeconomic outlook, organizations must strengthen forecasting and unlock working capital to build financial resilience.

  • Commodity Price Risk and Material Scarcity: An Escalating and Complex Risk

    Article 7 mins

    Commodity Price Risk and Material Scarcity: An Escalating and Complex Risk

    Commodity price risk ranks sixth globally in 2025 — and is forecast to climb to fourth place by 2028. With supply chains strained by geopolitical tensions and climate disruption, organizations should consider hedging strategies, diversifying sourcing and exploring innovative risk transfer solutions.

  • Cyber Attack or Data Breach Hero Image

    Article 6 mins

    Cyber Risk: Turning Uncertainty into Opportunity

    Cyber risk tops the global risk agenda in 2025 — and is forecast to retain the number one position through to 2028. As digital threats evolve, organizations should strengthen resilience, quantify exposure and adapt their risk strategy.

  • Damage to Reputation or Brand Hero Image

    Article 5 mins

    Damage to Reputation or Brand: A Critical Risk

    Damage to reputation or brand ranks eighth globally in 2025 — but is expected to fall to nineteenth by 2028. In an era of cyber threats, ESG scrutiny and social media amplification, organizations should quantify reputational risk and embed preventive measures into enterprise strategy.

  • Geopolitical Volatility Hero Image

    Article 6 mins

    Geopolitical Volatility: Preparing for the Unpredictable

    Geopolitical volatility ranks ninth globally in 2025 — and is forecast to rise to fifth by 2028. With conflict, trade disruption and political instability on the rise, organizations must monitor global developments, regularly assess operational exposure and conduct scenario planning.

  • Increasing Competition Is Intensifying Risk for Organizations

    Article 5 mins

    Increasing Competition Is Intensifying Risk for Organizations

    Increasing competition ranks as the fifth biggest global risk in 2025 — and is projected to climb to number three by 2028. As technological disruption, talent scarcity and geopolitical shifts intensify market pressure, organizations must embrace agility, and rethink competitive strategy.

  • Navigating Regulatory and Legislative Change

    Article 8 mins

    Navigating Regulatory and Legislative Change

    Regulatory change ranks as the fourth biggest global risk in 2025 — and is expected to fall to sixth place by 2028. As policy shifts accelerate across sustainability, technology, trade and the workforce, organizations must adopt agile compliance strategies and unlock proactive risk management.

  • Supply Chain or Distribution Failure: Navigating the New Normal

    Article 9 mins

    Supply Chain or Distribution Failure: Navigating the New Normal

    Supply chain failure ranks seventh globally in 2025 — and is projected to fall to twelfth place by 2028. As weather-related disruption, geopolitical tension and cyber threats converge, organizations must balance efficiency with resilience and diversify sourcing.

  • Top 10 Global Risks

    Article 1 mins

    Top 10 Global Risks

    As risks increasingly overlap and evolve, managing them demands more than reactive strategies. This chapter explores the top-ranked risks from the survey and highlights how organizations that take a proactive, integrated approach can turn complexity into opportunity.

  • Why Economic Slowdown is an Ongoing Risk for Organizations

    Article 6 mins

    Why Economic Slowdown is an Ongoing Risk for Organizations

    Economic slowdown ranks as the number three global risk in 2025 — and is projected to rise to number two by 2028. Amid trade tensions, inflation and geopolitical instability, organizations must strengthen liquidity, enhance workforce agility and rethink capital strategies to stay resilient.

  • Client Trends 2025

    Article 11 mins

    In Conversation with Iberdrola: Navigating Megatrends

    Spanish energy multinational, Iberdrola – a leader in grids, storage and clean energy – talks with Aon about its efforts to adapt and respond to climate impacts through its shift towards renewables and building a workforce for the future.

  • Q2 2025 UK Insurance Market Outlook

    Article 13 mins

    Q2 2025 UK Insurance Market Outlook

    Despite geopolitical instability and an uncertain economic outlook, insurer competition in the UK remains strong. This ongoing competition has shaped buyer-friendly conditions for most insurance lines, which began in late 2024 and have continued throughout the first and second quarters of 2025.

  • 5 Bold Predictions for the Future of Total Rewards

    Article 6 mins

    5 Bold Predictions for the Future of Total Rewards

    Total rewards professionals must adapt quickly to changes in the workforce. Whether it's personalization of benefits powered by AI or a whole new language around total rewards, the near future may look very different than the status quo.

  • 5 Data-Driven Ways HR Can Optimize Costs

    Article 17 mins

    5 Data-Driven Ways HR Can Optimize Costs

    Data and analytics can unlock value for HR professionals in a variety of ways. From a unified global benefits perspective to personalizing total rewards, gathering and analyzing the right types of data help companies optimize what can be their biggest expense.