Most reward leaders can tell you what they spend. Far fewer can tell you what lands.

Between the payroll line and the employee's bank account sits a gap that has widened for many years. Tax implications that pull more of every award back to the Treasury. And a second leak on the benefits side: schemes that are offered, paid for and never used.

By the time this session runs, the Chancellor's first Autumn Budget will be three weeks old and your 2027 reward plan will be on someone's desk.

James Gozney, Founder and CEO of Aslan, will show you where that money goes and how to get more of it to land. You will leave with a clear view of what £100 of reward spend really costs, which parts of your current package are being used and which are not, and a short list of changes you can make for 2027 without increasing the payroll bill.

We'll explore:

• Where the money goes: a line-by-line walk through the real cost of delivering £100 of value to an employee, and the levers that change it

• What the Budget did and did not change for pay, National Insurance and salary sacrifice, including the £2,000 pension cap already written for April 2029

• The take-up gap: why "offered" and "used" are different numbers, and a simple way to measure yours

• A worked example from a 3,000-person, largely hourly-paid workforce, with the enrolment and usage data behind it

• Five questions to ask before your 2027 reward budget is distributed