RB Global maximized value while minimizing expense with Cashless Participation.

RB Global faced a difficult set of competing pressures: maintain a historically generous ESPP that employees loved, while controlling the operational expense of running it across a global workforce that had grown across more than twenty countries.

The traditional company-matching structure of the ESPP was proving economically burdensome at scale. The challenge was clear: protect competitive, attractive employee benefits while significantly reducing the operational expense associated with the plan.

RB Global partnered with Carver Edison to introduce Cashless Participation, replacing the traditional company match with a more economical yet equally appealing benefit structure. By eliminating the upfront payroll deduction barrier, the program could be extended to a far broader cross-section of the global workforce.

The rollout was paired with a robust education and communication strategy tailored to the diverse, international audience. A dedicated ESPP platform with interactive calculators and personalized tools made the new structure simple to understand, and frequent communications surfaced its value across regions and languages.

90% of RB Global employees embraced Cashless Participation, an adoption rate that signaled both the program's appeal and the effectiveness of the education paired with it. Per-share expense fell 79% compared to the previous matching model.

Beyond the headline savings, the new structure significantly boosted paid-in capital and strengthened RB Global's corporate financial position. It positioned the company as an innovative leader in employee benefits and reinforced its ability to attract, retain, and engage talent across the entire international workforce.