In October 2026, Lockton announced the launch of People Solutions in Italy through Lockton P.L. Ferrari.

Andrea Canonico and Claudio Giambelli, previously leaders of Aon’s Health & Benefits business, were appointed co-heads. The offer combines employee benefits, wellbeing and workforce advice, supported by PeopleHub, which Lockton describes as an AI-enabled digital solution.

The announcement confirms an expansion of advisory capability. It does not supply measured client outcomes or demonstrate that a common platform produces better benefits decisions. For employers, the practical question is how the new service will connect local advice with day-to-day administration and multinational oversight.

Connect central objectives with local delivery

A multinational benefits team should begin its assessment with the decisions it needs the adviser to support. These might include understanding existing cover, assessing employee demand or preparing a renewal. A description of integrated services is most useful when translated into named responsibilities, deliverables and deadlines. Employers should know who owns a query when it crosses advisory, insurer and platform boundaries.

Local expertise needs to remain visible in that arrangement. A central team can set objectives for protection and employee experience, but it still needs country-specific interpretation of eligibility and programme terms. The service contract should distinguish strategic recommendations from administration and implementation. That distinction makes it easier to evaluate performance and prevents unresolved tasks from passing between providers.

For employers comparing advisers, a realistic scenario offers more evidence than a broad presentation. Ask the proposed team to explain an existing plan, identify an unresolved issue and show how it would follow the matter through to completion. The employer can then assess both the advice and the handoff to those who must execute it. A useful platform should make those responsibilities easier to follow.

Evaluate the platform against benefits tasks

PeopleHub’s stated use of AI invites a separate assessment of data handling and answer quality. Employers should request a clear description of the functions in use, the information each function can access and the controls applied to employee data. They should establish whether a response comes from approved plan documents, other sources or a generated interpretation. A polished answer still needs an identifiable basis.

An employer could test the platform with common benefits questions and exceptions that require escalation. The test should examine whether the system recognises limits and refers sensitive matters to a qualified person. Answers about coverage should retain the date and version of the relevant plan. The employer also needs to understand how a corrected document reaches users and how earlier answers are handled.

An integrated interface may reduce navigation, but that is an expected benefit to measure. Useful indicators include completion of employee tasks, unresolved queries and the time HR spends correcting information. Adoption alone does not establish improvement. A system can attract logins while leaving employees uncertain about the choices that matter to them.