EU Pay Transparency Directive: What Compensation Leaders Need to Know

Splitting demand from contribution makes bias visible. By scoring Relational Complexity and Asymmetric Clarity separately, Reward Logic’s Role Demand-Contribution Index turns hidden, often gendered, workload into evidence, producing cleaner data, fairer pay, and legally defensible outcomes. #GenderPayGap #EqualPay #FairPay #RewardLogic #JobEvaluation #PayEquity #HRTech #Inclusion #FutureOfWork

Sharing our latest piece from Reward Logic on how separating demand from contribution exposes where bias hides in pay systems. Relational and ambiguity work are essential but often invisible. By measuring them directly, we turn unseen effort into evidence. #GenderPayGap #EqualPay #FairPay #RewardLogic #JobEvaluation #PayEquity #HRTech #Inclusion #FutureOfWork

💡 Only 18% of economies worldwide have pay transparency measures or enforcement mechanisms to address the gender pay gap. This means that in most parts of the world employees still have little visibility into how pay decisions are made or whether men and women are compensated equally for the same work. Without transparency it’s hard to identify inequalities, let alone fix them. There’s still a long way to go, but progress is happening. The EU #PayTransparencyDirective, now in the implementation phase, is an important step forward. EU countries have until #2026 to put it into national law, requiring companies to be more open about salaries and to take responsibility when gender-based pay gaps exist. Transparency alone won’t close the gap, but it creates the foundation for accountability and fairer workplaces. Source: World Bank’s Women, Business and the Law 2024 report #GenderPayGap #Leadership #WomenLeadership #FemaleLeadership #PayTransparencyDirective #EU #DEI

Equal pay shouldn’t still be a headline in 2025 - yet here we are. With gender pay gaps still averaging 7%–13%, employers can’t afford to rely on outdated monitoring. Smart compliance tools like ours can spot inequities before they make the news. Read more on why manual monitoring is falling short, and how pay equity monitoring can be automated: https://lnkd.in/eBRhTJg8 #GenderPayGap #PayEquity #EqualPay #HRCompliance #CorporateGovernance #WorkplaceEquality #ComplianceMonitoring #DigitalTransformation #BusinessLeadership

🏛️ From myths to measures – Understanding the EU Pay Transparency Directive We were delighted to host our seminar on the EU Pay Transparency Directive and the Gender Pay Gap – Myths and Facts in Prague. Our experts, Iva Bilinska (Managing Associate) and Martina Mazurkova (Senior Associate), guided participants through the key questions every employer should be asking: 💡 What obligations does the Directive truly bring? 🛠️ How can companies prepare effectively and avoid common pitfalls? A big thank you to all attendees for the great discussions and insightful questions — it was a pleasure connecting and exchanging views on such a topical issue. #ExceptionalTogether #PayTransparency #GenderPayGap #EUlaw #EmploymentLaw #Compliance #Seminar #Prague #InTheKnow

🔍 𝐄𝐔 𝐏𝐚𝐲 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 𝐃𝐢𝐫𝐞𝐜𝐭𝐢𝐯𝐞: 𝐓𝐢𝐦𝐞 𝐭𝐨 𝐏𝐫𝐞𝐩𝐚𝐫𝐞 The EU’s Pay Transparency Directive takes effect in June 2026, introducing new rules to close the gender pay gap. 📌 Though Belgium hasn’t transposed the directive yet, employers should act now—review pay structures, prepare for reporting, and ensure gender-neutral hiring. 🗞️ In this week’s Trends, Pierre Van Achter and Herman Craeninckx outline what’s coming and why it matters. 📣 Are you ready? #PayTransparency #EUCompliance #EqualPay #TrendsTendances #LittlerBelgium

Pay Transparency in Belgium – Time to prepare Although Belgium has not yet transposed the EU Pay Transparency Directive into national law, employers should start preparing now. My colleagues at Littler Belgium, Pierre Van Achter and Herman Craeninckx shared their insights on key points of attention for employers in this week's issue of Trends-Tendances. 👇 #PayTransparency #EUPTD #HR #Belgium

Equal pay isn’t a favour. It’s fairness. In the manufacturing industry, we often speak of productivity, efficiency, output per hour. But sometimes, we forget the most important metric of all equity. Men and women working on the same machine, cutting the same fabric, stitching the same garment deserve the same respect, the same opportunities, and yes, the same wage. At RANG, we made a simple commitment: 👉 Equal work = Equal pay. No negotiations. No bias. No exceptions. Because when women earn fairly, homes grow stronger. When men and women stand equal, industries grow wiser. And when equity becomes culture, not policy — progress finally becomes sustainable. Let’s make equal pay the baseline, not the battle. 🌿 #EqualPay #FairWages #GenderEquality #ManufacturingWithPurpose #WomenAtWork #Leadership #Sustainability

GPG reporting is due this November. New this year, organisations with over 50 employees are being asked to report on their Gender Pay Gap. Use CompenSense to spot pay gaps, stay compliant and make data-driven decisions for your team. Learn more here: https://lnkd.in/evi39ytF #TheHRCompany #CompenSense #GenderPayGap #GPG #WRC #EqualPay #WorkplaceEquality #PayTransparency #FairPay #HRCompliance #PayGapReporting

We’re excited to dive into the topic of pay transparency and labour market equality. Despite progress in some areas, women in the EU still earn on average 13% less than men in equivalent roles, highlighting the ongoing need to close this gap for fairness and sustainable economic growth. At the Future of Work Summit 2025, Tijana Jevtic, CEO at rewardly, together with Nina Tsifudina, Partner at Kinstellar, will guide you through the EU pay transparency directive: what “equal work” means, employer obligations from pay disclosure to mandatory reporting, and enforcement mechanisms. They’ll also cover why pay gaps persist, global and EU transparency figures, and practical strategies to foster equality and a culture of fair pay.. When: 21 Oct 2025 Where: Grand Hotel Millennium Sofia or online Kapital Events Save your spot here: https://lnkd.in/d9K94yXy