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The EU Pay Transparency Directive (EUPTD) marks a major step toward fairness and equity at work, directly impacting organizations across Europe.
To support employers, we surveyed HR and C&B professionals from 112 organizations (250+ employees). On average, companies see themselves as compliant with 60% of the Directive’s articles, but 67% are considered challenging—especially reporting and transparent pay communication.
Join our one-hour online session with Chiara Kutschera from Highberg, to explore these benchmark results in detail, compare readiness with peers, and learn the key steps for preparing your organization.
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Key take-aways:
The Survey & Sparring session on the EU Pay Transparency Directive (EUPTD) revealed a clear gap between awareness and implementation. While most organizations have created action plans, few have begun executing them. The directive is not just a legal requirement—it’s a strategic opportunity to build trust, ensure fairness, and strengthen employer reputation. Participants shared real-world challenges and insights, reinforcing the need for early action, robust job architecture, and transparent remuneration policies.
Key Takeaways:
- Start early: Piloting pay gap analysis in 2025 helps avoid surprises in 2027.
- Transparency builds trust: 72% of organizations see it as foundational for employee engagement.
- Adjust for context: Use job level, tenure, and job family in pay gap analysis for reliability.
- Remuneration policies need revision: 51% expect to adapt base pay, variable pay, and benefits.
- Culture matters: Legal compliance must be matched by a culture of openness and fairness.
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