Waar gaat deze meeting over?
The EU Pay Transparency Directive does not target relocation assignments directly, yet Global Mobility is one of its most exposed areas.
In this session, Sofía Guijarro, Global Mobility & Reward expert from Lidl - one of the world's largest retail groups will share why expat populations create structural pay equity risks, even without intentional discrimination. Sofía is guiding us through questions, such as:
- How concepts like equal value and the single source principle extend comparability across borders and legal entities
- Where expat packages are different from typical remuneration structures: benefits, cost splits, and undocumented decision logic
- The hidden risk in gender imbalance: how mobility programmes can systematically inflate pay gaps
In addition, Jai Patel, Global Mobility Community lead at Rumbold as well as Eleni Aslani from Cyprus, Founder & CEO of Growth People Pro, with focus on a Holistic Employee Experience. Both of them will weigh in with nuanced examples on gross vs net comparison or employment types such as contractors and EOR. and discussion points.
Join us for an insightful session and bring your questions, reflections, and experiences on balancing EPTD x Global Mobility.
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Key take-aways:
The conversation highlighted a growing realization: while the EU Pay Transparency Directive (EUPTD) does not explicitly target Global Mobility, it exposes one of its most complex and underexplored areas. Organizations are beginning to understand that expat and international assignment populations cannot remain outside the pay transparency conversation, especially given their structural impact on gender pay gaps, cross-border comparability, and reward complexity.
At the same time, the session made clear that this is not only a legal or reporting topic—it is fundamentally about fairness, credibility, and organizational trust. As transparency increases, companies will need to move beyond internal logic toward clear, explainable, and defensible narratives about why people are paid differently. The organizations that succeed will be those that treat this as a strategic transformation of reward systems, not just a compliance exercise.
- Global Mobility is an emerging transparency risk—not an exception
Expat populations are not explicitly named in the directive, but their structure makes them highly exposed. Cross-border comparability, centralized pay decisions, and complex packages position Global Mobility as a hidden risk area. Organizations should not treat mobility as out of scope but rather as a blind spot that requires proactive attention. - “Work of equal value” challenges traditional expat pay logic
The directive evaluates roles based on skills, effort, responsibility, and working conditions, not personal circumstances. This undermines common justifications for expat benefits such as relocation or lifestyle adjustments. Companies must ensure that pay differences are objectively defensible, not simply based on expat status. - Total compensation visibility is a critical gap
Pay is broader than salary and includes allowances, benefits, and non-payroll elements like housing or travel. Many organizations lack a complete overview of these components, especially across systems. Without this visibility, it becomes difficult to explain, defend, or manage pay structures under transparency requirements - Perception of fairness will define success
Even before formal transparency rules, employees already perceive inequalities between local and expat workers. As rights to information increase, these perceptions will intensify. Organizations must prepare to communicate clearly and consistently, ensuring that pay decisions are not only compliant but also credible in the eyes of employees.
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