Figures

Pay Transparency: Is the US Ahead of Europe? It might seem like the US is leading the way—California, New York, and other states have already implemented salary transparency laws. Meanwhile, Europe is still in the process of rolling out its own regulations. But is the US really more transparent? Not so fast. ?? Unlike the US, the EU directive covers ALL forms of compensation—including bonuses, which are often used to sidestep transparency rules. ?? It also reverses the burden of proof, meaning companies will have to justify pay differences. This raises a big question for HR & comp & ben leaders: How do we continue rewarding top performers without risking pay equity disputes? Will we see a “levelling out” of pay? Or can companies find fair, transparent ways to recognize exceptional talent? Read the full newsletter to explore the challenge ahead!

Why 2025 is the year to act on pay gaps?! If your analysis reveals a gender pay gap exceeding 5%, you'll need to allocate a budget to close these gaps BEFORE publishing your first mandatory report. Waiting until 2026 would be a major strategic error - you'd be forced to publish disparities you haven't had time to address. This poses a significant risk to your employer brand and is potentially costly regarding sanctions. The EU directive doesn't include a transition period - you must comply from day one. ???Want the complete 8-step roadmap to pay transparency? Check out the complete webinar replay with Anita Lettink on our website (???Resources - Webinars).

Future législation sur la transparence salariale : à quel niveau de préparation êtes-vous ? 2026, c’est demain ! La Directive européenne va bouleverser le paysage de la rémunération, rendant obligatoire l'affichage des fourchettes salariales et interdisant les questions sur l'historique des salaires. La France, l’Irlande, la Belgique ou encore l'Allemagne sont déjà en train de préparer leur transposition de cette directive, avec des échéances prévues dès 2025 pour certains pays. Les entreprises qui commencent à aller vers plus de transparence bénéficient déjà d'avantages concrets : diminution de 30% du temps de recrutement, réduction des écarts salariaux H/F, et augmentation du nombre de candidatures pour ne citer que ?a ! La transparence n'est plus une option, autant s’y préparer dès aujourd'hui.

Our benchmark just got bigger with new insurance roles! We’ve expanded our benchmark to include key positions within the insurance industry, offering deeper insights into compensation across a wide range of roles. Take a look at the latest additions: → Actuary → Claims Manager → Commercial Property Insurance Administrator → Health and Welfare Policy Administrator → Insurance Broker → Insurance Claims Adjuster → Insurance Financial Flow Specialist → Insurance Financial Operations Technician → & many more! Why is this a game-changer? ?? A more accurate view of compensation in the insurance sector ; ?? Highly specialized benchmarks ; ?? Data aligned with the market reality. Our clients already have hundreds of employees in these roles!

Fini le temps des "t'as mal négocié" ou "c'est le choix du manager" ! Demain, chaque décision devra être : ? Basée sur des critères objectifs (compétences, expériences pertinentes, conditions de travail) ? Correctement appliquée ? Tracée et documentée Car face à un collaborateur qui contestera sa rémunération, il faudra non seulement prouver les différences objectives avec ses collègues, mais aussi que le manager a correctement fait son travail d'évaluation. ?? Découvrez l'intégralité des 5 questions essentielles abordées dans notre webinar "Prêts pour la Directive Européenne ?” avec Ludovic WOLFF (Director Rewards & Employee Share Plan, Alixio Group) et notre CEO Virgile Raingeard sur la directive européenne. Disponible sur notre site (???Ressources - Webinars) !

Paying employees fairly isn’t just the right thing to do! ???it’s also a legal requirement in many places. But failing to address pay inequities can lead to serious business consequences… Here are 5 reasons why employers should care about pay equity: ??. ?????????? & ??????????????????: Companies may face hefty fines depending on the severity and duration of pay inequities. ??. ?????????????????????? ???? ??????????: Employers could be forced to pay back wages for years of underpayment, which could amount to millions. ??. ?????????????????? ?????????? ????????: Pay discrimination cases often drag on for years, leading to mounting legal costs. ??. ?????????????????? ???????????????????? ??????????????: Courts may require regular pay equity audits and corrective measures. ??. ???????????????????????? ????????????: A bad reputation as an unfair employer can hurt talent acquisition and customer loyalty. Pay equity isn’t just about compliance: it’s about protecting your business from costly risks. To learn more from our article, check our website (???Resources → Blog).

Who said strategic planning requires boring conference rooms? Not us! Last week, our team traded keyboards for hiking boots in the majestic Vosges mountains. Here's the adventure recap: ?? Forest Expeditions: Navigating nature paths like we navigate complex compensation structures (with slightly more stumbling!) ?? Biathlon Challenge: Proving our precision is just as sharp as our goal to make the compensation world fairer(though some of us might need to recalibrate our aim!) ?? Project Planning: Mapping our conquest of the compensation world, one innovative solution at a time ?? Raclette Sessions: Because the best ideas melt together over melted cheese! Mountain tradition demands it! Sneak Peek: We captured all the action for our upcoming "Life at Figures" video. Stay tuned for the behind-the-scenes mountain magic! Thanks to everyone who made this offsite unforgettable!

?“Innovate or die.” A cliché? Maybe. Across industries, companies are sprinting toward innovation—product teams, marketing teams, and sales teams. But what about HR? Too often, we default to tried-and-true methods instead of exploring new approaches. And it makes sense: HR has always been about mitigating risk rather than taking bold leaps. Our decisions impact people, not just metrics. But now, inaction is the bigger risk. The EU Pay Transparency Directive is coming fast, yet most companies aren’t ready. Many still operate as if compensation secrecy will always be an option. But what happens when salary data has to be published—and it’s inconsistent or hard to justify? In this third edition of The Compversation, we explore: ?? Why HR is often the last to innovate (and why that’s changing) ?? The dangers of waiting to see what others do ?? How we can collectively navigate the future of comp & ben The next generation of HR leaders won’t just be administrators. They’ll be strategic risk-takers, digital pioneers, and transparency champions. Are we ready for that shift? Or will we wait until we have no choice?

"Your Pay Gap Report: More Than Just Numbers" Key insight from our webinar with Anita Lettink (Partner - HRtechradar) and Virgile Raingeard on preparing for pay transparency! Anita explains why your initial pay gap report serves three crucial purposes: 1. A self-assessment tool to understand your current position ; 2. An educational piece to help executives grasp the EU Directive requirements ; 3. A foundation for budget planning to address identified gaps. ???Want the full 8-step roadmap to pay transparency? Check out the complete webinar replay on our website (???Ressources - Webinars).

The reality of the Gender Pay Gap. For tomorrow's International Women’s Day, let’s look at the hard facts: Women are still earning significantly less than men across Europe, with gaps ranging from 15.9% to 24.1% (unadjusted pay gap). These aren't just numbers - they represent real impact on women's lives, from daily finances to retirement savings. ???????? ???????????? ???????????????? ????????????????'?? ??????????????????????????, ????????????, ?????? ????????????????????. What's your organization doing to address the pay gap?