Preparing for the Pay Transparency Changes ??

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How to Prepare for the EU Pay Transparency Directive

The EU Pay Transparency Directive is coming! Here's what you need to do to comply by June 2026:

1. Pay Transparency for Hiring

• Disclose salary ranges in job postings.
• Stop asking candidates about their salary history.

2. Pay Transparency for Employees

• Provide information on pay criteria and progression.
• Allow employees to request pay data for their role and similar roles.

3. Defining "Equal Work"

• Develop a gender-neutral job evaluation framework.
• Consider factors like skills, effort, responsibility, and working conditions.
• The Directive offers guidance but leaves room for interpretation - consult legal counsel.

4. National Implementation

• Each EU country will have its own interpretation and additional rules.
• Stay updated on your specific country's regulations.

5. Prepare Now, Avoid Scrambling Later

• Many companies lack job evaluation systems.
• Don't wait until the deadline - start planning now.

1. Pay transparency laws in the USA: HR Morning shares info about new pay transparency legislative developments in two jurisdictions: Maryland and Washington, D.C. Heads up: 2 New Pay Transparency Laws Are Here

2. The Department of Labor's new overtime rule increases the salary threshold for white-collar exemptions. This is a good time for employers to review job classifications to ensure they are accurate. Overtime Rule: Next Steps for Employers

3. The number of people in insecure work in the UK has reached an all-time high of 4.1 million, or one in eight people. Insecure work reaches all-time high

4. The Conservatives have announced their manifesto ahead of the general election in the UK(4 July). It highlighted childcare, skills, national insurance, pensions and welfare. Conservatives' manifesto: What HR needs to know

?? Justin Mecham shares tips on building a personal formula for leadership. To create a successful leadership formula, one can identify one's strengths and weaknesses, inspire their team, and develop a balanced approach. https://www.dhirubhai.net/posts/justinmecham_heres-how-to-build-your-personal-formula-activity-7203372366922469376-ykBp?utm_source=share&utm_medium=member_desktop

?? Steve Hunt analyzes the complex EU AI Act to understand its impact on using AI in HR technology.?https://www.dhirubhai.net/posts/steventhunt_the-new-european-union-artificial-intelligence-activity-7206109260567465985-RJm1?utm_source=share&utm_medium=member_desktop

?? Rachel Gibbs sparked a discussion on pay transparency: top-down implementation or employee involvement from the start??https://www.dhirubhai.net/posts/rachelbgibbs_when-should-you-reveal-whats-going-on-activity-7204377382063861761-OZl4?utm_source=share&utm_medium=member_desktop

?? Noemi Kis? ?offers a handy checklist to help you quickly assess if your workplace is toxic and what steps to take if it is. https://www.dhirubhai.net/posts/noemikis_look-at-where-you-are-does-your-workplace-activity-7204459517143572480-sV8X?utm_source=share&utm_medium=member_desktop

1. David Yamada and Dr. Gary Namie offer some practical advice when it comes to bullying in the workplace. Workplace Bullying: How HR Can Get Toxic Behaviors Under Control

2. Economic and political anxieties are causing employees to hit the pause button on job hunting. Instead of jumping ship, they're staying put in their current roles. This shift is being called the "Big Stay." How leaders can foster engagement during the ‘Big Stay’

3. A new report indicates that achieving gender parity and ensuring 20% representation of women of color on boards will take a very long time, not reaching its target until 2045 at the current pace. Gender diversity momentum stalls across U.S. corporate boards on Russell 3000

4. A Gallup survey suggests that managers need more development and feedback to be effective leaders.?Addressing the Manager Performance Feedback Void in Workplace. ?

5. Personalities and work styles can vary more within generations than between them. Generations at Odds? Age Isn’t the Problem — This Is

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