GLOBAL PAYROLL MAGAZINE
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contracts for pay-confidentiality clauses etc. All of which require careful planning and action now. Your journey to compliance At Blick Rothenberg, we use the below pathway to underpin our work with clients in this space. It provides a simple and logical sequence of steps that can be tailored to meet specific client needs. 1. Education and impact sessions for Leadership (and HR) teams Begin to prepare the business for the regulations by raising understanding amongst the Leadership (and HR) teams 2. A ‘Readiness Assessment’ which compares current practices against the core requirements and highlights areas of risk and existing compliance Conduct country-specific readiness assessments looking at how current policy and practice need to evolve to reduce the risk of non-compliance. This activity could also include a detailed equal pay analysis to identify specific anomalies and issues but there is limited value in doing this without a job evaluation scheme in place as there would be no robust basis for any equal pay analysis without a clear understanding of ‘equal work’.
3. Action planning and prioritisation assessment Based on the output from the
‘Readiness Assessments’ a plan can be developed to deliver the required evolutions. This enables the business to present employees with a single, coordinated journey in full alignment
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