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ISSUE 6
“ A number of clear benefits are already beginning to manifest from communicating early with employees to help prepare and educate them on the changes that are coming. ”
with its desired Employee Value Proposition and any other planned business changes.
4. Develop an employee education plan
A number of clear benefits are already beginning to manifest from communicating early with employees to help prepare and educate them on the changes that are coming. If the employer does not own and take control of the messaging then others will, which may not be a desired outcome! 5. Deliver the change needed to ensure compliance Ensure the change process as well as the outcomes are as transparent as possible and give opportunities for employee involvement. The time to act is now! The new regulations present employers with a potentially significant workload to ensure they are ready in time for June 2026 which is not that far away! Preparations also need to extend to closely aligned markets like the UK where practices are also expected to change significantly as EU employers apply their new transparent approaches across the whole of the region. There is nothing to be gained in delaying preparations, it is highly likely that some of your competitors are already making moves so please don’t get left behind. And if you are not already taking action – the time is now!
Author: Stuart Hyland
Stuart Hyland is a Partner with Blick Rothenberg where he leads the
organisation’s Reward Advisory Services business. After starting his career in an in-house C&B role with the Prudential, he now has over 25 years as a Reward Consultant working with clients around the world on a wide range of reward and HR topics and has worked with a number of leading HR advisory firms in various business leadership roles. For the last two years, Stuart has been one of the leading voices in the UK and Europe on Pay Transparency in the EU, and related markets and he has been focussed on helping clients understand and prepare for the new requirements.
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