Summary GPG reporting regulations across Europe are complex, varied and are going to be subject to significant changes in the near future. Every country has its own unique set of requirements with little overlap in the methodologies or even in their ‘trigger’ points. The level of regulation is only going to increase in the coming months with more EU countries expected to publish details of how they will comply with the EUPTD. This is, of course, in addition to those non-EU countries who are starting to set their own requirements. This will create more complexity and work for national employers and will be particularly challenging for those with an international footprint. This latter group will need to identify local experts to ensure compliance in each country and will also need to develop a core central business methodology so they can deliver robust analysis and comparisons across the full breadth of the business. At times like this, organisations have a choice to make. They can remain passive and react only when all the details and different approaches are known, or they can be proactive and plan ahead. On something with all the local nuances and variations of GPG reporting, I would strongly recommend a more proactive approach which will help by delivering changes in a series of small steps, rather
than trying to take it all on at the same time and losing the time opportunity offered by any countries who release their details earlier than others. In addition, there is absolutely nothing stopping an employer from developing their own in-house methodology and approach in the interim of course! The sooner that an employer understands the extent of their GPG, and the factors contributing to it, the sooner they can take action and address the causes of any inequality. As we look ahead, the GPG reporting landscape is not going to get any simpler so we might as well adjust and respond to it today so we can incorporate additional changes as they come through. There would appear to be little advantage gained in delaying any response and in fact, a delay could actually contribute to the complexity and challenge by forcing an employer to deal with so much change all at the same time. At times like this, organisations have a choice to make. They can remain passive and react only when all the details and different approaches are known, or they can be proactive and plan ahead.
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ISSUE 16 GLOBAL PAYROLL MAGAZINE
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