GLOBAL PAYROLL MAGAZINE
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Responding to the Regulations Having had hundreds of conversations with employers across the EU, the initial reaction to the above is invariably one of shock, disbelief and some fear over the amount of potential work to prepare for them! As a set of regulations, they are certainly daunting and are about as scary as it gets for HR Professionals and Boardrooms where pay secrecy, deliberate or otherwise, has become a comfortable friend and helps to avoid some difficult conversations. It doesn’t have to be this way, however! Look out for next month’s article in which I will be sharing details, on the impacts of the regulations and how organisations can begin to prepare for them and take advantage of the time available.
ap Reporting Requirements. n the number of employees in an ntry) th 100+ employees must publish details er Pay Gap with 250+ employees must publish their une 2027 and annually thereafter with 150-249 Employees must publish y 7 June 2027 and every 3 years thereafter with 100 – 149 Employers must publish y 7 June 2031 and every 3 years thereafter with less than 100 workers may publish they wish to ay gap of more than 5% exists, employers ed to work with a staff body/Works nduct further analysis in the form of a essment to identify the causes and to rective action plan
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.
countries may decide to go further in their
other components e.g. bonus, overtime,
alties including fines for employers that percentage of company turnover or total
mination is to be ‘uncapped’ and it is he employee to show that they were
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