Daniel Hennig’s Post

The EU’s new Pay Transparency Directive is shaking up the way we talk about pay in the workplace. It’s not just about closing the gender pay gap (though that’s important too!). Now, employees have new rights to information about pay. Get the scoop on what this means for you and your employer. Raed on for more: https://bit.ly/49nl8r6 #PayTransparency #EmployeeRights #EURegulations

With the EU Pay Transparency Directive, we are one step closer to closing the gender pay gap. Thierry Baux shares insights on how this new regulation will foster equal pay across Europe. ➡ https://bit.ly/4eiAgsa #PayGap #GenderPayGap #EUPayDirective #EUPayTransparency

The EU’s new Pay Transparency Directive is shaking up the way we talk about pay in the workplace. It’s not just about closing the gender pay gap (though that’s important too!). Now, employees have new rights to information about pay. Get the scoop on what this means for you and your employer. Raed on for more: https://bit.ly/49nl8r6 #PayTransparency #EmployeeRights #EURegulations

Pay transparency is coming to Europe! 🇪🇺 The new EU directive on pay transparency will require EU member states to update their national laws within the next 3 years. It will require companies to: 🔍 Disclose salary ranges 📊 Provide pay data by gender 🚫 Ban inquiries into applicants' previous salaries Shining a light on pay practices is a major step towards closing the gender pay gap across Europe. 🔗Learn more: https://lnkd.in/g9SPtFmH #GenderEquality #PayTransparency #EqualPay #EuropeanUnion

Brazil's new law, introduced in July 2023, requires companies to regularly share data on pay differences between men and women, especially in management roles. This move aims to close the gender pay gap and address discrimination. However, additional guidelines released in November 2023 bring up some unanswered questions for businesses trying to follow the new rules. Our article outlines what these regulations mean, the process for reporting salary information, and the challenges employers might face: https://lnkd.in/emgyUEgz Written by José Carlos Wahle of Veirano Advogados #PayEquality #GenderPayGap #HRCompliance #BrazilLaw #EmploymentEquity

Although Ireland has only had gender pay gap legislation since 2022, it is one of the few countries in Europe with a gender pay gap favouring women. It means that mandatory gender pay gap reporting is already paying dividends. It’s also helped prepare Irish employers for the EU Pay Transparency Directive – legislation that will only enhance Ireland’s existing gender laws. Here’s what Irish employers should expect after June next year: Gender pay gap reporting: Companies with over 100 employees must report their gender pay gap annually. If the gap exceeds 5%, an assessment with the employee is required. Salary range disclosure: Employers must disclose salary ranges for all positions to job applicants. Worker categories: Employers must differentiate between categories of workers in their reporting. These new regulations aim to ensure that Ireland continues to lead the way in gender pay equity.

🇪🇺 In 2023, the European Parliament and the European Council adopted a new EU directive to strengthen the principle of equal pay for men and women for equal work or work of equal value. 👩⚖️ This new law forces EU member states to adjust their national pay equality laws, strengthening pay transparency and the enforcement of equal pay. 👀 Once adopted, every employee will have the right to know the average wage of all employees doing equivalent work in the same company. Every company with more than 100 employees will also be required to report regularly on the gender pay gap. 🕵️♀️ Women often remain unaware of pay discrimination in their work, due to companies being able to keep salaries a secret. Pay transparency through this directive will not only allow women to be made aware of salaries in their company so they can take necessary steps if there is a pay gap but also allow a proper assessment of the reasons behind pay inequalities. 📝 Professor Roland Erne, Professor of European Integration & Employment Relations, UCD Lochlann Quinn School of Business

#PayTransparency laws continue to gain traction, but are they helping shrink the gender pay gap? Here's an interesting deep dive from #SHRM. https://hubs.ly/Q02mfYc00

2024 is the year of Pay Equity. Europe is already well on its way to closing the #GenderPayGap by promoting transparency in pay practices across member states. This European initiative from the Council of the European Union aims to ensure equal pay for equal work and increase transparency in pay structures to combat discrimination. It highlights legislative proposals and actions taken to achieve these goals, including directives, guidelines, and measures to improve enforcement and reporting mechanisms. With enhanced calls for changes in reporting from ISO, the EEOC, and the U.S. Securities and Exchange Commission (SEC), we're hopeful that pay transparency trends will increase among U.S. employers, moving the needle closer to the gender pay equity that is long overdue. Pay transparency isn't just the right thing to do, it's the fiscally smart thing to do since the research shows that organizations that embrace transparency outperform their less transparent competitors! #HumanizingHumanCapital #PayEquity