IMSA Search Global Partners’ Post

🔎 FAQ on the EU Pay Transparency Directive With the Pay Transparency Directive 2023/970/EU, the European legislators are once again trying to reduce the pay gap between men and women. We have summarised the most important data, facts and provided initial courses of action in our FAQ: ➡ When do the new provisions come into force? ➡ Who will they apply to? ➡ What provisions will apply to the job application process? ➡ What does the individual right to information for Employees entail? ➡ What reporting duties do Employers have? ➡ What happens if there is a pay gap of at least 5 %? ➡ What are the legal consequences if Employers violate these regulations? ➡ What courses of action are already available to employers? #employmentlaw #FAQ #eupaytransparencydirective #GenderPayGap https://lnkd.in/dUiq6jpY

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.

As the EU are bracing themselves for a major reform and the trickle down follows through in the UK - the question of the gender pay gap remains at the forefront... Sounds like a given with the introduction of pay transparency with the horizon looking promising but is the reality as dreamy as the ideal? Will it be the silver bullet that shifts the Financial Services industry towards a more equal future? Let me know your thoughts💭 #PayTransparency #FinancialTimes #HRDataHub

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

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

#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

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

The EU’s Pay Transparency Directive (PTD) introduces new gender pay gap reporting measures for organisations with employees in member states starting in 2026. Do you know what you need to do to prepare? And why should you act now? Check out our article to learn all you need to know about the Gender Pay Gap and the EU PTD: https://lnkd.in/eXPxTNQi

Making progress on the pay gap Equal pay for men and women is a fundamental European right. In practice, however, there is a big difference between men's and women's pay. There are currently initiatives to reduce the pay gap through legislation in both the Netherlands and Europe. Read more in this article: https://lnkd.in/eSGpK7nk #employmentlaw #paygap

Increased pay transparency is a key #HR and #reward trend, being driven by regulatory changes. The EU’s Pay Transparency Directive (PTD) introduces new gender pay gap reporting measures for organizations with employees in member states starting in 2026. Do you know what you need to do to prepare? And why should you act now? Check out our article to learn all you need to know about the Gender Pay Gap and the EU PTD: https://deloi.tt/4dV1h5P #FinancialAdvisory #DeloitteLegal #PayTransparency #PayEquity #PayGapReporting