Jackson Lewis P.C.’s Post

Are your pay practices transparent enough? Are job applicants informed about initial pay or pay ranges? These questions are crucial for businesses across Europe aiming to comply with the Pay Transparency Directive effective 7 June 2026, with gender pay gap reporting obligations following a year later. Our latest guide details the current state of play in 16 key EU member states, helping employers understand and navigate the upcoming obligations: https://ow.ly/kaSv50S06cz ➡️ Swipe below to see the current status in the Slovak Republic. #EUPayTransparency | #SlovakRepublic | #EmploymentLaw

🚨 Attention European Employers! 🚨 The new EU Directive on pay transparency is here, introducing significant changes focused on fairness and closing the gender pay gap. Key highlights include clearer salary structures, the right for workers to access pay information, and the obligation for employers to report gender pay gaps. Employers will also need to conduct joint pay assessments in certain situations. Member States have until 7th June 2026 to implement new legislation in line with the Directive. #PayTransparency #EqualPay #WorkplaceEquality #EUDirective #EmploymentLaw

The EU Pay Transparency Directive is looming 👀 For HR and people teams that means a whole new set of regulations for you to be the company expert on 📚 And it could mean introducing big changes to your hiring processes, how you communicate pay and progression with employees, and new gender pay gap reporting requirements 😰 There's a lot to get your head around. So, we’ve put together a guide to help you feel confident with the regulations. It includes an overview of what the text of the Directive actually includes, as well as answering all the FAQs we could possibly think of (if there's one we've missed let us know in the comments and we'll add it in!) This is definitely one to keep bookmarked for when you need it 🔖 Go to the article👇 https://lnkd.in/ehQB8_bP #paytransparency #eupaytransparencydirective #genderpaygap #hiring

Last year, the European Union introduced the EU Pay Transparency Directive - which has the potential to be a huge step forward when it comes to closing the gender pay gap in the EU. Naturally though, employers (and employees) have a few questions on how they can prepare themselves and ensure compliance. Even though we have a couple of years before the directive takes full effect, but your organization should start gearing up for that change now. We made a quick (a skimmable) guide to help guide you navigate the path to pay transparency 🛣️ https://lnkd.in/dWVs4Ddk

The Gender Pay Gap Information Act 2021 in Ireland requires organizations to report on their hourly gender pay gap across various metrics. In 2024, organizations with over 150 employees will be reporting their gender pay gap data, with the threshold set to decrease to 50 employees next year. Meanwhile, the EU Pay Transparency Directive, effective from June 6, 2023 and set to be transposed into local law within 3 years, introduces comprehensive measures to enhance pay transparency, including mandatory gender pay gap reporting in all EU member states, pre-employment pay transparency obligations, and a ban on pay secrecy clauses. On September 19 at 11:00 a.m., I will be joining Mary Brassil, Head of Employment at McCann FitzGerald, for a webinar where we provide an overview of the provisions of the EU Directive, as well as delve into the metrics for publishing the report under Irish law. Register now here: https://lnkd.in/eQn2Yb5i

🌟 Advocating for Pay Transparency 🌟 Pay transparency isn't just about fairness — it's about accountability. In the EU, pay discrimination is prohibited, yet it persists due to a lack of transparency. Let's push for openness in pay to ensure everyone receives equal pay for equal work. Together, we can build more equitable workplaces. Curious to learn more about EU pay transparency initiatives? Visit our website for insights and updates. 👇 https://lnkd.in/dZXvNnqq #PayTransparency #EqualPay #WorkplaceEquality

🌍 EU Pay Transparency Legislation: What You Need to Know The EU Pay Transparency Directive is a major step towards reducing the gender pay gap, requiring companies to disclose pay gaps and take corrective actions. Here are a few key dates to keep in mind: 📅 June 7, 2026: All EU member states must implement local legislation. 📅 June 7, 2027: New gender pay gap reporting obligations begin. This directive prohibits asking salary history during hiring and mandates transparency in pay ranges. It’s part of the broader movement to close the EU's 12-14% gender pay gap. 🔔 Stay tuned for more insights on how your business can prepare! #PayEquity #Compliance #EURegulations https://lnkd.in/eeu9vfzi

The latest edition of our Gender pay transparency: A global guide to employer obligations is now available, at a time when EU Member States are starting to think about implementation of the EU directive on gender pay transparency. For the first time, our guide highlights the current status of implementation activity in each jurisdiction covered. This issue also provides information on other global pay transparency measures such as regulation of salary postings and pay secrecy clauses, which have been a recent focus of US and Canadian legislators and are also covered by the EU directive. This edition also looks at employers' equal pay obligations. The guide covers 57 jurisdictions across the EU and beyond, including two new countries - Croatia and Slovenia - and is an invaluable resource for all HR and in-house legal professionals keen on staying on top of developments in this critical and evolving area. Click on the link to request a summary of the latest developments: https://lnkd.in/detqjNPj

Delve into our latest blog, exploring the impact of EU Directive 2023/970 on transparency and equal pay. Gain insights into how this directive is shaping workforce dynamics and driving change in the European labour market. Read now to stay informed and prepared for upcoming shifts. https://lnkd.in/gChurkcS #contingentworkforce #paytransparency #WeAreMagnit

The importance of pay transparency legislation. All states need to comply. Pay transparency legislation positively impacts candidates and employees by ensuring they have access to salary ranges before applying for positions. This transparency aids in fair compensation negotiations and helps address pay disparities, including the gender pay gap. It empowers individuals to make informed decisions about job opportunities and negotiate salaries more effectively. #paytransparency #salaryranges #healthcare