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Der Berechnungszyklus war ein großes Nadelöhr: Er dauerte einen ganzen Monat und erforderte einen stressigen, fehleranfälligen Kraftakt, um die Zahlen aus zahllosen Tabellenblättern am Ende zusammenzuführen.",[],{"type":29,"text":581,"spans":582},"Dieses System stellte ein erhebliches Geschäftsrisiko dar, da es spezielles Know-how für die Wartung erforderte und den Agenten keine Transparenz über die Vergütung bot. Um diese Herausforderungen zu lösen, erkannte LähiTapiola die Notwendigkeit, die Prozesse zu automatisieren, den manuellen Aufwand zu eliminieren sowie Effizienz, Zeitnähe und Klarheit zu verbessern.",[],"article_text$c45f4e53-57d2-4458-9c3b-131a46550505",{"variation":510,"version":511,"items":585,"primary":586,"id":592,"slice_type":593,"slice_label":5},[],{"section_id":5,"quote":587,"description":588},"Die alte Vorgehensweise bedeutete sehr viel Handarbeit. 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Die Gruppe entschied sich für die Sales Performance Management (SPM) Lösung von beqom, vor allem wegen ihrer nahtlosen Integrationsfähigkeit in die bestehende Systemlandschaft. Dies war unabdingbar, weil die Lösung Datenströme von vier bis fünf verschiedenen Quellsystemen zusammenführen musste, während LähiTapiola parallel das Kerngeschäftsfeld Versicherung modernisierte.",[611],{"start":612,"end":613,"type":524},280,346,{"type":29,"text":615,"spans":616},"Das tiefe Verständnis von beqom für Integrationen war ein Hauptargument im Wettbewerb. Diese technische Flexibilität ermöglichte die erfolgreiche Überführung aller 13 Provisionsmodelle ins Tool sowie die Automatisierung der Berechnungs- und Reporting-Logik. Die Lösung von beqom liefert nun transparente, automatisierte Berechnungen und klare, zeitnahe Reports, sodass Agenten genau nachvollziehen können, welche Provision ihnen für welche Verkäufe zusteht.",[],"article_text$1b0876dc-14cd-4eb1-848e-df94d7d189ef",{"variation":510,"version":511,"items":619,"primary":620,"id":625,"slice_type":593,"slice_label":5},[],{"section_id":5,"quote":621,"description":622},"Die anderen Anbieter haben uns gesagt, was zu tun ist. beqom war anders. Uns haben die Menschen und die Flexibilität überzeugt ... und das Verständnis für Integrationen war ein echtes Verkaufsargument.",[623],{"type":29,"text":590,"spans":624},[],"article_quote$9093a099-36d2-4b70-b71e-8dc0641a677a",{"variation":510,"version":511,"items":627,"primary":628,"id":635,"slice_type":528,"slice_label":5},[],{"section_id":5,"content":629,"text_size":525,"background_color":526},[630],{"type":29,"text":631,"spans":632},"Die starke Partnerschaft wurde durch Veranstaltungen wie den beqom Leadership Summit in Nyon untermauert, bei dem LähiTapiola den direkten Austausch mit dem Team und die Vernetzung mit anderen beqom-Kunden schätzte.",[633],{"start":33,"end":634,"type":524},92,"article_text$b4c1a9e0-bae2-4ed9-8696-8e2e12fee2b2",{"variation":510,"version":511,"items":637,"primary":638,"id":678,"slice_type":528,"slice_label":5},[],{"section_id":5,"content":639,"text_size":525,"background_color":526},[640,646,649,652,658,663,668,673],{"type":516,"text":641,"spans":642},"Vorteile",[643],{"start":451,"end":644,"type":570,"data":645},8,{"label":604},{"type":574,"text":647,"spans":648},"Effizienz und Vertrauen in die Vergütung stärken",[],{"type":29,"text":650,"spans":651},"Durch die Zusammenarbeit mit beqom hat LähiTapiola sein Vergütungsmanagement transformiert, erhebliche operative Effizienzgewinne erzielt und durch Transparenz sowie verlässliche Umsetzung das interne Vertrauen gestärkt:",[],{"type":653,"text":654,"spans":655},"list-item","50 % Effizienzsteigerung und eine halbierte Arbeitsbelastung bei der Provisionsberechnung und -auszahlung.",[656],{"start":451,"end":657,"type":524},24,{"type":653,"text":659,"spans":660},"Vermeidung der Einstellung von 2–3 neuen Mitarbeitenden, da der manuelle Aufwand entfiel. Das bestehende Vergütungsteam kann sich nun auf strategische Projekte rund um die Kerngeschäftssysteme konzentrieren.",[661],{"start":451,"end":662,"type":524},55,{"type":653,"text":664,"spans":665},"Abschaffung der ressourcenintensiven \"Crunch-Woche,\" sodass Provisionsauszahlungen stets rechtzeitig und fehlerfrei erfolgen.",[666],{"start":451,"end":667,"type":524},51,{"type":653,"text":669,"spans":670},"Deutlich mehr Transparenz und Vertrauen bei den Verkaufsagenten durch klare, datengestützte Berichte, die die Vergütungsergebnisse nachvollziehbar machen.",[671],{"start":451,"end":672,"type":524},39,{"type":29,"text":674,"spans":675},"Deutlich reduziertes Geschäftsrisiko durch die Ablösung des veralteten Altsystems und firmeneigener Spezialsoftware.",[676],{"start":451,"end":677,"type":524},36,"article_text$8e43c5e4-6cee-4ca3-8f7b-231587dd7245",{"variation":510,"version":511,"items":680,"primary":681,"id":688,"slice_type":593,"slice_label":5},[],{"section_id":5,"quote":682,"description":683},"Wir hatten das Gefühl, dass jeder bei beqom dafür sorgt, dass Ihre Provisionen jeden Monat reibungslos funktionieren. Sie treten offen und kundenorientiert auf – ganz nach dem Motto: Wir sind für Sie da.",[684],{"type":29,"text":590,"spans":685},[686],{"start":451,"end":687,"type":524},66,"article_quote$be7e1fe5-2c97-4fd7-880a-13b6470a067e",{"variation":510,"version":511,"items":690,"primary":691,"id":696,"slice_type":528,"slice_label":5},[],{"section_id":5,"content":692,"text_size":525,"background_color":526},[693],{"type":29,"text":694,"spans":695},"Diese erfolgreiche Zusammenarbeit hat dazu geführt, dass LähiTapiola sein Engagement für beqom weiter ausgebaut hat. 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Sie verfügt über langjährige Erfahrung in der Implementierung effizienter, datenbasierter SaaS-Lösungen, die Entgeltgleichheit fördern und die Compliance mit globalen Vorschriften gewährleisten. Vor der Mitgründung von PayAnalytics by beqom war sie in Führungspositionen als Chief Financial Officer und Chief Risk Officer tätig. Gudrun verfügt zudem über umfassende Erfahrung aus Verwaltungs- und Aufsichtsratsmandaten im Versicherungs-, Banken-, Einzelhandels- und Finanzsektor.",[935],{"start":451,"end":936,"type":524},22,[938],{"type":29,"text":939,"spans":940,"direction":49},"Pay Equity, Finanzdienstleistungsbranche, Versicherungsbranche, Einzelhandelsbranche, HR-Systeme, Vergütungsmanagementsysteme, Finanzberichtssysteme",[],"Reykjavik, Island","MBA, HEC Paris; B.Sc., Industrial Engineering University of Iceland","04fdd3a6-7cf1-417f-87d0-a412a55d5444",{"link_type":47},"2026-06-08T09:00:00+0000","2026-06-08",[],"Ungated",{"dimensions":950,"alt":951,"copyright":5,"url":952,"id":953,"edit":954,"preview":956},{"width":445,"height":446},"Visual of a map of the European Union.","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FaiL-wgeQX7-eW583_Frame1597881611.jpg?auto=format,compress&rect=336,0,8928,5040&w=1240&h=700","aiL-wgeQX7-eW583",{"x":955,"y":451,"zoom":452,"background":453},336,{"dimensions":957,"alt":951,"copyright":5,"url":958,"id":953,"edit":959},{"width":456,"height":457},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FaiL-wgeQX7-eW583_Frame1597881611.jpg?auto=format,compress&rect=322,0,8955,5040&w=828&h=466",{"x":960,"y":451,"zoom":452,"background":453},322,[962],{"product":963},{"id":109,"type":90,"tags":964,"lang":14,"slug":111,"first_publication_date":112,"last_publication_date":113,"uid":114,"url":115,"data":965,"link_type":47,"key":971,"isBroken":48},[],{"title":839,"icon":966,"meta_title":969,"meta_description":970},{"dimensions":967,"alt":835,"copyright":5,"url":836,"id":837,"edit":968},{"width":468,"height":468},{"x":451,"y":451,"zoom":452,"background":453},"PayAnalytics by beqom — Lohngefälle schließen. Chancengleichheit sichern.","Mit PayAnalytics by beqom können Sie präzise Vergütungsentscheidungen treffen und so eine faire Unternehmenskultur schaffen. Datengestützt. Immer aktuell.","fd4d7e0d-9e00-4e9c-bca6-879bd740893b",[973],{"topic":974},{"id":975,"type":976,"tags":977,"lang":14,"slug":104,"first_publication_date":978,"last_publication_date":978,"uid":104,"data":979,"link_type":47,"key":981,"isBroken":48},"aeJpyhQAACcAyE7z","topic",[],"2026-04-17T17:11:59+0000",{"title":980,"plural_title":980},"Pay transparency","653e5bc4-9caa-4fa5-832a-62c117fa2b7f",[983,1005,1039,1056,1073,1091,1108,1136,1147],{"variation":510,"version":511,"items":984,"primary":985,"id":1004,"slice_type":528,"slice_label":5},[],{"section_id":5,"content":986,"text_size":525,"background_color":526},[987,995,998,1001],{"type":29,"text":988,"spans":989,"direction":49},"Although the EU Pay Transparency Directive took effect on June 7th, 2026, local transposition varied massively between countries. While a handful of member states met the deadline effectively, others have issued delayed dates for expected implementation, or have not yet passed legislation.",[990],{"start":991,"end":992,"type":35,"data":993},74,128,{"link_type":927,"url":994,"target":930},"https:\u002F\u002Fwww.beqom.com\u002Fblog\u002Feu-pay-transparency-directive-transposition-by-country",{"type":29,"text":996,"spans":997,"direction":49},"We’ve spoken to business leaders and decision-makers who reason that they should pause or delay starting their EU Directive compliance activities until they see what the legislation will look like in their local markets.",[],{"type":29,"text":999,"spans":1000,"direction":49},"But here’s our take: waiting for the Directive’s transposition at the local level is risky. Organizations should act now across all their EU markets, regardless of whether local governments have delayed transposing the Directive.",[],{"type":29,"text":1002,"spans":1003,"direction":49},"Below, we’ll discuss four reasons why waiting to act may do more harm than good.",[],"article_text$6246c14b-f20b-442f-b01c-da80af696fa4",{"variation":510,"version":511,"items":1006,"primary":1007,"id":1038,"slice_type":528,"slice_label":5},[],{"section_id":5,"content":1008,"text_size":525,"background_color":526},[1009,1012,1035],{"type":516,"text":1010,"spans":1011,"direction":49},"1) The European Commission does not pause",[],{"type":29,"text":1013,"spans":1014,"direction":49},"The Pay Transparency Directive is not the only piece of legislation that EU member states are required to transpose. There are other directives that member states are behind on implementing—and this is not necessarily in their best interest. European Commission infringement procedures can and do take place against nations that put off implementing directives.\nNations with EU Directive transposition delays may ultimately end up facing these proceedings, too. In fact, the Commission responded to a question from the Netherlands in December 2025 by reaffirming that nations were expected to implement the EUPTD by the deadline, signaling that its transposition is a high priority.",[1015,1020,1025,1030],{"start":1016,"end":1017,"type":35,"data":1018},149,189,{"link_type":927,"url":1019,"target":930},"https:\u002F\u002Fec.europa.eu\u002Fimplementing-eu-law\u002Ftransposition-directives\u002Fen",{"start":1021,"end":1022,"type":35,"data":1023},262,285,{"link_type":927,"url":1024,"target":930},"https:\u002F\u002Fec.europa.eu\u002Fimplementing-eu-law\u002Fmember-state-infringement-cases\u002Fen",{"start":1026,"end":1027,"type":35,"data":1028},501,530,{"link_type":927,"url":1029,"target":930},"https:\u002F\u002Fwww.europarl.europa.eu\u002Fdoceo\u002Fdocument\u002FE-10-2025-004018_EN.html",{"start":1031,"end":1032,"type":35,"data":1033},551,562,{"link_type":927,"url":1034,"target":930},"https:\u002F\u002Fwww.europarl.europa.eu\u002Fdoceo\u002Fdocument\u002FE-10-2025-004018-ASW_EN.html",{"type":29,"text":1036,"spans":1037,"direction":49},"This also has legal implications for employers, as it reinforces that compliance with the Directive is the expected norm across the EU. Consequently, organizations whose compliance lags in one or more markets may find themselves at a distinct disadvantage.",[],"article_text$582d3067-bb0e-4eda-bd09-214a92e9994c",{"variation":510,"version":511,"items":1040,"primary":1041,"id":1055,"slice_type":528,"slice_label":5},[],{"section_id":5,"content":1042,"text_size":1053,"background_color":1054},[1043],{"type":29,"text":1044,"spans":1045,"direction":49},"How prepared is your organization? Download our 6-point EUPTD readiness checklist to help guide your Directive planning.",[1046,1048],{"start":451,"end":1047,"type":524},34,{"start":1049,"end":1050,"type":35,"data":1051},48,81,{"link_type":927,"url":1052,"target":930},"https:\u002F\u002Fwww.beqom.com\u002Fresources\u002Feu-pay-transparency-directive-readiness-checklist","Large","Green","article_text$53cf13b6-31d6-4af1-b35c-41095930a524",{"variation":510,"version":511,"items":1057,"primary":1058,"id":1072,"slice_type":528,"slice_label":5},[],{"section_id":5,"content":1059,"text_size":525,"background_color":526},[1060,1063,1066,1069],{"type":516,"text":1061,"spans":1062,"direction":49},"2) Employee rights across the EU are different as of June 7th, even if local legislation did not change",[],{"type":29,"text":1064,"spans":1065,"direction":49},"Even where transposition is delayed at the local level, the Directive still granted EU employees certain rights on June 7th, 2026. These include the right to a pay comparison, compensation in cases of discrimination, information about how pay is determined, a pay secrecy ban, and a salary history ban for jobseekers. ",[],{"type":29,"text":1067,"spans":1068,"direction":49},"In member states that missed the EUPTD transposition deadline, employees may not be able to claim damages directly from an employer just yet. However, they may be able to claim compensation from the local government or file formal complaints. These open cases and complaints could cause significant reputational damage—and reputational risk extends beyond formal complaints. Employees will ask questions about pay regardless of transposition status, and \"we're not legally obliged yet\" is not a satisfying answer. ",[],{"type":29,"text":1070,"spans":1071,"direction":49},"Most organizations we speak to already have a plan to handle these requests: they may not be sharing everything the Directive will eventually require, but they are raising transparency anyway—typically starting with pay ranges—to protect employee trust and employer brand.",[],"article_text$664f500b-6756-40f9-83e8-ade91a5101dc",{"variation":510,"version":511,"items":1074,"primary":1075,"id":1090,"slice_type":528,"slice_label":5},[],{"section_id":5,"content":1076,"text_size":525,"background_color":526},[1077,1080,1087],{"type":516,"text":1078,"spans":1079,"direction":49},"3) Local laws may differ—but not very much",[],{"type":29,"text":1081,"spans":1082,"direction":49},"We’ve kept a close eye on local legislation as it’s taken shape, and the local variations in the Directive’s transposition are marginal. Most differences involve definitions (like the exact definition of “benefits”) or deadlines (like employee request timeframes or snapshot dates). Only in rare cases does local law go beyond what the Directive requires.",[1083],{"start":1084,"end":1085,"type":35,"data":1086},73,89,{"link_type":927,"url":994,"target":930},{"type":29,"text":1088,"spans":1089,"direction":49},"Therefore, even in markets with delayed implementation, employers can be reasonably prepared by planning around the Directive’s core guidelines. They can also look to the legislation of nearby or similar markets to use as a planning framework.",[],"article_text$123fdadb-f822-4d08-9f92-b19639c2b7bc",{"variation":510,"version":511,"items":1092,"primary":1093,"id":1107,"slice_type":528,"slice_label":5},[],{"section_id":5,"content":1094,"text_size":525,"background_color":526},[1095,1098,1101,1104],{"type":516,"text":1096,"spans":1097,"direction":49},"4) Data reporting will be retrospective",[],{"type":29,"text":1099,"spans":1100,"direction":49},"Even when gender pay gap reporting is postponed until 2027, these reports will require 2025\u002F26 data. What organizations operating in the EU do right now truly matters. This point was reinforced when Germany formally asked the European Commission to postpone the reference year for the first reporting cycle—and the Commission's response was unambiguous: the reporting must be based on data as of December 31, 2026, regardless of when national transposition occurs. Waiting for transposition, or hoping for a postponement of the reporting obligation, is a strategic mistake. The reference year will not change.",[],{"type":29,"text":1102,"spans":1103,"direction":49},"In addition, the Directive requires equitable job architectures, clearly defined criteria for pay, meaningful categories of workers, and the ability to run a pay equity assessment. These are all iterative processes, and few organizations get everything right on the first try.",[],{"type":29,"text":1105,"spans":1106,"direction":49},"We've found that it's best to spread this work out over time. This way, you can avoid the pain of a last-minute crunch when local implementation does take place, eliminating the risk of moving forward with a less-than-solid pay architecture. The same goes for closing gender pay gaps. If your organization identifies a pay gap now, and you have extra time before local laws take effect, you could spread the cost of remediation across two years to significantly reduce budget shock.",[],"article_text$23588a05-e746-4260-8ce3-79d162e1b3d7",{"variation":510,"version":511,"items":1109,"primary":1110,"id":1135,"slice_type":528,"slice_label":5},[],{"section_id":5,"content":1111,"text_size":525,"background_color":526},[1112,1115,1118,1122,1127,1132],{"type":516,"text":1113,"spans":1114,"direction":49},"Best practices if transposition is delayed in your market(s)",[],{"type":29,"text":1116,"spans":1117,"direction":49},"Here is what we recommend for employers operating in markets where the EU Directive’s transposition is delayed:",[],{"type":653,"text":1119,"spans":1120,"direction":49},"Use the EU Directive and similar markets as a baseline for your policies. The final local laws may be slightly different, but not by much.",[1121],{"start":451,"end":1084,"type":524},{"type":653,"text":1123,"spans":1124,"direction":49},"Document key assumptions (like dates and definitions). This will make your work more defensible and easier to pivot if local laws end up requiring something different.",[1125],{"start":451,"end":1126,"type":524},54,{"type":653,"text":1128,"spans":1129,"direction":49},"Use the extra time to iterate processes and close pay gaps.",[1130],{"start":451,"end":1131,"type":524},59,{"type":29,"text":1133,"spans":1134,"direction":49},"These practices serve as vital EU pay transparency risk mitigation, helping you guarantee your employees the rights they are entitled to under EU law, protect your organization’s reputation, and ease the financial burden of compliance. Delaying is risky—start now.",[],"article_text$26c73c46-9c9b-40d1-b43d-2925d876d591",{"variation":510,"version":511,"items":1137,"primary":1138,"id":1146,"slice_type":528,"slice_label":5},[],{"section_id":5,"content":1139,"text_size":525,"background_color":526},[1140,1143],{"type":516,"text":1141,"spans":1142,"direction":49},"How beqom can help",[],{"type":29,"text":1144,"spans":1145,"direction":49},"Our industry-leading software solution helps you create a job architecture for pay equity to deliver on the \"equal pay for equal work\" principle. The user-friendly interface provides deep insight into your organization’s pay structures and simplifies the process of pay equity analysis. When it’s time for retrospective data reporting, we provide compliance-ready reports that are both easy to generate and customize.",[],"article_text$063170b5-b36f-4822-ae22-a1e052cfc696",{"variation":510,"version":511,"items":1148,"primary":1149,"id":1158,"slice_type":528,"slice_label":5},[],{"section_id":5,"content":1150,"text_size":1053,"background_color":1054},[1151],{"type":29,"text":1152,"spans":1153,"direction":49},"Book a free demo to see how we can help your organization get Directive-ready ahead of local deadlines.",[1154],{"start":451,"end":1155,"type":35,"data":1156},16,{"link_type":927,"url":1157,"target":930},"https:\u002F\u002Fwww.beqom.com\u002Fbook-a-demo","article_text$ca2adfe7-507c-419f-bb29-535ab9002b10","EU Pay Transparency Directive: Act Now","Local transposition is delayed — but that's no reason to wait. Four compelling reasons your organization should start EUPTD compliance work right now.",{},"Why delayed EUPTD transposition is no excuse to wait","Local legislation is taking its shape across EU member states, but your obligations — and your employees' rights — are already in effect. Here's what smart organizations are doing right now to stay ahead.","4 reasons to act on EU pay transparency now","Local laws may be delayed, but employee rights took effect June 7th. Waiting isn't a strategy — it's a risk. Here's why the time to act is now.",{"id":1167,"uid":1168,"url":1169,"type":875,"href":1170,"tags":1171,"first_publication_date":1172,"last_publication_date":1173,"slugs":1174,"linked_documents":1176,"lang":14,"alternate_languages":1177,"data":1182},"abyGFRQAACgAzUNq","eu-pay-transparency-directive-transposition-by-country","\u002Fde-de\u002Fblog\u002Feu-pay-transparency-directive-transposition-by-country","https:\u002F\u002Fbeqom-com.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=aiw01xcAAC4AAoXW&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22abyGFRQAACgAzUNq%22%29+%5D%5D",[],"2026-03-19T23:26:22+0000","2026-06-09T15:22:38+0000",[1175],"der-weg-zur-vollstandigen-umsetzung-der-richtlinie",[],[1178,1180],{"id":1179,"type":875,"lang":18,"uid":1168},"aH7A3REAACMAxWjG",{"id":1181,"type":875,"lang":21,"uid":1168},"Z0mspRAAAOgsK5gH",{"title":1183,"excerpt":1184,"written_by":1188,"reviewed_by":1203,"publication_date":1234,"date_to_order_by":1235,"last_modified_date":1235,"last_modified_date_description":1236,"time_to_read":602,"blog_post_gating":948,"button_label":1237,"featured_image":1238,"products":1249,"topics":1268,"slices":1285,"meta_title":1183,"meta_description":2161,"meta_image":2162,"seo_index":51,"seo_follow":51,"og_title":2167,"og_description":2168,"twitter_title":2169,"twitter_description":2170,"do_not_display_in_list_of_blogs":48},"Umsetzung der EU-Entgelttransparenzrichtlinie nach Ländern",[1185],{"type":29,"text":1186,"spans":1187,"direction":49},"2026 ist nicht mehr weit entfernt, und die EU-Mitgliedstaaten arbeiten daran, die EU-Entgelttransparenzrichtlinie in nationales Recht umzusetzen. Wir haben diese Seite erstellt, um den Fortschritt der einzelnen Mitgliedstaaten zu verfolgen.",[],{"id":907,"type":908,"tags":1189,"lang":14,"slug":910,"first_publication_date":911,"last_publication_date":912,"uid":910,"url":913,"data":1190,"link_type":47,"key":1202,"isBroken":48},[41],{"name":915,"author_photo":1191,"job_title":924,"company_name":925,"company_url":1194,"is_a_former_beqom_employee":48,"author_information":1195,"areas_of_expertise":1199,"resides_in":941,"education":942},{"dimensions":1192,"alt":920,"copyright":5,"url":921,"id":922,"edit":1193},{"width":918,"height":919},{"x":451,"y":451,"zoom":452,"background":453},{"link_type":927,"key":928,"url":929,"target":930},[1196],{"type":29,"text":933,"spans":1197,"direction":49},[1198],{"start":451,"end":936,"type":524},[1200],{"type":29,"text":939,"spans":1201,"direction":49},[],"85dc7ab7-9ebd-41f4-901f-725b7cda6968",{"id":1204,"type":908,"tags":1205,"lang":14,"slug":1206,"first_publication_date":911,"last_publication_date":1207,"uid":1206,"url":1208,"data":1209,"link_type":47,"key":1233,"isBroken":48},"aY3xHREAACEA6UGr",[41],"claudia-fernandez-morenas","2026-03-05T12:12:02+0000","\u002Fde-de\u002Fauthors\u002Fclaudia-fernandez-morenas",{"name":1210,"author_photo":1211,"job_title":1217,"company_name":925,"is_a_former_beqom_employee":48,"resides_in":1218,"education":1219,"areas_of_expertise":1220,"company_url":1224,"author_information":1226},"Clàudia Fernández Morenas",{"dimensions":1212,"alt":1213,"copyright":5,"url":1214,"id":1215,"edit":1216},{"width":701,"height":702},"Clàudia Fernández Morenas, Integrated Marketing Managerin bei beqom","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FaKXZMqTt2nPbaiYm_AuthorPhoto_Claudia_2400x1260.jpg?auto=format,compress","aKXZMqTt2nPbaiYm",{"x":451,"y":451,"zoom":452,"background":453},"Integrated Marketing Managerin","Reykjavík, Island","PGD inLiterary Translation, UPF Barcelona School of Management; BA in Translation and Interpretation, Universitat Pompeu Fabra",[1221],{"type":29,"text":1222,"spans":1223,"direction":49},"Integrated Marketing, Content & Übersetzung, Gehaltstransparenz & Entgeltgleichheit",[],{"link_type":927,"key":1225,"url":929,"target":930},"2f1ac18a-1a5d-44ed-97a4-934b89073d7f",[1227,1230],{"type":29,"text":1228,"spans":1229,"direction":49},"Clàudia ist Marketing-Expertin mit ausgeprägtem Interesse an Sprache und Literatur. Sie konzipiert und realisiert datengestützte Marketingkampagnen mit besonderem Fokus auf Social Media, E-Mail- und Content-Marketing. Sie ist Redakteurin des LinkedIn-Newsletters \"Cup of Compliance\"von beqom, der wöchentlichn über gesetzliche Entwicklungen im Bereich Entgeltgleichheit und Transparenz informiert.",[],{"type":29,"text":1231,"spans":1232,"direction":49},"Zuvor war Clàudia als Content-Übersetzerin und Social-Media-Spezialistin bei PayAnalytics bei beqom tätig. Sie lebt in Reykjavik und ist zudem publizierende  Übersetzerin, die die spanische Ausgabe einer bedeutenden Publikation verfasst hat.",[],"cc2d63a7-5b5a-4c66-9a3a-fb3f663bbf71","2024-12-11T14:34:00+0000","2026-05-29",[],"Erfahren Sie den Stand in Ihrem Land",{"dimensions":1239,"alt":1240,"copyright":5,"url":1241,"id":1242,"edit":1243,"preview":1245},{"width":445,"height":446},"Grafik mit Karte der EU","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FZ025c5bqstJ978wA_beqom_TranspositionMap_PrismicBanner.jpg?auto=format%2Ccompress&rect=84%2C0%2C2232%2C1260&w=1240&h=700","Z025c5bqstJ978wA",{"x":1244,"y":451,"zoom":452,"background":453},84,{"dimensions":1246,"alt":1240,"copyright":5,"url":1247,"id":1242,"edit":1248},{"width":456,"height":457},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FZ025c5bqstJ978wA_beqom_TranspositionMap_PrismicBanner.jpg?auto=format%2Ccompress&rect=81%2C0%2C2239%2C1260&w=828&h=466",{"x":1050,"y":451,"zoom":452,"background":453},[1250,1260],{"product":1251},{"id":99,"type":90,"tags":1252,"lang":14,"slug":101,"first_publication_date":102,"last_publication_date":103,"uid":104,"url":105,"data":1253,"link_type":47,"key":1259,"isBroken":48},[41],{"title":789,"icon":1254,"meta_title":1257,"meta_description":1258},{"dimensions":1255,"alt":785,"copyright":5,"url":786,"id":787,"edit":1256},{"width":468,"height":468},{"x":451,"y":451,"zoom":452,"background":453},"Entgelttransparenz-Software – EU- & US-Compliance automatisieren","Pay Transparency by beqom schafft Transparenz über die Vergütung und fördert eine Kultur der Fairness und kontinuierlichen Verbesserung.","d5832581-0062-4b51-961e-e355b82df649",{"product":1261},{"id":109,"type":90,"tags":1262,"lang":14,"slug":111,"first_publication_date":112,"last_publication_date":113,"uid":114,"url":115,"data":1263,"link_type":47,"key":1267,"isBroken":48},[],{"title":839,"icon":1264,"meta_title":969,"meta_description":970},{"dimensions":1265,"alt":835,"copyright":5,"url":836,"id":837,"edit":1266},{"width":468,"height":468},{"x":451,"y":451,"zoom":452,"background":453},"ee7ca0f0-1cfb-4819-a28e-a4ee56d8073a",[1269,1278],{"topic":1270},{"id":1271,"type":976,"tags":1272,"lang":14,"slug":1273,"first_publication_date":1274,"last_publication_date":1274,"uid":1273,"data":1275,"link_type":47,"key":1277,"isBroken":48},"aYyW5REAACQAuB0K",[],"hr-compliance","2026-02-11T14:54:11+0000",{"title":1276},"HR Compliance","38e9fbd8-2dea-414f-8848-3602fbea5615",{"topic":1279},{"id":1280,"type":976,"tags":1281,"lang":14,"slug":1282,"first_publication_date":1274,"last_publication_date":1274,"uid":1282,"data":1283,"link_type":47,"key":1284,"isBroken":48},"aYyW4xEAACIAuB0D",[],"pay-equity",{"title":107,"plural_title":107},"db48da15-2741-4a8d-b4a3-7ca89fdce5da",[1286,1303,1329,1340,2017,2036,2088,2096,2117,2145],{"variation":510,"version":511,"items":1287,"primary":1288,"id":1302,"slice_type":528,"slice_label":5},[],{"section_id":5,"content":1289,"text_size":525,"background_color":526},[1290,1293,1299],{"type":516,"text":1291,"spans":1292,"direction":49},"Der Weg zur vollständigen Umsetzung der Richtlinie",[],{"type":29,"text":1294,"spans":1295,"direction":49},"Was die EU-Entgelttransparenzrichtlinie betrifft, befinden wir uns zwischen zwei Meilensteinen. Sie trat 2023 als EU-Recht in Kraft, die EU-Mitgliedstaaten haben jedoch bis 2026 Zeit, die Richtlinie in nationales Recht umzusetzen.",[1296],{"start":644,"end":672,"type":35,"data":1297},{"link_type":927,"url":1298,"target":930},"https:\u002F\u002Fwww.beqom.com\u002Fblog\u002Fthe-time-to-prepare-is-now-eu-pay-transparency-directive",{"type":29,"text":1300,"spans":1301,"direction":49},"Erwartungsgemäß befinden sich die verschiedenen Rechtsordnungen in unterschiedlichen Phasen des Umsetzungsprozesses. Zudem ist die jeweilige Ausgangslage unterschiedlich: Einige Staaten verfügen bereits über bestehende Gesetze zur Entgeltgleichheit und\u002Foder Entgelttransparenz, während andere möglicherweise nur eine allgemeine Antidiskriminierungsgesetzgebung haben.",[],"article_text$34385aee-3a3c-46e9-b910-417dbe2c5fd9",{"variation":510,"version":511,"items":1304,"primary":1305,"id":1327,"slice_type":1328,"slice_label":5},[],{"section_id":5,"image":1306,"content":1312,"link_url":1323,"link_label":1325,"background_color":1326},{"dimensions":1307,"alt":1308,"copyright":5,"url":1309,"id":1310,"edit":1311},{"width":701,"height":702},"Booklet-Bild der Vorbereitungs-Checkliste","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FZ1mh5JbqstJ98VFG_beqom_Checklist_PrismicBanner.jpg?auto=format,compress","Z1mh5JbqstJ98VFG",{"x":451,"y":451,"zoom":452,"background":453},[1313,1316],{"type":574,"text":1314,"spans":1315,"direction":49},"Haben Sie Ihren Compliance-Plan für die EU-Richtlinie 2026 schon parat?",[],{"type":29,"text":1317,"spans":1318,"direction":49},"Wir haben eine  6-Step Readiness Checklist zusammengestellt, die die Anforderungen der Richtlinie in konkrete Maßnahmen aufschlüsselt, um sicherzustellen, dass jeder strategische Schritt vor Fristablauf abgedeckt ist.",[1319,1320],{"start":569,"end":936,"type":524},{"start":1321,"end":1322,"type":524},23,42,{"link_type":927,"key":1324,"url":1052},"40522973-9b44-4bd4-bd55-ffc370079b15","Download the free checklist","Beige","article_image_and_text$c52e3484-1dbf-4a13-9808-1fe8011c13c5","article_image_and_text",{"variation":510,"version":511,"items":1330,"primary":1331,"id":1339,"slice_type":528,"slice_label":5},[],{"section_id":5,"content":1332,"text_size":1053,"background_color":1054},[1333],{"type":29,"text":1334,"spans":1335,"direction":49},"Wir haben diese Seite erstellt, um die Umsetzungsaktivitäten auf Ebene der Mitgliedstaaten zu verfolgen. Wir werden sie regelmäßig aktualisieren, während die EU-Mitgliedstaaten bei der vollständigen rechtlichen Umsetzung der Richtlinie voranschreiten.",[1336],{"start":1337,"end":1338,"type":524},35,60,"article_text$c3e7e704-b1b6-4bba-b185-32c704710f92",{"variation":510,"version":511,"items":1341,"primary":1342,"id":2015,"slice_type":2016,"slice_label":5},[],{"introduction_text":1343,"heading_map_legend":1347,"country_list":1348},[1344],{"type":516,"text":1345,"spans":1346,"direction":49},"Umsetzungsaktivitäten der EU-Entgelttransparenzrichtlinie nach Mitgliedstaat",[],"Transposition Stage",[1349,1369,1425,1440,1452,1472,1495,1525,1544,1567,1598,1622,1634,1646,1676,1707,1728,1756,1768,1793,1848,1874,1896,1916,1938,1950,1973],{"euptd_page":1350,"country_code":1351,"stage":1352,"member_state":1353,"status":1354,"draft_legislation":1363,"final_legislation":1363,"effective_date":1364,"resources":1368},{"link_type":47},"at","Low or no activity","Austria",[1355],{"type":29,"text":1356,"spans":1357,"direction":49},"Zum Zeitpunkt unserer letzten Aktualisierung waren in Österreich keine Umsetzungsaktivitäten bekannt. Das Land verfügt jedoch über eine geltende Gesetzgebung. Diese verpflichtet Arbeitgeber mit mehr als 150 Mitarbeitenden, ihren Mitarbeitenden einen Entgeltbericht zur Verfügung zu stellen.",[1358],{"start":1359,"end":1360,"type":35,"data":1361},136,157,{"link_type":927,"url":1362,"target":930},"https:\u002F\u002Fwww.bundeskanzleramt.gv.at\u002Fen\u002Fagenda\u002Fwomen-and-equality\u002Fgender_equality_in_the_labour_market\u002Fpay_transparency.html","No",[1365],{"type":29,"text":1366,"spans":1367,"direction":49},"Wird noch bestätigt",[],[],{"euptd_page":1370,"country_code":1371,"stage":1372,"member_state":1373,"status":1374,"draft_legislation":1404,"final_legislation":1404,"effective_date":1405,"resources":1409},{"link_type":47},"be","Full or partial transposition","Belgium",[1375,1378,1381,1384,1387,1391,1394,1398,1401],{"type":29,"text":1376,"spans":1377,"direction":49},"Der belgischen Abgeordnetenkammer wurde im Januar 2026 ein Entschließungsantrag zur Umsetzung der Richtlinie der Europäischen Union zur Entgelttransparenz (Richtlinie (EU) 2023\u002F970) vorgelegt.\nHauptpunkte des Antrags:",[],{"type":653,"text":1379,"spans":1380,"direction":49},"„Gold-Plating“ vermeiden: Keine neuen Rechtsvorschriften erlassen, die über die strikten Anforderungen der EU-Richtlinie hinausgehen.",[],{"type":653,"text":1382,"spans":1383,"direction":49},"Gesetzliche Anpassungen: Beschränkung der Maßnahmen im Privatsektor auf geringfügige textliche Änderungen an bestehenden Sozialgesetzen bei gleichzeitiger Ausweitung der Entgelttransparenz auf alle Beschäftigungsverhältnisse des Bundes nach dem Vorbild des flämischen Entwurfs.",[],{"type":653,"text":1385,"spans":1386,"direction":49},"Screening administrativer Belastungen: Schlagen Sie auf dem informellen europäischen Gipfel am 12. Februar 2026 ein gründliches Screening der zunehmenden administrativen Belastungen vor, um die Wettbewerbsfähigkeit der Unternehmen zu schützen.",[],{"type":29,"text":1388,"spans":1389,"direction":49},"Französische Gemeinschaft Belgiens",[1390],{"start":451,"end":1047,"type":524},{"type":29,"text":1392,"spans":1393,"direction":49},"Im September 2024 hat diese Region, auch bekannt als Föderation Wallonien-Brüssel oder Fédération Wallonie-Bruxelles, als erste EU-Jurisdiktion die EU-Entgelttransparenzrichtlinie in nationales Recht umgesetzt.",[],{"type":29,"text":1395,"spans":1396,"direction":49},"Flandern",[1397],{"start":451,"end":644,"type":524},{"type":29,"text":1399,"spans":1400,"direction":49},"Ende 2025 veröffentlichte die flämische Regierung einen Dekretentwurf zur teilweisen Umsetzung der Richtlinie für den öffentlichen Sektor.",[],{"type":29,"text":1402,"spans":1403,"direction":49},"Darüber hinaus gelten in Belgien weitere Gesetze zur Entgeltgleichheit und Entgelttransparenz. Das erforderliche jährliche Audit, das Unternehmen an die Nationalbank übermitteln müssen, muss den Entgeltunterschied zwischen Männern und Frauen enthalten. Unternehmen mit 50 oder mehr Mitarbeitenden müssen außerdem alle zwei Jahre eine detailliertere Analyse der Entgeltstruktur einreichen.",[],"Yes, but partial",[1406],{"type":29,"text":1407,"spans":1408,"direction":49},"1. Januar 2025",[],[1410,1417],{"type":29,"text":1411,"spans":1412,"direction":49},"In diesem Artikel befassen wir uns eingehender mit den Umsetzungsaktivitäten Belgiens, einschließlich Updates zur Französischen Gemeinschaft.",[1413],{"start":667,"end":1414,"type":35,"data":1415},85,{"link_type":927,"url":1416,"target":930},"https:\u002F\u002Fwww.beqom.com\u002Fblog\u002Fbelgium-pay-equity-laws-eu-pay-transparency-directive",{"type":29,"text":1418,"spans":1419,"direction":49},"Aktualisierungen zur Flämischen Region finden Sie in diesem Artikel.",[1420],{"start":1421,"end":1422,"type":35,"data":1423},53,67,{"link_type":927,"url":1424,"target":930},"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Feu-pay-transparency-flanders-takes-partial-action-beqom-emyje\u002F?trackingId=ZwoFAgFjRIiL7i%2F1wl7Atw%3D%3D",{"euptd_page":1426,"country_code":1427,"stage":1428,"member_state":1429,"status":1430,"draft_legislation":1434,"final_legislation":1363,"effective_date":1435,"resources":1439},{"link_type":47},"bg","On track","Bulgaria",[1431],{"type":29,"text":1432,"spans":1433,"direction":49},"Im Mai 2026 veröffentlichte Bulgarien einen Gesetzesentwurf zur Umsetzung der Richtlinie, dessen Konsultationsfrist am 2. Juni endet. Dieses knappe Zeitfenster verdeutlicht das Ziel des Landes, die Frist der Richtlinie vom 7. Juni 2026 einzuhalten.",[],"Yes",[1436],{"type":29,"text":1437,"spans":1438,"direction":49},"7. Juni 2026",[],[],{"euptd_page":1441,"country_code":1442,"stage":1352,"member_state":1443,"status":1444,"draft_legislation":1363,"final_legislation":1363,"effective_date":1448,"resources":1451},{"link_type":47},"hr","Croatia",[1445],{"type":29,"text":1446,"spans":1447,"direction":49},"Nach unserem letzten Kenntnisstand sind in Kroatien keine Umsetzungsaktivitäten bekannt.",[],[1449],{"type":29,"text":1366,"spans":1450,"direction":49},[],[],{"euptd_page":1453,"country_code":1454,"stage":1428,"member_state":1455,"status":1456,"draft_legislation":1434,"final_legislation":1363,"effective_date":1460,"resources":1464},{"link_type":47},"cy","Cyprus",[1457],{"type":29,"text":1458,"spans":1459,"direction":49},"Das Ministerium für Arbeitsbeziehungen hat einen Gesetzesentwurf zur Umsetzung der Anforderungen der Richtlinie in nationales Recht veröffentlicht. Der Entwurf befindet sich derzeit in der Konsultation und wird voraussichtlich am 1. Juni 2026 in Kraft treten.",[],[1461],{"type":29,"text":1462,"spans":1463,"direction":49},"1. Juni 2026",[],[1465],{"type":29,"text":1466,"spans":1467,"direction":49},"Lesen Sie alle Details zu Zyperns Umsetzungsentwurf in unserem Artikel.",[1468],{"start":1469,"end":667,"type":35,"data":1470},26,{"link_type":927,"url":1471,"target":930},"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Fpay-transparency-legislation-cyprus-beqom-ub1ue\u002F?trackingId=2c3XCPmxQ7Sd9i2R%2F%2BP7PQ%3D%3D",{"euptd_page":1473,"country_code":1474,"stage":1475,"member_state":1476,"status":1477,"draft_legislation":1434,"final_legislation":1363,"effective_date":1484,"resources":1488},{"link_type":47},"cz","Delays announced","Czech Republic",[1478],{"type":29,"text":1479,"spans":1480,"direction":49},"Am 16. März hat das Ministerium für Arbeit und Soziales (MPSV) einen Entwurf zur Änderung des Arbeitsgesetzbuches zur Umsetzung der Richtlinie vorgelegt. Das Land hat sich für einen minimalistischen Ansatz entschieden und hält sich an die Mindestanforderungen der Richtlinie, um Arbeitgeber zu entlasten. Allerdings schließt sich das Land dem Trend zur Verzögerung an und setzt das Inkrafttreten auf den 1. Januar 2027 fest.",[1481],{"start":1482,"end":1483,"type":524},404,418,[1485],{"type":29,"text":1486,"spans":1487,"direction":49},"1. Januar 2027",[],[1489],{"type":29,"text":1490,"spans":1491,"direction":49},"Mehr zu den Gesetzesänderungen zur Entgelttransparenz in Tschechien.",[1492],{"start":644,"end":1422,"type":35,"data":1493},{"link_type":927,"url":1494,"target":930},"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Fczechia-unveils-eu-pay-transparency-draft-joins-delays-trend-beqom-nhujf\u002F?trackingId=gRFE35E1RiKzTAdGIYIX5Q%3D%3D",{"euptd_page":1496,"country_code":1497,"stage":1475,"member_state":1498,"status":1499,"draft_legislation":1434,"final_legislation":1363,"effective_date":1512,"resources":1516},{"link_type":47},"dk","Denmark",[1500,1503,1506,1509],{"type":29,"text":1501,"spans":1502,"direction":49},"Dänemark veröffentlichte seinen Gesetzesentwurf im Februar 2026.",[],{"type":29,"text":1504,"spans":1505,"direction":49},"Dem Verzögerungstrend der Niederlande folgend, wird der dänische Entwurf voraussichtlich im Januar 2027 in Kraft treten, wobei die erste Runde des Reportings bis September 2028 fällig ist.",[],{"type":29,"text":1507,"spans":1508,"direction":49},"Wesentliche Regelungen im Umsetzungsentwurf umfassen die Verwendung von DISCO-Codes zur Klassifizierung von Tätigkeiten (obwohl diese nicht als Rahmen für „gleichwertige Arbeit“ gelten), eine neue Überwachungsstelle und Entgelttransparenz vor Gehaltsverhandlungen.",[],{"type":29,"text":1510,"spans":1511,"direction":49},"Zudem verpflichtet die aktuelle Gesetzgebung des Landes Arbeitgeber mit 35 oder mehr Beschäftigten, ihren Mitarbeitenden einen Entgeltbericht bereitzustellen.",[],[1513],{"type":29,"text":1514,"spans":1515,"direction":49},"Januar 2027",[],[1517],{"type":29,"text":1518,"spans":1519,"direction":49},"In diesem Artikel gehen wir detaillierter auf den dänischen Vorschlag zur Umsetzung der EU-Richtlinie zur Entgelttransparenz ein.",[1520],{"start":1521,"end":1522,"type":35,"data":1523},46,124,{"link_type":927,"url":1524,"target":930},"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Fdenmarks-eu-directive-draft-other-compliance-updates-beqom-ifrof\u002F?trackingId=447RUHGnieRUi%2B9HuKQjFA%3D%3D",{"euptd_page":1526,"country_code":1527,"stage":1475,"member_state":1528,"status":1529,"draft_legislation":1363,"final_legislation":1363,"effective_date":1539,"resources":1543},{"link_type":47},"ee","Estonia",[1530,1533,1536],{"type":29,"text":1531,"spans":1532,"direction":49},"Im April 2026 beantragte der Wirtschaftsminister bei der EU-Kommission, die Frist für die Richtlinie zu verschieben, um den Verwaltungsaufwand für Arbeitgeber zu reduzieren. Eine Woche später schlug das Wirtschaftsministerium jedoch Gesetzesänderungen zu bestehenden Gesetzen vor, um Teile der Richtlinie umzusetzen. Dazu gehören die Offenlegung von Gehaltsspannen sowie ein Verbot der Gehaltsgeheimhaltung und von Fragen zum bisherigen Gehalt.",[],{"type":29,"text":1534,"spans":1535,"direction":49},"Das Land hat einen Aufschub von zwei Jahren beantragt, um die Reporting-Anforderungen der Richtlinie umzusetzen.",[],{"type":29,"text":1537,"spans":1538,"direction":49},"Die Regierung entwickelt derzeit eine digitale Lösung namens Palagapeegel oder Pay Mirror, die Arbeitgeber für ihr Reporting nutzen werden, wenn die umgesetzte Gesetzgebung 2026 in Kraft tritt.",[],[1540],{"type":29,"text":1541,"spans":1542,"direction":49},"TBC",[],[],{"euptd_page":1545,"country_code":1546,"stage":1475,"member_state":1547,"status":1548,"draft_legislation":1434,"final_legislation":1363,"effective_date":1555,"resources":1559},{"link_type":47},"fi","Finland",[1549,1552],{"type":29,"text":1550,"spans":1551,"direction":49},"Im Mai 2026 hat das finnische Ministerium für Soziales und Gesundheit den Projektzeitplan für die Gesetzgebung zur Umsetzung der Richtlinie aktualisiert. Der Entwurf soll Mitte Juni vorgelegt werden, was darauf hindeutet, dass das Land die Frist am 7. Juni 2026 verpassen könnte.",[],{"type":29,"text":1553,"spans":1554,"direction":49},"Der Gesetzesentwurf würde die EU-Richtlinie durch eine Änderung des bestehenden finnischen Gesetzes zur Gleichstellung von Frauen und Männern vollständig umsetzen. Die Regierung ist der Ansicht, dass diese Gesetzgebung dem von der Richtlinie geforderten Mindestniveau entspricht, einige Arbeitgeberverbände widersprechen dem jedoch.",[],[1556],{"type":29,"text":1557,"spans":1558,"direction":49},"Wird noch bekannt gegeben",[],[1560],{"type":29,"text":1561,"spans":1562,"direction":49},"Lesen Sie unseren vollständigen Artikel zu einigen Nuancen des Gesetzesentwurfs.",[1563],{"start":1564,"end":672,"type":35,"data":1565},18,{"link_type":927,"url":1566,"target":930},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Ffinland-transposes-eu-pay-transparency-directive",{"euptd_page":1568,"country_code":1569,"stage":1475,"member_state":1570,"status":1571,"draft_legislation":1434,"final_legislation":1363,"effective_date":1586,"resources":1589},{"link_type":47},"fr","France",[1572,1575,1580,1583],{"type":29,"text":1573,"spans":1574,"direction":49},"Die aktuelle Gesetzgebung in Frankreich stammt aus dem Jahr 2018 und basiert auf dem nationalen Gleichstellungsindex. Das Gesetz schreibt vor, dass Arbeitgeber mit mehr als 50 Mitarbeitenden jährlich einen Bericht zum Pay Gap vorlegen müssen.",[],{"type":29,"text":1576,"spans":1577,"direction":49},"Im März 2026 entwarf die Regierung des Landes neue Rechtsvorschriften, um ihren Index zu aktualisieren und ihn an die zentralen Anforderungen der Richtlinie anzupassen. Dazu gehören die Vorschriften zur Entgelttransparenz, Regeln für Entgeltbewertungen, wenn der Gender Pay Gap eines Arbeitgebers über 5 % liegt, und Bußgelder bei Nichteinhaltung.",[1578],{"start":546,"end":1579,"type":524},167,{"type":29,"text":1581,"spans":1582,"direction":49},"Die geplante Gesetzgebung geht in einem Bereich über die Mindestanforderungen der Richtlinie hinaus. Während die Richtlinie vorsieht, dass Arbeitgeber mit 100 oder mehr Mitarbeitenden ihre Pay-Gap-Kennzahlen melden müssen, plant Frankreich, seinen derzeitigen Schwellenwert für das Reporting von 50 Mitarbeitenden beizubehalten.",[],{"type":29,"text":1584,"spans":1585,"direction":49},"Dieses neue Gesetz wird die Umsetzungsfrist der Richtlinie vom 7. Juni 2026 voraussichtlich nicht einhalten; stattdessen wird erwartet, dass es am 1. Januar 2027 in Kraft tritt.",[],[1587],{"type":29,"text":1486,"spans":1588,"direction":49},[],[1590],{"type":29,"text":1591,"spans":1592,"direction":49},"Weitere Details zu den aktuellen Reporting-Anforderungen zur Entgeltgleichheit in Frankreich finden Sie auf unserer Seite zu den lokalen Anforderungen.",[1593],{"start":1594,"end":1595,"type":35,"data":1596},116,150,{"link_type":927,"url":1597,"target":930},"https:\u002F\u002Fwww.beqom.com\u002Fresources\u002Flocal-requirements\u002Ffrance",{"euptd_page":1599,"country_code":1600,"stage":1475,"member_state":1601,"status":1602,"draft_legislation":1363,"final_legislation":1363,"effective_date":1609,"resources":1612},{"link_type":47},"de","Germany",[1603,1606],{"type":29,"text":1604,"spans":1605,"direction":49},"Im Oktober 2025 veröffentlichte ein Ausschuss der Bundesregierung einen Bericht, der Leitlinien für die Umsetzung der EU-Richtlinie enthält. Den Empfehlungen zufolge würden sich die neuen Anforderungen an die Entgelttransparenz und -gleichheit in Deutschland eng an den in der Richtlinie festgelegten Schwellenwerten orientieren. Zudem empfiehlt der Ausschuss digitale Tools wie Reporting-Portale und Tools zur Analyse des Pay Gaps, um den Verwaltungsaufwand für Arbeitgeber zu verringern. Experten für Entgeltgleichheit gehen davon aus, dass eine Reportingpflicht nicht vor 2027 bestehen wird.",[],{"type":29,"text":1607,"spans":1608,"direction":49},"In Deutschland gibt es bereits ein Gesetz zur Entgelttransparenz: Das Entgelttransparenzgesetz von 2017 verpflichtet alle Unternehmen mit über 200 Mitarbeitenden, Mitarbeitenden auf Anfrage Informationen zur Entgeltstruktur zur Verfügung zu stellen, einschließlich Informationen darüber, wie das Entgelt der jeweiligen Person festgelegt wird. Arbeitgeber mit über 500 Mitarbeitenden sind verpflichtet, alle paar Jahre über Gleichstellung und Entgeltgleichheit zu berichten.",[],[1610],{"type":29,"text":1557,"spans":1611,"direction":49},[],[1613],{"type":29,"text":1614,"spans":1615,"direction":49},"Weitere Informationen zum deutschen Gesetz zur Entgelttransparenz und Entgeltgleichheit sowie zum Reporting finden Sie in unserem Artikel.",[1616],{"start":1617,"end":1618,"type":35,"data":1619},122,137,{"link_type":927,"url":1620,"target":1621},"https:\u002F\u002Fwww.beqom.com\u002Fblog\u002Fgermany-pay-equity-transparency-laws","_self",{"euptd_page":1623,"country_code":1624,"stage":1352,"member_state":1625,"status":1626,"draft_legislation":1363,"final_legislation":1363,"effective_date":1630,"resources":1633},{"link_type":47},"gr","Greece",[1627],{"type":29,"text":1628,"spans":1629,"direction":49},"Nach unseren jüngsten Informationen hat Griechenland mit der Bildung einer Arbeitsgruppe zur Umsetzung der Richtlinie begonnen.",[],[1631],{"type":29,"text":1541,"spans":1632,"direction":49},[],[],{"euptd_page":1635,"country_code":1636,"stage":1352,"member_state":1637,"status":1638,"draft_legislation":1363,"final_legislation":1363,"effective_date":1642,"resources":1645},{"link_type":47},"hu","Hungary",[1639],{"type":29,"text":1640,"spans":1641,"direction":49},"Nach unserer jüngsten Aktualisierung sind in Ungarn keine Umsetzungsaktivitäten bekannt.",[],[1643],{"type":29,"text":1557,"spans":1644,"direction":49},[],[],{"euptd_page":1647,"country_code":1648,"stage":1475,"member_state":1649,"status":1650,"draft_legislation":1404,"final_legislation":1363,"effective_date":1665,"resources":1668},{"link_type":47},"ie","Ireland",[1651,1654,1662],{"type":29,"text":1652,"spans":1653,"direction":49},"Am 15. Januar 2025 veröffentlichte Irland einen Gesetzesentwurf zur teilweisen Umsetzung der EU-Richtlinie, insbesondere im Hinblick auf deren Bestimmungen zur Entgelttransparenz. Die erste Bestimmung dieser Gesetzgebung würde die Angabe eines Vergütungssatzes oder einer Vergütungsspanne in allen Stellenausschreibungen vorschreiben. Die zweite würde es Arbeitgebern verbieten, Bewerber nach ihrer bisherigen Vergütung zu fragen. Es gibt keine offiziellen Informationen darüber, wann dieser Gesetzesentwurf behandelt wird.",[],{"type":29,"text":1655,"spans":1656,"direction":49},"Der Gesetzesentwurf thematisiert keine Berichtspflichten zum Pay Gap. Irland verfügt in diesem Bereich bereits über eine entsprechende Gesetzgebung; weitere Informationen dazu finden Sie auf unserer Seite mit lokalen Ressourcen.",[1657],{"start":1658,"end":1659,"type":35,"data":1660},199,227,{"link_type":927,"url":1661,"target":930},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Flocal-requirements\u002Fireland",{"type":29,"text":1663,"spans":1664,"direction":49},"Ab dem 1. Juni 2025 sind alle Unternehmen mit über 50 Mitarbeitenden zur Berichterstattung verpflichtet. Die aktuelle Reportingpflicht legt fest, dass Arbeitgeber geschlechtsspezifische Pay Gaps (Mittelwert und Median), Statistiken zu Sachleistungen und Boni sowie die Geschlechterverteilung in jedem Entgeltsquartil melden müssen. Da die EU-Richtlinie spezifischere und detailliertere Reportinganforderungen festlegt, wird Irland voraussichtlich seine Reporting-Gesetzgebung ändern, um sie richtlinienkonform zu gestalten.",[],[1666],{"type":29,"text":1366,"spans":1667,"direction":49},[],[1669],{"type":29,"text":1670,"spans":1671,"direction":49},"Weitere Informationen zur Umsetzung in Irland finden Sie in unserem ausführlichen Artikel.",[1672],{"start":1673,"end":1085,"type":35,"data":1674},68,{"link_type":927,"url":1675,"target":930},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Fireland-eu-pay-transparency-directive-pay-gap-reporting",{"euptd_page":1677,"country_code":1678,"stage":1372,"member_state":1679,"status":1680,"draft_legislation":1434,"final_legislation":1434,"effective_date":1696,"resources":1700},{"link_type":47},"it","Italy",[1681,1685,1693],{"type":29,"text":1682,"spans":1683,"direction":49},"Am 30. April hat der italienische Ministerrat den endgültigen Text des Gesetzesdekrets zur Umsetzung der Richtlinie verabschiedet, der nun vom Präsidenten unterzeichnet werden muss. Zu den wesentlichen Anforderungen gehören ein Verbot von Verschwiegenheitsklauseln zum Entgelt, eine verpflichtende vorvertragliche Transparenz, das Auskunftsrecht für Mitarbeitende und ein Schwellenwert von 5 % für Pay Gaps.",[1684],{"start":546,"end":687,"type":524},{"type":29,"text":1686,"spans":1687,"direction":49},"Der Dekretentwurf folgt auf gesetzgeberische Maßnahmen aus dem Jahr 2024 mit der Verabschiedung des Gesetzes Nr. 15\u002F2024, welches die rechtliche Grundlage für die Transposition schuf und eine Frist bis 2026 festlegte.",[1688],{"start":1689,"end":1690,"type":35,"data":1691},100,120,{"link_type":927,"url":1692,"target":930},"https:\u002F\u002Fwww.gazzettaufficiale.it\u002Feli\u002Fid\u002F2024\u002F02\u002F24\u002F24G00027\u002FSG",{"type":29,"text":1694,"spans":1695,"direction":49},"In Italien gibt es bereits seit 2021 Berichtspflichten, die Arbeitgeber mit 50 oder mehr Beschäftigten dazu verpflichten, alle zwei Jahre Geschlechts- und Entgeltdaten zu melden.",[],[1697],{"type":29,"text":1698,"spans":1699,"direction":49},"2026",[],[1701],{"type":29,"text":1702,"spans":1703,"direction":49},"Weitere Informationen zu den bestehenden Berichtspflichten Italiens und der neuen Gesetzgebung finden Sie in unserem Artikel.",[1704],{"start":553,"end":34,"type":35,"data":1705},{"link_type":927,"url":1706,"target":930},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Fitaly-pay-gap-reporting-eu-pay-transparency-directive-transposition",{"euptd_page":1708,"country_code":1709,"stage":1428,"member_state":1710,"status":1711,"draft_legislation":1434,"final_legislation":1363,"effective_date":1715,"resources":1719},{"link_type":47},"lv","Latvia",[1712],{"type":29,"text":1713,"spans":1714,"direction":49},"Im Frühjahr 2026 veröffentlichte die lettische Regierung einen Gesetzesentwurf zur Umsetzung der Anforderungen der Richtlinie in nationales Recht. Der Entwurf entspricht den Anforderungen der Richtlinie. Allerdings wird kein Datum für das Inkrafttreten der Anforderungen festgelegt, was auf die Einhaltung des Zeitplans der Richtlinie hindeutet.",[],[1716],{"type":29,"text":1717,"spans":1718,"direction":49},"Juni 2026",[],[1720],{"type":29,"text":1721,"spans":1722,"direction":49},"Für weitere Informationen zu Lettlands Entwurf lesen Sie diesen Artikel.",[1723],{"start":1724,"end":1725,"type":35,"data":1726},47,71,{"link_type":927,"url":1727,"target":930},"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Feu-directive-baltic-divide-dutch-pivot-beqom-mge9f\u002F",{"euptd_page":1729,"country_code":1730,"stage":1372,"member_state":1731,"status":1732,"draft_legislation":1434,"final_legislation":1434,"effective_date":1745,"resources":1748},{"link_type":47},"lt","Lithuania",[1733,1736,1739,1742],{"type":29,"text":1734,"spans":1735,"direction":49},"Am 20. Mai 2025 veröffentlichte Litauen einen Gesetzesentwurf, der die EU-Richtlinie teilweise umsetzen soll. Dieser Gesetzesentwurf baut auf dem bestehenden Rahmen des litauischen Arbeitsgesetzbuches und Verwaltungsgesetzbuches auf.",[],{"type":29,"text":1737,"spans":1738,"direction":49},"Im Mai 2026 veröffentlichte das Land das endgültige Gesetz zur Umsetzung der Richtlinie. Obwohl das Datum des Inkrafttretens mit der Frist vom 7. Juni 2026 übereinstimmt, wurden einige Bestimmungen verschoben: Die Anforderung des „Auskunftsrechts“ tritt am 1. Januar 2027 in Kraft, und die erste Frist für das Reporting ist auf den 1. März 2028 festgelegt.",[],{"type":29,"text":1740,"spans":1741,"direction":49},"Die bestehende Gesetzgebung umfasst eine Berichtspflicht zum Gender Pay Gap für Arbeitgeber mit 20 oder mehr Beschäftigten. Wenn der Pay Gap 5 % übersteigt, ist das Unternehmen verpflichtet, Maßnahmen zu dessen Schließung zu ergreifen. Hinsichtlich der Entgelttransparenz müssen Arbeitgeber für offene Stellen die Entgeltspanne angeben und dürfen Bewerbende und Mitarbeitende nicht nach deren bisherigem Entgelt fragen.",[],{"type":29,"text":1743,"spans":1744,"direction":49},"Der Gesetzesentwurf erweitert das bestehende Recht und setzt viele Elemente der EU-Richtlinie um. Er beinhaltet die Bestimmungen der Richtlinie zur Entgelttransparenz, die das Auskunftsrecht für Mitarbeitende garantieren, und verpflichtet Arbeitgeber zu formalen Vergütungssystemen, die auf objektiven, geschlechtsneutralen Kriterien basieren. Zwei der Anforderungen der Richtlinie (Reporting und gemeinsame Bewertung) müssen separat behandelt werden.",[],[1746],{"type":29,"text":1437,"spans":1747,"direction":49},[],[1749],{"type":29,"text":1750,"spans":1751,"direction":49},"Lesen Sie unsere vollständige Diskussion des litauischen Gesetzesentwurfs.",[1752],{"start":1753,"end":1084,"type":35,"data":1754},57,{"link_type":927,"url":1755,"target":930},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Flithuania-eu-pay-transparency-directive-transposition-updates",{"euptd_page":1757,"country_code":1758,"stage":1352,"member_state":1759,"status":1760,"draft_legislation":1363,"final_legislation":1363,"effective_date":1764,"resources":1767},{"link_type":47},"lu","Luxembourg",[1761],{"type":29,"text":1762,"spans":1763,"direction":49},"Stand unserer letzten Aktualisierung sind in Luxemburg keine Umsetzungsaktivitäten bekannt.",[],[1765],{"type":29,"text":1541,"spans":1766,"direction":49},[],[],{"euptd_page":1769,"country_code":1770,"stage":1372,"member_state":1771,"status":1772,"draft_legislation":1404,"final_legislation":1404,"effective_date":1782,"resources":1786},{"link_type":47},"mt","Malta",[1773,1776,1779],{"type":29,"text":1774,"spans":1775,"direction":49},"Malta hat erste Schritte zur Umsetzung der EU-Richtlinie mit einer Legal Notice unternommen, die am 27. Juni 2025 vom maltesischen Parlament veröffentlicht wurde und am 27. August 2025 in Kraft trat.",[],{"type":29,"text":1777,"spans":1778,"direction":49},"Die Rechtsvorschrift gibt Mitarbeitenden das Recht, eine schriftliche Bewertung ihres Entgeltniveaus im Vergleich zu den Kategorien von Arbeitnehmenden, die die gleiche Arbeit verrichten, zu verlangen. (Hinweis: Dies betrifft nicht den Vergleich mit „gleichwertiger Arbeit“, wie von der EU-Richtlinie gefordert.) Die Rechtsvorschrift berechtigt Bewerbende zudem, vor Beginn des Arbeitsverhältnisses schriftliche Informationen über die Vergütungsspanne sowie über relevante Tarifverträge zu erhalten.",[],{"type":29,"text":1780,"spans":1781,"direction":49},"Im Mai 2026 begann im Land jedoch eine neue Debatte hinsichtlich des Umsetzungszeitplans. Der maltesische Arbeitgeberverband (MEA) hat eine Verzögerung der Umsetzung beantragt, während sich die Gewerkschaft General Workers' Union (GWU) der Verzögerung widersetzt.",[],[1783],{"type":29,"text":1784,"spans":1785,"direction":49},"27. August 2025 (Bestimmungen zur Entgelttransparenz)",[],[1787],{"type":29,"text":1788,"spans":1789,"direction":49},"Für alle Details der partiellen Transposition in Malta lesen Sie unseren vollständigen Artikel.",[1790],{"start":1084,"end":34,"type":35,"data":1791},{"link_type":927,"url":1792,"target":930},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Fmalta-implements-eu-pay-transparency-directive",{"euptd_page":1794,"country_code":1813,"stage":1475,"member_state":1814,"status":1815,"draft_legislation":1434,"final_legislation":1363,"effective_date":1837,"resources":1840},{"id":1795,"type":1796,"tags":1797,"lang":14,"slug":1798,"first_publication_date":1799,"last_publication_date":1800,"uid":1801,"url":1802,"data":1803,"link_type":47,"key":1812,"isBroken":48},"ahcAjhEAACkAHb8_","euptd_page",[],"eu-pay-transparency-directive-legislation-at-a-glance","2026-05-27T14:32:54+0000","2026-06-12T07:52:15+0000","netherlands","\u002Fde-de\u002Feuptd\u002Fnetherlands",{"meta_title":1804,"meta_description":1805,"meta_image":1806},"Netherlands: EU Pay Transparency Directive Tracker","Track the Netherlands' transposition of the EU Pay Transparency Directive — from early drafts to the legislation amending the Equal Treatment Act.",{"dimensions":1807,"alt":1808,"copyright":5,"url":1809,"id":1810,"edit":1811},{"width":701,"height":702},"A graphic with the Netherlands country silhouette","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FahV_c7K9tuLqEJVm_EUPTD_Netherlands_2400x1260.png?auto=format,compress&rect=0,0,7200,3780&w=2400&h=1260","ahV_c7K9tuLqEJVm",{"x":451,"y":451,"zoom":452,"background":453},"9be305f7-c98c-43be-b46a-46b24912754e","nl","Netherlands",[1816,1823,1826,1829],{"type":29,"text":1817,"spans":1818,"direction":49},"Im Januar 2026 übermittelte die niederländische Regierung dem Staatsrat einen aktualisierten und überarbeiteten Entwurf und legte infolge der angekündigten Verzögerung bei der Umsetzung der Richtlinie den 1. Januar 2027 anstelle von Juni 2026 als neue Umsetzungsfrist fest. Die ersten erforderlichen Berichte zum Pay Gap würden dann auf den Daten für 2027 basieren.",[1819],{"start":569,"end":1820,"type":35,"data":1821},119,{"link_type":927,"url":1822,"target":1621},"https:\u002F\u002Fwetgevingskalender.overheid.nl\u002Fregeling\u002FWGK025384\u002Fdocumenten\u002FRaad%20van%20State\u002FAdviesaanvraag%20aanhangig%20bij%20Raad%20van%20State\u002F1",{"type":29,"text":1824,"spans":1825,"direction":49},"Im Mai 2026 legte die niederländische Regierung dem Parlament ihren endgültigen Umsetzungsentwurf vor, der am 1. Januar 2027 in Kraft treten soll. Das Ministerium für Soziales hat einen Leitfaden veröffentlicht, der Arbeitgeber dabei unterstützt, geschlechtsneutrale und objektive Vergütungsstrukturen aufzubauen, die den Anforderungen der Richtlinie entsprechen.",[],{"type":29,"text":1827,"spans":1828,"direction":49},"Dieses Gesetz würde alle grundlegenden Anforderungen der Richtlinie umsetzen. Es legt ferner fest, dass Mitarbeiter „einfachen Zugang“ zu den Kriterien haben müssen, die zur Festlegung der Entgelte und Entgeltstufen herangezogen werden, und setzt Arbeitgebern eine Frist von zwei Monaten, um auf die Anfrage eines Mitarbeiters nach einem personalisierten Entgeltvergleich zu reagieren.",[],{"type":29,"text":1830,"spans":1831,"direction":49},"Hinsichtlich des Pay-Gap-Reportings würde der Gesetzesentwurf die spezifischen, in der Richtlinie festgelegten Kennzahlen vorschreiben (eine Auflistung dieser Kennzahlen finden Sie in unserer Kurzanleitung). Dieses Gesetz würde zudem eine Verwaltungsbehörde einrichten, die die erforderlichen Daten aus dem Pay-Gap-Reporting erhebt und prüft, Tools zur Bewertung der Gaps entwickelt und Beschwerden über die Nichteinhaltung durch Arbeitgeber bearbeitet. Der Zusammenbruch der niederländischen Koalitionsregierung im Sommer 2025 hat jedoch die Prüfung und Umsetzung dieses Gesetzes verzögert.",[1832],{"start":1833,"end":1834,"type":35,"data":1835},192,205,{"link_type":927,"url":1836,"target":930},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Fguides\u002Feu-pay-transparency-directive-rules",[1838],{"type":29,"text":1486,"spans":1839,"direction":49},[],[1841],{"type":29,"text":1842,"spans":1843,"direction":49},"Weitere Informationen zur Umsetzung der Richtlinie in den Niederlanden.",[1844],{"start":1469,"end":1845,"type":35,"data":1846},70,{"link_type":927,"url":1847,"target":930},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Fthe-netherlands-transposes-the-eu-pay-transparency-directive",{"euptd_page":1849,"country_code":1850,"stage":1475,"member_state":1851,"status":1852,"draft_legislation":1434,"final_legislation":1434,"effective_date":1862,"resources":1865},{"link_type":47},"pl","Poland",[1853,1856,1859],{"type":29,"text":1854,"spans":1855,"direction":49},"Im Juni 2025 änderte das polnische Parlament sein bestehendes Arbeitsgesetzbuch, um die EU-Richtlinie teilweise umzusetzen. Diese Änderungen beziehen sich auf die Entgelttransparenz: Sie fordern diskriminierungsfreie Recruitingprozesse, verpflichten dazu, dass Bewerbende vor der Einstellung über Gehaltsspannen informiert werden, und verbieten Arbeitgebern, nach dem bisherigen Gehalt zu fragen. Diese Änderungen traten am 23. Dezember 2025 in Kraft.",[],{"type":29,"text":1857,"spans":1858,"direction":49},"Zusätzlich wurde am 16. Dezember 2025 ein Gesetzesentwurf eingebracht, der diese Lücke schließen und die Anforderungen der Richtlinie vollständig erfüllen soll. Dieser adressiert die Elemente der Entgeltgleichheit der Richtlinie, darunter das Auskunftsrecht für Arbeitnehmende und die Berichtspflichten zum Pay Gap.",[],{"type":29,"text":1860,"spans":1861,"direction":49},"Im Mai 2026 veröffentlichte Polen jedoch einen überarbeiteten Entwurf, der im Januar 2027 in Kraft treten soll.",[],[1863],{"type":29,"text":1514,"spans":1864,"direction":49},[],[1866],{"type":29,"text":1867,"spans":1868,"direction":49},"Vertiefende Informationen zur Umsetzung in Polen finden Sie in unserem Artikel.",[1869],{"start":1870,"end":1871,"type":35,"data":1872},63,78,{"link_type":927,"url":1873,"target":930},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Fpoland-pay-equity-eu-pay-transparency-directive-transposition",{"euptd_page":1875,"country_code":1876,"stage":1352,"member_state":1877,"status":1878,"draft_legislation":1363,"final_legislation":1363,"effective_date":1885,"resources":1888},{"link_type":47},"pt","Portugal",[1879,1882],{"type":29,"text":1880,"spans":1881,"direction":49},"Nach unserem letzten Kenntnisstand gibt es in Portugal keine bekannten Umsetzungsmaßnahmen.",[],{"type":29,"text":1883,"spans":1884,"direction":49},"Allerdings gibt es in Portugal aktuell geltende Anforderungen. Arbeitgeber müssen über transparente Vergütungsrichtlinien verfügen, die einen objektiven Ansatz zur Funktionsbewertung umfassen. Zudem müssen sie Vergütungsdaten an die Regierung melden, die diese auf geschlechtsspezifische Pay Gaps prüft. Die zentrale, aktuell geltende Rechtsvorschrift ist das Gesetz 60\u002F2018, das 2019 in Kraft trat.",[],[1886],{"type":29,"text":1557,"spans":1887,"direction":49},[],[1889],{"type":29,"text":1890,"spans":1891,"direction":49},"Erfahren Sie mehr über die lokalen Anforderungen in Portugal in diesem Artikel.",[1892],{"start":1893,"end":1871,"type":35,"data":1894},64,{"link_type":927,"url":1895,"target":930},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Fpay-equity-laws-portugal",{"euptd_page":1897,"country_code":1898,"stage":1428,"member_state":1899,"status":1900,"draft_legislation":1434,"final_legislation":1363,"effective_date":1904,"resources":1908},{"link_type":47},"ro","Romania",[1901],{"type":29,"text":1902,"spans":1903,"direction":49},"Am 30. März 2026 veröffentlichte das Ministerium für Arbeit, Familie, Jugend und soziale Solidarität einen Gesetzesentwurf, der die Richtlinie in nationales Recht umsetzt. Ziel des Entwurfs ist es, das Recht auf gleiches Entgelt für gleiche oder gleichwertige Arbeit zu gewährleisten. Der Entwurf steht nun bis zum 8. April zur Konsultation. Der Entwurf nennt kein Datum für das Inkrafttreten, behält aber den aktuellen Zeitplan für das Reporting gemäß der Richtlinie bei.",[],[1905],{"type":29,"text":1906,"spans":1907,"direction":49},"Juni 2026, da keine Verzögerung angekündigt wurde.",[],[1909],{"type":29,"text":1910,"spans":1911,"direction":49},"In diesem Artikel befassen wir uns eingehend mit dem rumänischen Entwurf zur EU-Richtlinie.",[1912],{"start":1421,"end":1913,"type":35,"data":1914},90,{"link_type":927,"url":1915,"target":930},"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Feu-pay-transparency-romania-charges-ahead-while-others-hit-brakes-jzatf\u002F",{"euptd_page":1917,"country_code":1918,"stage":1372,"member_state":1919,"status":1920,"draft_legislation":1434,"final_legislation":1434,"effective_date":1927,"resources":1930},{"link_type":47},"sk","Slovakia",[1921,1924],{"type":29,"text":1922,"spans":1923,"direction":49},"Am 19. September 2025 hat die slowakische Regierung einen Gesetzesentwurf eingebracht, der die EU-Richtlinie vollständig umsetzen soll. Dazu sieht der Gesetzesentwurf den Erlass eines neuen Gesetzes zur Entgelttransparenz sowie die Änderung von Teilen des bestehenden Arbeitsgesetzbuches, des Arbeitsinspektionsgesetzes und des Gesetzes über die Beschäftigungsdienste vor. Der Entwurf spiegelt die Anforderungen der EU-Richtlinie wider und setzt diese auf dem vorgeschriebenen Mindestniveau um.",[],{"type":29,"text":1925,"spans":1926,"direction":49},"Im Mai 2026 wurde das Gesetzgebungsverfahren in der Slowakei offiziell abgeschlossen. Das neue Gesetz tritt am 7. Juni 2026 in Kraft. Einige Bestimmungen weichen jedoch vom Zeitplan der Richtlinie ab: Informationen zum Durchschnittsentgelt werden erstmals 2028 mit den Daten für 2027 bereitgestellt, und die Vergütungsstrukturen müssen bis Juli 2026 festgelegt werden.",[],[1928],{"type":29,"text":1437,"spans":1929,"direction":49},[],[1931],{"type":29,"text":1932,"spans":1933,"direction":49},"Weitere Informationen zur Umsetzung in der Slowakei finden Sie in unserem vollständigen Artikel.",[1934],{"start":991,"end":1935,"type":35,"data":1936},95,{"link_type":927,"url":1937,"target":930},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Fslovakia-transposition-law-for-eu-pay-transparency-directive",{"euptd_page":1939,"country_code":1940,"stage":1352,"member_state":1941,"status":1942,"draft_legislation":1363,"final_legislation":1363,"effective_date":1946,"resources":1949},{"link_type":47},"si","Slovenia",[1943],{"type":29,"text":1944,"spans":1945,"direction":49},"Nach unserem letzten Kenntnisstand gibt es in Slowenien keine bekannten Umsetzungstätigkeiten.",[],[1947],{"type":29,"text":1557,"spans":1948,"direction":49},[],[],{"euptd_page":1951,"country_code":1952,"stage":1352,"member_state":1953,"status":1954,"draft_legislation":1363,"final_legislation":1363,"effective_date":1961,"resources":1964},{"link_type":47},"es","Spain",[1955,1958],{"type":29,"text":1956,"spans":1957,"direction":49},"Im Mai 2026 leitete das Ministerium für Arbeit und Sozialwirtschaft eine öffentliche Konsultation für den Entwurf eines Königlichen Dekrets ein, mit dem die Richtlinie umgesetzt werden soll.",[],{"type":29,"text":1959,"spans":1960,"direction":49},"Das Land verfügt über grundlegende Gesetze zur Entgeltgleichheit, die 2021 verabschiedet wurden, obwohl die EU-Richtlinie über diese Anforderungen hinausgehen wird. Die bestehenden Anforderungen umfassen ein jährliches Entgeltregister, eine Prüfungspflicht und eine Pflicht zur Arbeitsplatzbewertung für Unternehmen mit 50 oder mehr Beschäftigten sowie das Recht der Mitarbeitenden auf Entgeltinformationen.",[],[1962],{"type":29,"text":1366,"spans":1963,"direction":49},[],[1965],{"type":29,"text":1966,"spans":1967,"direction":49},"Unsere Seite zu den lokalen Anforderungen enthält weitere Informationen zur aktuellen Gesetzgebung in Spanien.",[1968],{"start":1969,"end":1970,"type":35,"data":1971},7,41,{"link_type":927,"url":1972,"target":930},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Flocal-requirements\u002Fspain",{"euptd_page":1974,"country_code":1975,"stage":1475,"member_state":1976,"status":1977,"draft_legislation":1434,"final_legislation":1363,"effective_date":2005,"resources":2008},{"link_type":47},"se","Sweden",[1978,1992,1998],{"type":29,"text":1979,"spans":1980,"direction":49},"Stand Mai 2024 lag in Schweden ein Gesetzentwurf vor. Der Gesetzentwurf ergänzt die bestehende schwedische Gesetzgebung um die Anforderungen der EU-Richtlinie. Am 15. Januar 2026 stellte Gleichstellungsministerin Nina Larsson den offiziellen Fahrplan zur vollständigen Umsetzung in nationales Recht vor. Jedoch veröffentlichte das Land am 26. März 2026 eine Pressemitteilung mit der Forderung nach einer Neuverhandlung der Anforderungen der Richtlinie und einer Verzögerung der Umsetzung.",[1981,1985,1990],{"start":1982,"end":1725,"type":35,"data":1983},58,{"link_type":927,"url":1984,"target":930},"https:\u002F\u002Fwww-regeringen-se.translate.goog\u002Frattsliga-dokument\u002Fstatens-offentliga-utredningar\u002F2024\u002F05\u002Fsou-202440\u002F?_x_tr_sl=auto&_x_tr_tl=en&_x_tr_hl=en&_x_tr_pto=wapp",{"start":1986,"end":1987,"type":35,"data":1988},230,250,{"link_type":927,"url":1989,"target":1621},"https:\u002F\u002Fwww.regeringen.se\u002Fpressmeddelanden\u002F2026\u002F01\u002Fviktiga-steg-for-att-motverka-osakliga-loneskillnader-mellan-kvinnor-och-man\u002F",{"start":1482,"end":1991,"type":524},488,{"type":29,"text":1993,"spans":1994,"direction":49},"Schweden plante, die Anforderungen der Richtlinie in sein Antidiskriminierungsgesetz (2008:567) zu integrieren. Zu den wichtigsten Anforderungen gehören Transparenz vor der Einstellung, ein Auskunftsrecht, eine Berichtspflicht und niedrigere Schwellenwerte für die Dokumentation. Der Vorschlag soll voraussichtlich am 1. Januar 2027 in Kraft treten, wobei die erste Runde des Reportings im Mai 2028 fällig ist.",[1995],{"start":1996,"end":1997,"type":524},153,278,{"type":29,"text":1999,"spans":2000,"direction":49},"Die aktuellen Anforderungen in Schweden konzentrieren sich auf eine Vergütungsanalyse, die sogenannte lönekartläggning, die alle Arbeitgeber jährlich durchführen müssen. Stellen Arbeitgeber ab einer bestimmten Größe einen Pay Gap fest, müssen sie einen Plan für Abhilfemaßnahmen erstellen, dokumentieren und dessen Umsetzung nachverfolgen.",[2001],{"start":2002,"end":2003,"type":2004},101,118,"em",[2006],{"type":29,"text":1486,"spans":2007,"direction":49},[],[2009],{"type":29,"text":2010,"spans":2011,"direction":49},"Für weitere Informationen lesen Sie unseren Artikel über die neueste schwedische Pressemitteilung zur Umsetzung der EU-Richtlinie in nationales Recht.",[2012],{"start":33,"end":1016,"type":35,"data":2013},{"link_type":927,"url":2014,"target":930},"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Fsweden-unveils-roadmap-eu-directive-implementation-beqom-fo6mf\u002F?trackingId=devqHPg5bUmFKhaL4md9Kw%3D%3D","article_custom_component$fccd8718-6e65-415e-a7bf-8479c5e45ed6","article_custom_component",{"variation":510,"version":511,"items":2018,"primary":2019,"id":2035,"slice_type":528,"slice_label":5},[],{"section_id":5,"content":2020,"text_size":525,"background_color":1054},[2021,2024,2027],{"type":516,"text":2022,"spans":2023,"direction":49},"Weitere Informationen",[],{"type":29,"text":2025,"spans":2026,"direction":49},"Wie sich in den letzten Jahren gezeigt hat, halten sich viele EU-Länder eng an die Mindestschwellenwerte der Richtlinie, während andere höhere Anforderungen an Arbeitgeber stellen. Ebenso entstehen verschiedene Lösungen für die Anforderungen der Richtlinie an das Pay-Gap-Reporting: Einige Länder erweitern bestehende Systeme für das Entgelt- und\u002Foder Demografie-Reporting, während andere neue Plattformen schaffen, die Arbeitgeber nutzen müssen.",[],{"type":29,"text":2028,"spans":2029,"direction":49},"Da die Frist schnell näher rückt, bieten wir Arbeitgebern in der EU mit unserem Webinar am 5. Februar 2026 zusätzliche Unterstützung. Mit einer Experten-Keynote, einem Vortrag zu strategischen Überlegungen und einer interaktiven Q&A-Session möchten wir die Teilnehmer bei ihren finalen Vorbereitungen unterstützen.",[2030],{"start":2031,"end":2032,"type":35,"data":2033},80,106,{"link_type":927,"url":2034,"target":930},"https:\u002F\u002Fwww.beqom.com\u002Fevents\u002Fis-your-organization-ready-for-the-eu-pay-transparency-directive-webinar","article_text$d664db13-fff9-424e-8de9-0189737f5785",{"variation":510,"version":511,"items":2037,"primary":2038,"id":2087,"slice_type":528,"slice_label":5},[],{"section_id":5,"content":2039,"text_size":525,"background_color":526},[2040,2043,2046,2052,2055,2058,2061,2064,2067,2070,2075,2078,2081,2084],{"type":516,"text":2041,"spans":2042,"direction":49},"Die EU-Entgelttransparenzrichtlinie kurz erklärt",[],{"type":29,"text":2044,"spans":2045,"direction":49},"Die EU-Richtlinie zielt darauf ab, Entgeltdiskriminierung aufgrund des Geschlechts zu verhindern. Dies geschieht durch Rechtsvorschriften in zwei Bereichen: Entgelttransparenz und Entgeltgleichheit.",[],{"type":574,"text":2047,"spans":2048,"direction":49},"Anforderungen an die Entgelttransparenz:",[2049],{"start":451,"end":2050,"type":570,"data":2051},40,{"label":572},{"type":653,"text":2053,"spans":2054,"direction":49},"Das Einstiegsgehalt muss Bewerbenden vor dem Vorstellungsgespräch oder in der Stellenausschreibung angegeben werden.",[],{"type":653,"text":2056,"spans":2057,"direction":49},"Verbot der Frage nach dem bisherigen Entgelt",[],{"type":653,"text":2059,"spans":2060,"direction":49},"Alle Entscheidungen des Arbeitgebers über die Entgelthöhe und die Karriereentwicklung von Mitarbeitenden müssen auf geschlechtsneutralen Kriterien beruhen, die für Mitarbeitende nachvollziehbar sind.",[],{"type":653,"text":2062,"spans":2063,"direction":49},"Mitarbeitenden darf nicht verboten werden, über ihr Entgelt zu sprechen",[],{"type":653,"text":2065,"spans":2066,"direction":49},"Mitarbeitende haben auf Anfrage Anspruch auf Informationen über Vergütungsbänder.",[],{"type":653,"text":2068,"spans":2069,"direction":49},"Mitarbeitende haben Anspruch auf einen personalisierten Vergleich ihres Entgelts mit dem Entgelt anderer vergleichbarer Mitarbeitender (die die gleiche oder eine gleichwertige Arbeit verrichten).",[],{"type":574,"text":2071,"spans":2072,"direction":49},"Anforderungen an die Entgeltgleichheit:",[2073],{"start":451,"end":672,"type":570,"data":2074},{"label":572},{"type":653,"text":2076,"spans":2077,"direction":49},"Arbeitgeber sind verpflichtet, Kennzahlen zum Pay Gap zu ermitteln und zu veröffentlichen (wobei geschlechtsneutrale Kriterien berücksichtigt werden können). Neun spezifische Messungen sind erforderlich.",[],{"type":653,"text":2079,"spans":2080,"direction":49},"Mitarbeitende haben das Recht, diese Messwerte einzusehen.",[],{"type":653,"text":2082,"spans":2083,"direction":49},"Der Gender Pay Gap sollte unter 5 % liegen (bereinigt um objektive, geschlechtsneutrale Faktoren).",[],{"type":653,"text":2085,"spans":2086,"direction":49},"Arbeitgeber tragen die Beweislast bei jeder Entgeltstreitigkeit",[],"article_text$5551e7b8-f05a-4d1c-bf53-5d2667fb01c9",{"variation":510,"version":511,"items":2089,"primary":2090,"id":2095,"slice_type":528,"slice_label":5},[],{"section_id":5,"content":2091,"text_size":525,"background_color":526},[2092],{"type":516,"text":2093,"spans":2094,"direction":49},"Lesen Sie weiter",[],"article_text$e1ef84df-4646-461d-8fd6-7ead1caa95bd",{"variation":510,"version":511,"items":2097,"primary":2098,"id":2116,"slice_type":1328,"slice_label":5},[],{"section_id":5,"image":2099,"content":2105,"link_url":2112,"link_label":2115,"background_color":1326},{"dimensions":2100,"alt":2101,"copyright":5,"url":2102,"id":2103,"edit":2104},{"width":701,"height":702},"eGuide zur EU-Entgelttransparenzrichtlinie 2025 von beqom","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FaF0ktXfc4bHWivs3_beqom_EUPTD-Blog_PrismicBanner.jpg?auto=format,compress","aF0ktXfc4bHWivs3",{"x":451,"y":451,"zoom":452,"background":453},[2106,2109],{"type":574,"text":2107,"spans":2108,"direction":49},"Suchen Sie nach einer verständlichen Aufschlüsselung der EU-Richtlinie zur Entgelttransparenz?",[],{"type":29,"text":2110,"spans":2111,"direction":49},"Unser eGuide bietet Ihnen die Klarheit, Strategien und Tools, die Sie benötigen, um die Anforderungen zu verstehen, die bis Juni 2026 zu erfüllen sind.",[],{"link_type":927,"key":2113,"url":2114},"52b0396c-c2b9-4e1f-8d70-42efedd31fd7","https:\u002F\u002Fwww.beqom.com\u002Fresources\u002Fa-guide-to-the-eu-pay-transparency-directive","Get your free copy now","article_image_and_text$0f425142-7d83-48e8-82e7-fc801bbffa94",{"variation":510,"version":511,"items":2118,"primary":2119,"id":2144,"slice_type":528,"slice_label":5},[],{"section_id":5,"content":2120,"text_size":525,"background_color":1326},[2121,2124,2129,2136],{"type":29,"text":2122,"spans":2123,"direction":49},"Außerdem haben wir die folgenden Ressourcen aktualisiert:",[],{"type":29,"text":2125,"spans":2126,"direction":49},"📖 Der Leitfaden bietet einen Überblick über die Anforderungen der Richtlinie und die wichtigsten Konzepte.",[2127],{"start":1969,"end":1155,"type":35,"data":2128},{"link_type":927,"url":1836,"target":930},{"type":29,"text":2130,"spans":2131,"direction":49},"📖 Für einen schrittweisen Compliance-Plan haben wir eine Readiness-Checkliste zum kostenlosen Download erstellt.",[2132,2133],{"start":602,"end":1322,"type":524},{"start":1982,"end":2134,"type":35,"data":2135},103,{"link_type":927,"url":1052,"target":1621},{"type":29,"text":2137,"spans":2138,"direction":49},"🎙️ Wenn Sie heute auf eine Expertendiskussion zugreifen möchten, können Sie unser 2025 EU Pay Transparency Directive Webinar on demand ansehen.",[2139],{"start":2140,"end":2141,"type":35,"data":2142},83,125,{"link_type":927,"url":2143,"target":930},"https:\u002F\u002Fwww.beqom.com\u002Fresources\u002Fon-demand-webinar-eu-pay-transparency-directive-02jul25","article_text$60b71e53-533e-440f-ac72-3f7116a23a4d",{"variation":510,"version":511,"items":2146,"primary":2147,"id":2160,"slice_type":528,"slice_label":5},[],{"section_id":5,"content":2148,"text_size":1053,"background_color":1054},[2149],{"type":29,"text":2150,"spans":2151,"direction":49},"Wir haben einige der weltweit führenden Unternehmen dabei unterstützt, Pay Gaps zu schließen, Entgelttransparenz in ihre Vergütungsprozesse zu integrieren und die EU-Entgelttransparenzrichtlinie einzuhalten. Erfahren Sie, wie wir Sie unterstützen können, globale Compliance zu vereinfachen und Risiken zu reduzieren.",[2152,2156],{"start":2153,"end":667,"type":35,"data":2154},21,{"link_type":927,"url":2155,"target":1621},"https:\u002F\u002Fwww.beqom.com\u002Fsuccess-stories",{"start":2157,"end":2158,"type":35,"data":2159},208,225,{"link_type":927,"url":1157,"target":1621},"article_text$fe26fa5b-916d-46e1-bddd-6c6178841ecb","Hier verfolgen wir, wie die EU-Mitgliedstaaten die EU-Entgelttransparenzrichtlinie in nationales Recht umsetzen.",{"dimensions":2163,"alt":2164,"copyright":5,"url":2165,"id":1242,"edit":2166},{"width":701,"height":702},"Karte der Europäischen Union","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FZ025c5bqstJ978wA_beqom_TranspositionMap_PrismicBanner.jpg?auto=format,compress",{"x":451,"y":451,"zoom":452,"background":453},"Tracker zur Umsetzung der EU-Entgelttransparenzrichtlinie","Diese Seite verfolgt den Fortschritt der EU-Staaten bei der Umsetzung der EU-Entgelttransparenzrichtlinie in nationales Recht.","Umsetzung der EU-Entgelttransparenzrichtlinie hier verfolgen.","Verfolgen Sie die Fortschritte der EU-Mitgliedstaaten bei der Umsetzung der EU-Entgelttransparenzrichtlinie.",{"id":2172,"uid":2173,"url":2174,"type":875,"href":2175,"tags":2176,"first_publication_date":2177,"last_publication_date":2177,"slugs":2178,"linked_documents":2180,"lang":14,"alternate_languages":2181,"data":2186},"ah39BhEAAC0AZfe4","explainable-ai-in-compensation","\u002Fde-de\u002Fblog\u002Fexplainable-ai-in-compensation","https:\u002F\u002Fbeqom-com.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=aiw01xcAAC4AAoXW&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22ah39BhEAAC0AZfe4%22%29+%5D%5D",[],"2026-06-01T21:43:40+0000",[2179],"what-is-explainable-ai-in-compensation",[],[2182,2184],{"id":2183,"type":875,"lang":18,"uid":2173},"ah39FxEAACwAZffb",{"id":2185,"type":875,"lang":21,"uid":2173},"ahhZxxEAAC0AIEXE",{"title":2187,"excerpt":2188,"written_by":2192,"reviewed_by":2225,"publication_date":2226,"date_to_order_by":2227,"last_modified_date":5,"last_modified_date_description":2228,"time_to_read":2229,"blog_post_gating":948,"button_label":5,"featured_image":2230,"products":2240,"topics":2267,"slices":2294,"meta_title":2473,"meta_description":2474,"meta_image":2475,"seo_index":51,"seo_follow":51,"og_title":2480,"og_description":2481,"twitter_title":2482,"twitter_description":2483,"do_not_display_in_list_of_blogs":48},"Explainable AI in Compensation: What It Is, Why It Matters, and How To Get There",[2189],{"type":29,"text":2190,"spans":2191,"direction":49},"Discover why Explainable AI is the foundation of fair, defensible compensation decisions — and what it means for your organization.",[],{"id":2193,"type":908,"tags":2194,"lang":14,"slug":2195,"first_publication_date":911,"last_publication_date":2196,"uid":2195,"url":2197,"data":2198,"link_type":47,"key":2224,"isBroken":48},"aY3xIxEAACQA6UHM",[],"clare-bonham","2026-05-04T13:56:25+0000","\u002Fde-de\u002Fauthors\u002Fclare-bonham",{"name":2199,"author_photo":2200,"job_title":2206,"company_name":925,"company_url":2207,"is_a_former_beqom_employee":48,"author_information":2215,"areas_of_expertise":2220,"resides_in":1649},"Clare Bonham",{"dimensions":2201,"alt":2199,"copyright":5,"url":2203,"id":2204,"edit":2205},{"width":2202,"height":2202},1080,"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FZ9wHAjiBA97GitUM_AuthorPhoto_Clare.jpg?auto=format,compress","Z9wHAjiBA97GitUM",{"x":451,"y":451,"zoom":452,"background":453},"Chief Product Officer",{"id":2208,"type":73,"tags":2209,"lang":14,"slug":2210,"first_publication_date":9,"last_publication_date":2211,"uid":2212,"url":2213,"link_type":47,"key":2214,"isBroken":48},"ZhVOMRIAACAAMzNM",[41],"entgeltgleichheit-vergutung-und-performance--verbunden-in-einem-system","2026-05-13T13:01:46+0000","home","\u002Fde-de\u002F","c06381d4-acb9-4e1b-8882-373ad0f45bf7",[2216],{"type":29,"text":2217,"spans":2218,"direction":49},"Clare Bonham ist eine Führungskraft für Technologie und HR-Innovationen mit umfassender Erfahrung in den Bereichen HR-IT-Strategie, SaaS-Lösungen und Unternehmenssoftware. Als Chief Product Officer bei beqom treibt sie die Produktinnovation für Lösungen im Bereich Vergütungs- und Leistungsmanagement voran. Zuvor war sie Mitbegründerin von Our Tandem, einer preisgekrönten SaaS-Plattform, die von beqom übernommen wurde. In Führungspositionen bei Telefónica und O2 leitete sie globale HR-Tech-Transformationen, SaaS-Implementierungen und Initiativen für digitale Strategien.",[2219],{"start":451,"end":523,"type":524},[2221],{"type":29,"text":2222,"spans":2223,"direction":49},"Leistungsmanagement, Personalwesen, Vergütungsmanagementsysteme, Personalwesensysteme, HR-Transformation, Change Management, Unternehmenssoftware, Produktentwicklung",[],"c0e71c32-dfc6-4c45-ad0d-3e2324902fdd",{"link_type":47},"2026-05-28T07:59:00+0000","2026-05-28",[],5,{"dimensions":2231,"alt":2232,"copyright":5,"url":2233,"id":2234,"edit":2235,"preview":2236},{"width":445,"height":446},"Two workers sitting in an office","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002Fah2OEgeQX7-eWfVJ_GeneratedImageMay29_2026.jpeg?auto=format,compress&rect=3,0,1554,877&w=1240&h=700","ah2OEgeQX7-eWfVJ",{"x":880,"y":451,"zoom":452,"background":453},{"dimensions":2237,"alt":2232,"copyright":5,"url":2238,"id":2234,"edit":2239},{"width":456,"height":457},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002Fah2OEgeQX7-eWfVJ_GeneratedImageMay29_2026.jpeg?auto=format,compress&rect=0,0,1558,877&w=828&h=466",{"x":451,"y":451,"zoom":452,"background":453},[2241,2254],{"product":2242},{"id":149,"type":90,"tags":2243,"lang":14,"slug":151,"first_publication_date":152,"last_publication_date":153,"uid":154,"url":155,"data":2244,"link_type":47,"key":2253,"isBroken":48},[41],{"title":147,"icon":2245,"meta_title":2251,"meta_description":2252},{"dimensions":2246,"alt":2247,"copyright":5,"url":2248,"id":2249,"edit":2250},{"width":446,"height":446},"Das beqom Icon in Gelb","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FaTqnmHNYClf9oDtQ_AI_logo.png?auto=format,compress","aTqnmHNYClf9oDtQ",{"x":451,"y":451,"zoom":452,"background":453},"beqoms Intentional AI: Optimieren Sie Ihre Vergütungsprozesse","Wir automatisieren die Vergütung nicht nur – wir optimieren sie mit menschenzentrierter KI. Lernen Sie die beqom AI kennen.","40fc70df-6afe-48a1-b382-d5991dac32d5",{"product":2255},{"id":89,"type":90,"tags":2256,"lang":14,"slug":92,"first_publication_date":9,"last_publication_date":93,"uid":94,"url":95,"data":2257,"link_type":47,"key":2266,"isBroken":48},[],{"title":87,"icon":2258,"preview_title":472,"preview_image":2261,"meta_title":2264,"meta_description":2265},{"dimensions":2259,"alt":5,"copyright":5,"url":469,"id":470,"edit":2260},{"width":468,"height":468},{"x":451,"y":451,"zoom":452,"background":453},{"dimensions":2262,"alt":5,"copyright":5,"url":477,"id":478,"edit":2263},{"width":475,"height":476},{"x":451,"y":451,"zoom":452,"background":453},"Compensation Management von beqom","Compensation Management von beqom ermöglicht effektive Vergütungs- und Leistungsstrategien zu entwickeln, die eine hohe Produktivität der Mitarbeiter fördern.","60240b48-a044-45c3-94b7-2db4ba2f59c4",[2268,2283,2292],{"topic":2269},{"id":2270,"type":976,"tags":2271,"lang":14,"slug":2272,"first_publication_date":1274,"last_publication_date":2273,"uid":2274,"data":2275,"link_type":47,"key":2282,"isBroken":48},"aYyW4hEAACIAuBz_",[],"ki","2026-02-11T14:56:55+0000","ai",{"title":2276,"plural_title":2276,"icon_code":2277,"description_text_for_rs_coll_page":2278},"KI","ph:lightning",[2279],{"type":29,"text":2280,"spans":2281,"direction":49},"Artikel und Blogbeiträge zum Thema Künstliche Intelligenz.",[],"85bb902a-e721-400e-8495-ca55533a3727",{"topic":2284},{"id":2285,"type":976,"tags":2286,"lang":14,"slug":2287,"first_publication_date":1274,"last_publication_date":2288,"uid":94,"data":2289,"link_type":47,"key":2291,"isBroken":48},"aYyW4hEAACIAuBz9",[],"vergutungsmanagement","2026-02-11T14:58:45+0000",{"title":2290},"Vergütungsmanagement","88de385f-a774-4654-b303-a06a577dcc01",{"topic":2293},{"link_type":47},[2295,2311,2325,2344,2375,2381,2401,2418,2443,2463],{"variation":510,"version":511,"items":2296,"primary":2297,"id":2310,"slice_type":528,"slice_label":5},[],{"section_id":5,"content":2298,"text_size":525,"background_color":526},[2299],{"type":29,"text":2300,"spans":2301,"direction":49},"Intentional AI — as outlined in beqom's whitepaper, Modeling with Intention — rests on three pillars: Explainable, Collaborative, and Controllable. Together, they form a framework for using AI in compensation that is governed, defensible, and built around people. \nThis post focuses on the first: Explainable AI — and what it means for CHROs, CFOs, and compensation leaders who need faster pay cycles, stronger employee trust, and the ability to stand confidently in front of regulators, boards, and their own workforce.",[2302,2307],{"start":2303,"end":2304,"type":35,"data":2305},52,75,{"link_type":927,"url":2306,"target":930},"https:\u002F\u002Fwww.beqom.com\u002Fresources\u002Fintentional-ai-eguide",{"start":2308,"end":2309,"type":524},265,312,"article_text$62092d25-28b8-4d17-ae2f-0729e1b47469",{"variation":510,"version":511,"items":2312,"primary":2313,"id":2324,"slice_type":528,"slice_label":5},[],{"section_id":5,"content":2314,"text_size":525,"background_color":1054},[2315,2318,2321],{"type":516,"text":2316,"spans":2317,"direction":49},"What is Explainable AI in compensation?",[],{"type":29,"text":2319,"spans":2320,"direction":49},"Explainable AI is the ability to show, step by step, how a decision was reached — which data was used, which rules were applied, and what logic connected them. In compensation, this means a manager can look at any pay recommendation and trace it back to its source: the market data, the internal salary range, the performance inputs, the equity targets, and the company policies that shaped the outcome.",[],{"type":29,"text":2322,"spans":2323,"direction":49},"This is different from most general-purpose AI tools, which generate responses based on patterns in large datasets. Those tools are useful for drafting emails or summarizing documents, but they are not built for high-stakes decisions that affect people's livelihoods. When asked to run the same scenario twice, they may produce different results. In compensation, that kind of unpredictability creates real risk.",[],"article_text$af5e874f-e8a0-4fa0-8cae-49de21b271d4",{"variation":510,"version":511,"items":2326,"primary":2327,"id":2343,"slice_type":528,"slice_label":5},[],{"section_id":5,"content":2328,"text_size":525,"background_color":526},[2329,2332,2335,2338],{"type":516,"text":2330,"spans":2331,"direction":49},"Why does explainability matter so much for compensation?",[],{"type":29,"text":2333,"spans":2334,"direction":49},"Not only is compensation a major cost center; it's also one of the most heavily regulated areas of any organization. The EU AI Act requires companies to use AI in explainable and auditable ways, with human oversight. Pay transparency laws across the US and Europe require employers to show how ranges are set and how decisions are made. And GDPR shapes how employee data is stored and processed throughout.",[],{"type":29,"text":2336,"spans":2337,"direction":49},"Beyond regulation, there is a practical leadership reality: when a manager has to explain a pay decision to an employee, or when HR faces scrutiny from an auditor, \"AI recommended it\" is not a sufficient answer. Leaders need to be able to explain what data was used, how it was weighted, and how an outcome was reached.",[],{"type":29,"text":2339,"spans":2340,"direction":49},"Explainable AI makes that conversation possible. It gives compensation teams a foundation they can actually work from, rather than a black box they have to work around.",[2341],{"start":451,"end":2342,"type":524},49,"article_text$41ce0ef7-b779-4a7d-9520-c07a7ba384bf",{"variation":510,"version":511,"items":2345,"primary":2346,"id":2374,"slice_type":528,"slice_label":5},[],{"section_id":5,"content":2347,"text_size":525,"background_color":526},[2348,2351,2354,2357,2360,2363,2366,2369],{"type":516,"text":2349,"spans":2350,"direction":49},"How does Explainable AI work in practice?",[],{"type":29,"text":2352,"spans":2353,"direction":49},"The key is determinism. Unlike probabilistic AI models that introduce randomness into each output, deterministic AI always produces the same result from the same inputs. Run the same scenario twice and you get the same answer. Every step in the calculation is known, governed, and repeatable.",[],{"type":29,"text":2355,"spans":2356,"direction":49},"In compensation, this means:",[],{"type":653,"text":2358,"spans":2359,"direction":49},"Every pay recommendation is generated from defined, governed formulas rather than inferred from patterns.",[],{"type":653,"text":2361,"spans":2362,"direction":49},"Every formula connects to a specific data source — market benchmarks, internal bands, performance ratings — and that connection is documented.",[],{"type":653,"text":2364,"spans":2365,"direction":49},"Every output can be presented in plain language, so managers can explain it to employees without needing a data scientist in the room.",[],{"type":653,"text":2367,"spans":2368,"direction":49},"Every decision leaves an audit trail that HR, finance, and legal teams can review at any point.",[],{"type":29,"text":2370,"spans":2371,"direction":49},"\nThis is what beqom calls a system of intelligence — not just a place to store compensation data, but a platform that actively applies governed logic to produce recommendations that can be traced end-to-end.",[2372],{"start":2373,"end":667,"type":524},28,"article_text$ed49ca5e-d06b-4a07-a66d-b6ff335b8e7f",{"variation":510,"version":511,"items":2376,"primary":2377,"id":2380,"slice_type":593,"slice_label":5},[],{"section_id":5,"quote":2378,"description":2379},"\"When someone asks, 'Why did this employee get this number?' you can trace it end-to-end: here's the formula, here's the data it used, and here's where that data came from.\" — Dr. Sébastien Baehni, CTO of beqom.",[],"article_quote$deb0f8ee-6cc8-47a5-bb94-4e5c31fff67b",{"variation":510,"version":511,"items":2382,"primary":2383,"id":2400,"slice_type":528,"slice_label":5},[],{"section_id":5,"content":2384,"text_size":525,"background_color":526},[2385,2388,2391,2394,2397],{"type":516,"text":2386,"spans":2387,"direction":49},"What's the difference between Explainable AI and black-box AI?",[],{"type":29,"text":2389,"spans":2390,"direction":49},"This is one of the most common questions HR and tech leaders ask when evaluating AI tools for compensation. The difference comes down to traceability.",[],{"type":29,"text":2392,"spans":2393,"direction":49},"With black-box AI, the model takes inputs and produces outputs, but the reasoning in between is opaque. You can see what went in and what came out, but you cannot see how the result was calculated. When an outcome looks wrong — or when an employee or auditor asks why — there is no clear path back through the logic.",[],{"type":29,"text":2395,"spans":2396,"direction":49},"With Explainable AI, the reasoning is part of the output. You can inspect the inputs, the rules, and the formula. You can test whether changing one variable changes the result. You can compare decisions across employees and explain why two people in similar roles received different recommendations.",[],{"type":29,"text":2398,"spans":2399,"direction":49},"This distinction matters especially when compensation decisions are contested. Pay equity reviews, promotion cycles, and annual merit increases all carry the potential for challenge. Explainable AI gives organizations the confidence to handle those challenges with evidence rather than approximation.",[],"article_text$3e5c9605-fcbe-47d3-8fab-a0e8303bcc68",{"variation":510,"version":511,"items":2402,"primary":2403,"id":2417,"slice_type":528,"slice_label":5},[],{"section_id":5,"content":2404,"text_size":525,"background_color":526},[2405,2408,2411,2414],{"type":516,"text":2406,"spans":2407,"direction":49},"Does Explainable AI slow down the compensation process?",[],{"type":29,"text":2409,"spans":2410,"direction":49},"This is a fair concern, and the short answer is no — done well, it should speed things up. The assumption is that auditability requires extra steps, extra documentation, or extra review cycles. In practice, when AI is built with explainability from the ground up, the audit trail is a natural by-product of the process rather than an add-on.",[],{"type":29,"text":2412,"spans":2413,"direction":49},"Managers spend less time manually assembling data from multiple sources, because the system pulls it together for them. HR teams spend less time responding to one-off questions about how a number was calculated, because the logic is already documented. And compliance reviews become faster because the evidence is already organized and accessible.",[],{"type":29,"text":2415,"spans":2416,"direction":49},"The goal of Explainable AI is to reduce friction, not add it.",[],"article_text$0f6b2fe6-d7dc-4b60-bfdf-34b1be7baf6e",{"variation":510,"version":511,"items":2419,"primary":2420,"id":2442,"slice_type":528,"slice_label":5},[],{"section_id":5,"content":2421,"text_size":525,"background_color":526},[2422,2425,2428,2431,2439],{"type":516,"text":2423,"spans":2424,"direction":49},"How does Explainable AI connect to employee trust?",[],{"type":29,"text":2426,"spans":2427,"direction":49},"Pay is personal. When people feel their compensation is decided by an invisible algorithm they cannot question or understand, it erodes trust — even if the outcomes are fair. When they know that every decision is based on defined, documented logic that a manager can explain in a conversation, it builds confidence in the process.",[],{"type":29,"text":2429,"spans":2430,"direction":49},"This is why explainability is foundational to the employee experience in compensation, and not just a compliance exercise. Organizations that can explain their pay decisions clearly — to employees, to managers, to auditors, and to boards — are building a culture of pay transparency that will become increasingly important as regulations tighten and workforce expectations rise.\n",[],{"type":29,"text":2432,"spans":2433,"direction":49},"beqom's Compensation and Culture Report found that 56% of respondents said AI features are \"very important\" for automating compensation procedures. But that interest is only valuable if the AI produces outcomes that people can understand and trust. Explainability is what bridges the gap between powerful AI and practical, human-centered compensation management.",[2434,2437],{"start":451,"end":672,"type":35,"data":2435},{"link_type":927,"url":2436,"target":930},"https:\u002F\u002Fwww.beqom.com\u002Fresources\u002Fbeqom-2026-compensation-culture-report-us",{"start":451,"end":2438,"type":524},148,{"type":29,"text":2440,"spans":2441,"direction":49},"",[],"article_text$bb08a463-1e89-4051-9bd6-97c2595b862d",{"variation":510,"version":511,"items":2444,"primary":2445,"id":2462,"slice_type":528,"slice_label":5},[],{"section_id":5,"content":2446,"text_size":525,"background_color":526},[2447,2450,2453,2459],{"type":516,"text":2448,"spans":2449,"direction":49},"Building explainability into your compensation strategy",[],{"type":29,"text":2451,"spans":2452,"direction":49},"Explainability is not a feature you add to an existing AI model — it is a design principle that has to be built in from the start. That means choosing tools that operate on governed data, apply defined rules, and produce outputs that can be documented and reviewed.",[],{"type":29,"text":2454,"spans":2455,"direction":49},"It also means being clear about where AI fits in your process. Explainable AI is most powerful as a decision-support layer — one that prepares managers with the right information, surfaces patterns and equity signals, and generates recommendations that humans then review and approve. It is not a replacement for human judgment; it makes human judgment more informed, consistent, and defensible.",[2456],{"start":2457,"end":2458,"type":524},284,395,{"type":29,"text":2460,"spans":2461,"direction":49},"beqom's compensation platform is built on exactly these principles. By combining a single, governed system of record with deterministic AI models and rule-based logic, beqom gives compensation teams the ability to move faster, explain every outcome, and stay confidently ahead of regulatory demands.",[],"article_text$992fa376-ed3a-4e17-9adb-74e4e7970cf0",{"variation":510,"version":511,"items":2464,"primary":2465,"id":2472,"slice_type":528,"slice_label":5},[],{"section_id":5,"content":2466,"text_size":525,"background_color":1054},[2467],{"type":29,"text":2468,"spans":2469,"direction":49},"If you are ready to bring explainability to your compensation decisions, book a demo with beqom and see what Intentional AI looks like in practice.",[2470],{"start":1084,"end":1935,"type":35,"data":2471},{"link_type":927,"url":1157,"target":930},"article_text$3c8e94ab-47c2-4349-a566-6d728863a37f","Why Explainable AI matters in compensation | beqom","Learn how Explainable AI makes compensation decisions consistent, auditable, and defensible — and why it's essential for HR and C-suite leaders.",{"dimensions":2476,"alt":2232,"copyright":5,"url":2477,"id":2234,"edit":2478},{"width":701,"height":702},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002Fah2OEgeQX7-eWfVJ_GeneratedImageMay29_2026.jpeg?auto=format,compress&rect=0,29,1559,818&w=2400&h=1260",{"x":451,"y":2479,"zoom":452,"background":453},29,"Why Explainable AI is the future of compensation management","Compensation decisions affect every person in your organization. Discover how Explainable AI gives HR and finance leaders the transparency they need to make pay decisions they can stand behind.","Can you explain every pay decision your AI makes?","If the answer is no, it's time to rethink your approach. Here's what Explainable AI in compensation actually looks like.","3f9f504","All Rights Reserved"]