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Oltre i suoi orologi, Breitling ha adottato una moderna filosofia dell'ambiente di lavoro, incentrata su retribuzione equa, equità salariale e trasparenza. Questo impegno verso pratiche eque si allinea alla missione di sviluppare una forte cultura aziendale e garantire che ogni dipendente si senta valorizzato e retribuito equamente.",[],{"type":233,"text":518,"spans":519,"direction":249},"Nel 2023, Breitling ha ricevuto il prestigioso Universal Fair Pay Analyst Certificate dal Fair Pay Innovation Lab (FPI), diventando la prima azienda orologiera a ottenere questo riconoscimento a livello globale, con un gender pay gap corretto inferiore all'1%. Nel 2025, l'FPI ha conferito a Breitling l'Universal Fair Pay Developer Certificate, confermando che l'azienda mantiene un gender pay gap corretto inferiore all'1% e implementa attivamente misure mirate per promuovere l'equità retributiva. Breitling applica questo approccio rigoroso ai suoi 1.956 dipendenti in 19 mercati in tutto il mondo.",[520,524],{"start":521,"end":522,"type":523},47,85,"em",{"start":525,"end":526,"type":523},304,344,"Standard","None","article_text$942fb114-7eb0-47cf-9c5c-fa534f8be497","article_text",{"variation":505,"version":506,"items":532,"primary":557,"id":558,"slice_type":559,"slice_label":5},[533,539,545,551],{"number":534,"sign":5,"description":535},2000,[536],{"type":233,"text":537,"spans":538,"direction":249},"Numero di dipendenti a livello globale",[],{"number":540,"sign":5,"description":541},19,[542],{"type":233,"text":543,"spans":544,"direction":249},"Mercati globali",[],{"number":229,"sign":546,"description":547},"%",[548],{"type":233,"text":549,"spans":550,"direction":249},"Gender pay gap massimo",[],{"number":552,"sign":5,"description":553},2025,[554],{"type":233,"text":555,"spans":556,"direction":249},"Anno della certificazione Fair Pay",[],{"section_id":5},"article_stats$b3dfd54d-a8b1-4928-8173-b83007284194","article_stats",{"variation":505,"version":506,"items":561,"primary":562,"id":640,"slice_type":530,"slice_label":5},[],{"section_id":5,"content":563,"text_size":527,"background_color":528},[564,572,576,579,582,589,595,601,604,610,613,616,622,627,632,637],{"type":511,"text":565,"spans":566,"direction":249},"Sfida",[567],{"start":228,"end":568,"type":569,"data":570},5,"label",{"label":571},"is-highlighted-red",{"type":573,"text":574,"spans":575,"direction":249},"heading3","Rispettare gli standard globali di equità salariale nei diversi mercati",[],{"type":233,"text":577,"spans":578,"direction":249},"Come multinazionale con una presenza globale significativa, Breitling ha dovuto rispondere alla crescente necessità di garantire l'equità salariale in tutte le aree geografiche, spinta sia dai propri valori interni sia da pressioni esterne. Le nuove normative in materia di trasparenza ed equità salariale in Svizzera e nell'Unione Europea hanno reso l'iniziativa ancora più urgente, dato che presto imporranno alle aziende di comunicare i dati retributivi e di conformarsi agli standard di parità salariale.",[],{"type":233,"text":580,"spans":581,"direction":249},"Tuttavia, la sfida di Breitling andava ben oltre la semplice compliance normativa. L'obiettivo dell'azienda era integrare le pratiche di fair pay nella propria identità aziendale, definendo un nuovo standard nel settore del lusso. Nel pianificare il percorso da seguire, è emersa la complessità di armonizzare gli standard retributivi tra mercati diversi, ciascuno caratterizzato dalle proprie politiche di compensation. Gestire queste variabili in Paesi diversi richiedeva una soluzione capace di governare le unicità di un'iniziativa di fair pay realmente globale.",[],{"type":511,"text":583,"spans":584,"direction":249},"Soluzione",[585],{"start":228,"end":586,"type":569,"data":587},9,{"label":588},"is-highlighted-green",{"type":573,"text":590,"spans":591,"direction":249},"Implementare PayAnalytics di beqom per guidare la trasformazione dell'equità salariale",[592],{"start":593,"end":594,"type":523},13,34,{"type":233,"text":596,"spans":597,"direction":249},"All'inizio del 2023, Breitling ha iniziato a collaborare con PayAnalytics (ora parte di beqom) per affrontare le complessità di un'analisi globale della pay equity. L'implementazione è iniziata a marzo e la maggior parte del progetto iniziale si è conclusa a luglio. PayAnalytics di beqom ha fornito a Breitling gli strumenti e il supporto necessari per condurre un'analisi approfondita e basata sui dati, consentendo di valutare e affrontare con sicurezza le disparità salariali nelle diverse aree geografiche.",[598],{"start":599,"end":600,"type":523},267,288,{"type":233,"text":602,"spans":603,"direction":249},"Nel corso del progetto, il team di Breitling ha acquisito competenze e insight preziosi, sviluppando l'expertise interna necessaria per portare avanti in autonomia il proprio impegno sul fronte dell'equità salariale.",[],{"type":511,"text":605,"spans":606,"direction":249},"Benefit",[607],{"start":228,"end":608,"type":569,"data":609},7,{"label":588},{"type":573,"text":611,"spans":612,"direction":249},"Impatto misurabile e riconoscimento come leader dell'equità salariale",[],{"type":233,"text":614,"spans":615,"direction":249},"L'implementazione di PayAnalytics da parte di beqom ha apportato vantaggi significativi a Breitling, posizionandola come leader nell'equità retributiva nel settore dell'orologeria di lusso. I risultati principali includono:",[],{"type":617,"text":618,"spans":619,"direction":249},"list-item","Maggiore trasparenza retributiva e fiducia: l'impegno di Breitling per l'equità retributiva favorisce una cultura di trasparenza, rafforzando la fiducia tra dipendenti e leadership.",[620],{"start":228,"end":621,"type":238},42,{"type":617,"text":623,"spans":624,"direction":249},"Conformità alle normative internazionali: Breitling può rispondere con sicurezza ai requisiti attuali ed emergenti in materia di equità retributiva e trasparenza salariale in Svizzera, nell'UE e oltre.",[625],{"start":228,"end":626,"type":238},40,{"type":617,"text":628,"spans":629,"direction":249},"Competenze interne rafforzate: grazie al progetto, il team di Breitling ha acquisito conoscenze e competenze preziose, che consentiranno all'azienda di condurre le analisi future in totale autonomia.",[630],{"start":228,"end":631,"type":238},29,{"type":617,"text":633,"spans":634,"direction":249},"Riconoscimento come leader nell'equità salariale: il conseguimento della certificazione FPI “Universal Fair Pay Developer” ha consolidato la reputazione di Breitling come datore di lavoro equo e lungimirante.",[635],{"start":228,"end":636,"type":238},48,{"type":233,"text":638,"spans":639,"direction":249},"Questi risultati sottolineano l'impegno di Breitling nel creare un ambiente di lavoro inclusivo e trasparente, dove i dipendenti si sentano valorizzati ed equamente retribuiti. Mentre Breitling prosegue il suo percorso con PayAnalytics di beqom, l'azienda si conferma come ottimamente posizionata per guidare, con l'esempio, nel settore del lusso e non solo.",[],"article_text$6481607a-5cb8-4ecd-bdb1-5fcd04c9fc6a",{"variation":505,"version":506,"items":642,"primary":643,"id":649,"slice_type":650,"slice_label":5},[],{"section_id":5,"quote":644,"description":645},"PayAnalytics di beqom ci ha permesso di condurre un'analisi dell'equità retributiva su scala veramente globale, e l'eccezionale supporto fornito dal loro team è stato fondamentale per il nostro successo. La loro guida e la loro competenza sono state preziose durante l'intero processo.",[646],{"type":233,"text":647,"spans":648,"direction":249},"Nadja Sirotkina, Responsabile del programma di incentivi e delle performance",[],"article_quote$18c71aab-d7ca-4dea-ac07-0113407fc01a","article_quote","Breitling guida l'orologeria di lusso nell'equità salariale","Breitling collabora con beqom per un gender pay gap globale \u003C1% e massime certificazioni fair pay in 40 mercati.",{"dimensions":654,"alt":441,"copyright":5,"url":655,"id":443,"edit":656},{"width":222,"height":223},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FaDcMfCdWJ-7kSocc_Breitling-1-.jpg?auto=format,compress",{"x":228,"y":228,"zoom":229,"background":230},true,"Breitling definisce un nuovo standard di parità retributiva globale","Con beqom, Breitling ha raggiunto un gender pay gap \u003C1%, ottenuto le massime certificazioni di fair pay e rafforzato l'impegno globale per l'equità.","Breitling promuove l'equità salariale globale","Dagli orologi alla retribuzione di precisione: Breitling sceglie beqom per garantire equità e trasparenza in 40 mercati globali.",{"id":663,"uid":664,"url":5,"type":665,"href":666,"tags":667,"first_publication_date":668,"last_publication_date":669,"slugs":670,"linked_documents":672,"lang":13,"alternate_languages":673,"data":680},"ajlLMBIAACoAp_J6","success-story-support-content","article_support_content","https:\u002F\u002Fbeqom-com.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=an3sYhIAAC4Au_Zu&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22ajlLMBIAACoAp_J6%22%29+%5D%5D",[],"2026-06-22T14:51:43+0000","2026-06-25T15:47:26+0000",[671],"scopri-beqom-in-azione",[],[674,676,678],{"id":675,"type":665,"lang":17,"uid":664},"aIlSeREAACIA1WeP",{"id":677,"type":665,"lang":20,"uid":664},"aXsrbBAAAB8ABVrO",{"id":679,"type":665,"lang":23,"uid":664},"aFCb9REAACEAl_pd",{"slices":681},[682,713,851],{"variation":505,"version":506,"items":683,"primary":684,"id":711,"slice_type":712,"slice_label":5},[],{"section_id":5,"content":685,"button_label":700,"button_link":701,"illustration":704},[686,689,697],{"type":511,"text":687,"spans":688,"direction":249},"Scopri beqom in azione",[],{"type":233,"text":690,"spans":691,"direction":249},"Ogni organizzazione ha esigenze specifiche. 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We’ll keep it updated regularly as the EU member states continue on their journeys towards full legal implementation of the Directive.",[1042],{"start":1027,"end":1043,"type":238},63,"Large","Green","article_text$c3e7e704-b1b6-4bba-b185-32c704710f92",{"variation":505,"version":506,"items":1048,"primary":1049,"id":1810,"slice_type":1811,"slice_label":5},[],{"introduction_text":1050,"heading_map_legend":1054,"country_list":1055},[1051],{"type":511,"text":1052,"spans":1053,"direction":249},"EU Pay Transparency Directive transposition activity by member state",[],"Transposition Stage",[1056,1076,1145,1160,1172,1192,1217,1246,1268,1295,1327,1350,1371,1383,1427,1478,1498,1526,1538,1575,1630,1655,1676,1698,1724,1736,1757],{"euptd_page":1057,"country_code":1058,"stage":1059,"member_state":1060,"status":1061,"draft_legislation":1070,"final_legislation":1070,"effective_date":1071,"resources":1075},{"link_type":35},"at","Low or no activity","Austria",[1062],{"type":233,"text":1063,"spans":1064,"direction":249},"As of our most recent update, there is no known transposition activity in Austria. However, the country has current legislation in effect. The existing legislation requires employers with over 150 employees to provide employees with a pay report.",[1065],{"start":1066,"end":1067,"type":244,"data":1068},108,127,{"link_type":246,"url":1069,"target":1002},"https:\u002F\u002Fwww.bundeskanzleramt.gv.at\u002Fen\u002Fagenda\u002Fwomen-and-equality\u002Fgender_equality_in_the_labour_market\u002Fpay_transparency.html","No",[1072],{"type":233,"text":1073,"spans":1074,"direction":249},"TBC",[],[],{"euptd_page":1077,"country_code":1078,"stage":1079,"member_state":1080,"status":1081,"draft_legislation":1125,"final_legislation":1125,"effective_date":1126,"resources":1130},{"link_type":35},"be","Full or partial transposition","Belgium",[1082,1087,1090,1093,1096,1107,1111,1114,1119,1122],{"type":233,"text":1083,"spans":1084,"direction":249},"A motion for a resolution was submitted to the Belgian Chamber of Representatives on January 2026, regarding the implementation of the European Union Directive on pay transparency (Directive (EU) 2023\u002F970).\nMain points in the proposal:",[1085],{"start":522,"end":1086,"type":238},97,{"type":617,"text":1088,"spans":1089,"direction":249},"Avoid \"gold-plating\": Not create new legislation that goes beyond the strict requirements of the EU Directive.",[],{"type":617,"text":1091,"spans":1092,"direction":249},"Legislative adjustments: Limit actions in the private sector to minor textual changes to existing social laws while extending pay transparency to all federal public employment following the example of the Flemish draft.",[],{"type":617,"text":1094,"spans":1095,"direction":249},"Screen administrative burdens: Propose a thorough screening of increasing administrative burdens at the informal European summit on February 12, 2026, to protect business competitiveness.",[],{"type":233,"text":1097,"spans":1098,"direction":249},"In early June 2026, Belgium sent a letter (co-signed by the Minister for Employment and the Minister for Equal Opportunities) to the EU Commission formally requesting a six-month extension to complete its transposition.",[1099,1101,1104],{"start":586,"end":1100,"type":238},18,{"start":1102,"end":1103,"type":238},147,168,{"start":1105,"end":1106,"type":238},169,188,{"type":233,"text":1108,"spans":1109,"direction":249},"French Community of Belgium",[1110],{"start":228,"end":1027,"type":238},{"type":233,"text":1112,"spans":1113,"direction":249},"In September 2024, this region, also known as the Wallonia-Brussels Federation or Fédération Wallonie-Bruxelles, became the first EU jurisdiction to transpose the EU Pay Transparency Directive into law.",[],{"type":233,"text":1115,"spans":1116,"direction":249},"Flanders",[1117],{"start":228,"end":1118,"type":238},8,{"type":233,"text":1120,"spans":1121,"direction":249},"In late 2025, the Flemish government published a draft decree partially transposing the Directive for the public sector.",[],{"type":233,"text":1123,"spans":1124,"direction":249},"Additionally, Belgium has other pay equity and transparency legislation in effect. The required annual audit, which companies are required to send to the National Bank, must include the pay difference between men and women. Companies with 50 or more employees also need to submit a more detailed pay structure analysis every two years.",[],"Yes, but partial",[1127],{"type":233,"text":1128,"spans":1129,"direction":249},"January 2027",[],[1131,1137],{"type":233,"text":1132,"spans":1133,"direction":249},"We go into Belgium's transposition activity in more depth in this article, including updates on the French Community.",[1134],{"start":870,"end":693,"type":244,"data":1135},{"link_type":246,"url":1136,"target":1002},"https:\u002F\u002Fwww.beqom.com\u002Fblog\u002Fbelgium-pay-equity-laws-eu-pay-transparency-directive",{"type":233,"text":1138,"spans":1139,"direction":249},"For updates on the Flemish Region, see this article.",[1140],{"start":1141,"end":1142,"type":244,"data":1143},39,51,{"link_type":246,"url":1144,"target":1002},"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Feu-pay-transparency-flanders-takes-partial-action-beqom-emyje\u002F?trackingId=ZwoFAgFjRIiL7i%2F1wl7Atw%3D%3D",{"euptd_page":1146,"country_code":1147,"stage":1148,"member_state":1149,"status":1150,"draft_legislation":1154,"final_legislation":1070,"effective_date":1155,"resources":1159},{"link_type":35},"bg","On track","Bulgaria",[1151],{"type":233,"text":1152,"spans":1153,"direction":249},"In May 2026, Bulgaria published a draft law to implement the Directive, which is open for consultation until June 2nd. This small window reflects the country's aim to adhere to the Directive's deadline of June 7th, 2026.",[],"Yes",[1156],{"type":233,"text":1157,"spans":1158,"direction":249},"June 7th, 2026",[],[],{"euptd_page":1161,"country_code":1162,"stage":1059,"member_state":1163,"status":1164,"draft_legislation":1070,"final_legislation":1070,"effective_date":1168,"resources":1171},{"link_type":35},"hr","Croatia",[1165],{"type":233,"text":1166,"spans":1167,"direction":249},"As of our most recent update, there is no known transposition activity in Croatia.",[],[1169],{"type":233,"text":1073,"spans":1170,"direction":249},[],[],{"euptd_page":1173,"country_code":1174,"stage":1148,"member_state":1175,"status":1176,"draft_legislation":1154,"final_legislation":1070,"effective_date":1180,"resources":1184},{"link_type":35},"cy","Cyprus",[1177],{"type":233,"text":1178,"spans":1179,"direction":249},"The Department of Labor Relations published a draft law transposing the Directive's requirements into law. The draft is currently under consultation and is expected to go into effect on June 1st, 2026",[],[1181],{"type":233,"text":1182,"spans":1183,"direction":249},"June 1st, 2026",[],[1185],{"type":233,"text":1186,"spans":1187,"direction":249},"Read all the details of Cyprus' transposition draft in our article.",[1188],{"start":1189,"end":1142,"type":244,"data":1190},24,{"link_type":246,"url":1191,"target":1002},"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Fpay-transparency-legislation-cyprus-beqom-ub1ue\u002F?trackingId=2c3XCPmxQ7Sd9i2R%2F%2BP7PQ%3D%3D",{"euptd_page":1193,"country_code":1194,"stage":1195,"member_state":1196,"status":1197,"draft_legislation":1154,"final_legislation":1070,"effective_date":1204,"resources":1208},{"link_type":35},"cz","Delays announced","Czech Republic",[1198],{"type":233,"text":1199,"spans":1200,"direction":249},"On March 16th, the Ministry of Labour and Social Affairs (MPSV) introduced a draft amendment to the Labour Code to implement the Directive. The country has opted for a minimalist approach, sticking to the minimum Directive requirements to ease the burden on employers. However, the country is joining the delay trend, setting the effective date to January 1st, 2027.",[1201],{"start":1202,"end":1203,"type":238},348,365,[1205],{"type":233,"text":1206,"spans":1207,"direction":249},"January 1st, 2027",[],[1209],{"type":233,"text":1210,"spans":1211,"direction":249},"More details on Czech Republic's pay transparency legislation changes.",[1212],{"start":1213,"end":1214,"type":244,"data":1215},16,69,{"link_type":246,"url":1216,"target":1002},"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Fczechia-unveils-eu-pay-transparency-draft-joins-delays-trend-beqom-nhujf\u002F?trackingId=gRFE35E1RiKzTAdGIYIX5Q%3D%3D",{"euptd_page":1218,"country_code":1219,"stage":1195,"member_state":1220,"status":1221,"draft_legislation":1154,"final_legislation":1070,"effective_date":1234,"resources":1237},{"link_type":35},"dk","Denmark",[1222,1225,1228,1231],{"type":233,"text":1223,"spans":1224,"direction":249},"Denmark published its draft proposal in February 2026.",[],{"type":233,"text":1226,"spans":1227,"direction":249},"Following the delay trend like the Netherlands, the Danish draft is expected to come into effect in January 2027, with the first round of reporting due by September 2028.",[],{"type":233,"text":1229,"spans":1230,"direction":249},"Key provisions in the transposition draft include using DISCO codes for job classification (although they won't be valid as a \"work of equal value\" framework), a new monitoring body, and pay transparency before salary negotiations.",[],{"type":233,"text":1232,"spans":1233,"direction":249},"The country also has current legislation in effect, requiring employers with 35 or more employees to provide employees with a pay report.",[],[1235],{"type":233,"text":1128,"spans":1236,"direction":249},[],[1238],{"type":233,"text":1239,"spans":1240,"direction":249},"We go into more detail in this article about Denmark's proposed implementation of the EU Pay Transparency Directive.",[1241],{"start":1242,"end":1243,"type":244,"data":1244},45,115,{"link_type":246,"url":1245,"target":1002},"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Fdenmarks-eu-directive-draft-other-compliance-updates-beqom-ifrof\u002F?trackingId=447RUHGnieRUi%2B9HuKQjFA%3D%3D",{"euptd_page":1247,"country_code":1248,"stage":1079,"member_state":1249,"status":1250,"draft_legislation":1125,"final_legislation":1125,"effective_date":1263,"resources":1267},{"link_type":35},"ee","Estonia",[1251,1254,1257,1260],{"type":233,"text":1252,"spans":1253,"direction":249},"In April 2026, the Minister of Economic Affairs requested that the EU Commission postpone the Directive's deadline to reduce the administrative burden on employers. However, one week later, the Ministry of Economic Affairs proposed some legislative amendments to current laws that would implement some parts of the Directive, including salary range disclosure and a ban on salary confidentiality and salary history questions.",[],{"type":233,"text":1255,"spans":1256,"direction":249},"In July 2026, the country implemented 837 SE, which partially transposes parts of the Directive, including pay disclosure to job applicants, a ban on salary history inquiries, equal pay obligations, and a prohibition on pay secrecy clauses.",[],{"type":233,"text":1258,"spans":1259,"direction":249},"The country has asked for a two-year delay to implement the Directive's reporting requirements.",[],{"type":233,"text":1261,"spans":1262,"direction":249},"The government is currently developing a digital solution, called Palagapeegel or Pay Mirror, that employers will use for their reporting activity when the transposed legislation takes effect in 2026.",[],[1264],{"type":233,"text":1265,"spans":1266,"direction":249},"July 13th, 2026",[],[],{"euptd_page":1269,"country_code":1270,"stage":1195,"member_state":1271,"status":1272,"draft_legislation":1154,"final_legislation":1070,"effective_date":1285,"resources":1288},{"link_type":35},"fi","Finland",[1273,1276,1282],{"type":233,"text":1274,"spans":1275,"direction":249},"In May 2026, Finland's Ministry of Social Affairs and Health updated the project schedule for the legislation that will transpose the Directive.",[],{"type":233,"text":1277,"spans":1278,"direction":249},"In July 9th, 2026, the country submitted a formal government proposal to Parliament, that amends several existing laws to transpose the Directive. The proposal is intended to enter into force on January 1st, 2027.",[1279],{"start":1280,"end":1281,"type":238},195,212,{"type":233,"text":1283,"spans":1284,"direction":249},"The draft legislation would enact a full transposition of the EU Directive by amending Finland’s existing Act on Equality Between Women and Men. The government holds that this legislation is at the minimum level required by the Directive; however, a few employer groups disagree.",[],[1286],{"type":233,"text":1206,"spans":1287,"direction":249},[],[1289],{"type":233,"text":1290,"spans":1291,"direction":249},"See our full article for a few nuances of the draft legislation.",[1292],{"start":1118,"end":1026,"type":244,"data":1293},{"link_type":246,"url":1294,"target":1002},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Ffinland-transposes-eu-pay-transparency-directive",{"euptd_page":1296,"country_code":1297,"stage":1195,"member_state":1298,"status":1299,"draft_legislation":1154,"final_legislation":1070,"effective_date":1317,"resources":1320},{"link_type":35},"fr","France",[1300,1303,1308,1311],{"type":233,"text":1301,"spans":1302,"direction":249},"Current legislation in France dates to 2018 and is based on the nation’s gender equality index. The law mandates that employers with over 50 employees must submit an annual pay gap report.",[],{"type":233,"text":1304,"spans":1305,"direction":249},"In March 2026, the nation’s government drafted new legislation to update its index and align it with the Directive’s key requirements. This includes the pay transparency mandates, rules for pay assessments if an employer’s gender pay gap is over 5%, and fines for noncompliance.",[1306],{"start":1141,"end":1307,"type":238},133,{"type":233,"text":1309,"spans":1310,"direction":249},"The planned legislation exceeds the Directive’s minimum requirements in one area. While the Directive states that employers with 100 or more employees must report their pay gap metrics, France plans to keep its current reporting threshold of 50 employees.",[],{"type":233,"text":1312,"spans":1313,"direction":249},"In June 2026, the French government circulated a revised version of its draft transposition law to social partners. The Ministry of Labour is aiming for adoption by the end of 2026 or in early 2027, with a progressive entry into force between late 2026 and January 1st, 2028.",[1314],{"start":1315,"end":1316,"type":238},257,274,[1318],{"type":233,"text":1206,"spans":1319,"direction":249},[],[1321],{"type":233,"text":1322,"spans":1323,"direction":249},"For more detail on the current pay equity reporting requirements in France, see our local requirements page.",[1324],{"start":445,"end":694,"type":244,"data":1325},{"link_type":246,"url":1326,"target":1002},"https:\u002F\u002Fwww.beqom.com\u002Fresources\u002Flocal-requirements\u002Ffrance",{"euptd_page":1328,"country_code":1329,"stage":1195,"member_state":1330,"status":1331,"draft_legislation":1070,"final_legislation":1070,"effective_date":1338,"resources":1341},{"link_type":35},"de","Germany",[1332,1335],{"type":233,"text":1333,"spans":1334,"direction":249},"In October 2025, a German government committee issued a report that provides guidance on EU Directive transposition. Based on the recommendations, Germany’s new pay transparency and equity requirements would stay fairly close to the Directive’s set thresholds. The committee also recommends digital tools, like reporting portals and pay gap analysis tools, to ease the administrative burden on employers. Pay equity experts speculate that reporting will not be required until 2027. ",[],{"type":233,"text":1336,"spans":1337,"direction":249},"Germany already has pay transparency legislation in place: the 2017 Transparency in Wage Structures Act (Entgelttransparenzgesetz) requires all organizations with over 200 employees to be ready to provide pay structure information to employees on request, including information about how that individual’s pay is determined. Employers with over 500 employees are required to report on gender equality and equal pay every few years.",[],[1339],{"type":233,"text":1073,"spans":1340,"direction":249},[],[1342],{"type":233,"text":1343,"spans":1344,"direction":249},"For more information, check out our article on Germany's pay transparency and pay equity law and reporting.",[1345],{"start":1346,"end":1347,"type":244,"data":1348},32,43,{"link_type":246,"url":1349,"target":248},"https:\u002F\u002Fwww.beqom.com\u002Fblog\u002Fgermany-pay-equity-transparency-laws",{"euptd_page":1351,"country_code":1352,"stage":1079,"member_state":1353,"status":1354,"draft_legislation":1154,"final_legislation":1154,"effective_date":1366,"resources":1370},{"link_type":35},"gr","Greece",[1355],{"type":233,"text":1356,"spans":1357,"direction":249},"On June 3rd, Greece published a draft transposition law, which was open for public consultation until June 17th, 2026, and passed into law by Parliament on July 6th, 2026. The bill became effective upon publication, but some provisions will enter into force on November 1st, 2026.",[1358,1360,1363],{"start":1346,"end":1359,"type":238},55,{"start":1361,"end":1362,"type":238},102,117,{"start":1364,"end":1365,"type":238},261,279,[1367],{"type":233,"text":1368,"spans":1369,"direction":249},"July 6th, 2026 (Articles 8-20 and 27 on November 1st, 2026)",[],[],{"euptd_page":1372,"country_code":1373,"stage":1059,"member_state":1374,"status":1375,"draft_legislation":1070,"final_legislation":1070,"effective_date":1379,"resources":1382},{"link_type":35},"hu","Hungary",[1376],{"type":233,"text":1377,"spans":1378,"direction":249},"As of our most recent update, there is no known transposition activity in Hungary.",[],[1380],{"type":233,"text":1073,"spans":1381,"direction":249},[],[],{"euptd_page":1384,"country_code":1385,"stage":1195,"member_state":1386,"status":1387,"draft_legislation":1125,"final_legislation":1070,"effective_date":1415,"resources":1418},{"link_type":35},"ie","Ireland",[1388,1396,1401,1404,1412],{"type":233,"text":1389,"spans":1390,"direction":249},"On May 26th, 2026, Ireland's Minister Norma Foley of the Department of Children, Disability and Equality formally confirmed that Ireland will not meet the June 7th deadline. The European Commission has been formally notified of the delay.",[1391,1393],{"start":869,"end":1392,"type":238},17,{"start":1394,"end":1395,"type":238},129,172,{"type":233,"text":1397,"spans":1398,"direction":249},"Previous transposition updates",[1399],{"start":228,"end":1400,"type":238},30,{"type":233,"text":1402,"spans":1403,"direction":249},"On January 15th, 2025, Ireland published draft legislation that would partially transpose the EU Directive, specifically with regard to its pay transparency provisions. The first provision of this legislation would require a remuneration rate or range in all job postings. The second would prohibit employers from asking applicants about their pay history. There is no official information about when this draft legislation will be considered. ",[],{"type":233,"text":1405,"spans":1406,"direction":249},"The draft legislation does not address pay gap reporting requirements. Ireland does already have legislation in this area; see our local resources page for more detail. ",[1407],{"start":1408,"end":1409,"type":244,"data":1410},131,151,{"link_type":246,"url":1411,"target":1002},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Flocal-requirements\u002Fireland",{"type":233,"text":1413,"spans":1414,"direction":249},"As of June 1st, 2025, all organizations with over 50 employees are required to report. The current reporting requirement specifies that employers must report gender pay gaps (mean and median), statistics on benefits in kind and bonuses, and gender distribution in each salary quartile. Since the EU Directive lays out more specific and detailed reporting requirements, Ireland is expected to change its reporting legislation to make it Directive-compliant.",[],[1416],{"type":233,"text":1073,"spans":1417,"direction":249},[],[1419],{"type":233,"text":1420,"spans":1421,"direction":249},"For more information on Ireland's transposition activity, see our in-depth article.",[1422],{"start":1423,"end":1424,"type":244,"data":1425},66,82,{"link_type":246,"url":1426,"target":1002},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Fireland-eu-pay-transparency-directive-pay-gap-reporting",{"euptd_page":1428,"country_code":1447,"stage":1079,"member_state":1448,"status":1449,"draft_legislation":1154,"final_legislation":1154,"effective_date":1466,"resources":1470},{"id":1429,"type":1430,"tags":1431,"lang":13,"slug":1432,"first_publication_date":1433,"last_publication_date":1434,"uid":1435,"url":1436,"data":1437,"link_type":35,"key":1446,"isBroken":37},"alS_YBIAAC4Aiz9M","euptd_page",[55],"la-direttiva-ue-sulla-trasparenza-retributiva-in-italia-in-sintesi","2026-07-13T10:35:18+0000","2026-08-10T12:55:32+0000","italy","\u002Fit-it\u002Feuptd\u002Fitaly",{"meta_title":1438,"meta_description":1439,"meta_image":1440},"Italia: monitoraggio della Direttiva UE sulla trasparenza retributiva","L'Italia ha recepito la Direttiva UE sulla trasparenza retributiva con il D.Lgs. 96\u002F2026, con adattamenti specifici per il mercato del lavoro nazionale.",{"dimensions":1441,"alt":1442,"copyright":5,"url":1443,"id":1444,"edit":1445},{"width":222,"height":223},"Mappa d'Italia","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FQfl2KDWhCYQs5ypX_15_Italy_2400x1260.jpg?auto=format,compress","Qfl2KDWhCYQs5ypX",{"x":228,"y":228,"zoom":229,"background":230},"8b817085-8bf2-462a-b86e-b3afff7cbd12","it","Italy",[1450,1456,1463],{"type":233,"text":1451,"spans":1452,"direction":249},"On April 30th, Italy's Council of Ministers approved the final text of the legislative decree implementing the Directive, which is now awaiting the President's signature. Key requirements include a ban on pay secrecy clauses, mandatory pre-employment transparency, employees' right to information, and a 5% threshold for pay gaps.",[1453],{"start":1454,"end":1455,"type":238},44,67,{"type":233,"text":1457,"spans":1458,"direction":249},"The draft decree follows legal activity back in 2024 with the passing of Law no. 15\u002F2024, which laid the legal foundation for transposition and set a 2026 deadline.",[1459],{"start":693,"end":1460,"type":244,"data":1461},88,{"link_type":246,"url":1462,"target":1002},"https:\u002F\u002Fwww.gazzettaufficiale.it\u002Feli\u002Fid\u002F2024\u002F02\u002F24\u002F24G00027\u002FSG",{"type":233,"text":1464,"spans":1465,"direction":249},"Italy already has existing reporting requirements dating back to 2021, which requires employers with 50 or more employees to report on gender and pay data every two years.",[],[1467],{"type":233,"text":1468,"spans":1469,"direction":249},"2026",[],[1471],{"type":233,"text":1472,"spans":1473,"direction":249},"See our article for more information about Italy’s established reporting requirements and the new legislation.",[1474],{"start":1347,"end":1475,"type":244,"data":1476},109,{"link_type":246,"url":1477,"target":1002},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Fitaly-pay-gap-reporting-eu-pay-transparency-directive-transposition",{"euptd_page":1479,"country_code":1480,"stage":1148,"member_state":1481,"status":1482,"draft_legislation":1154,"final_legislation":1070,"effective_date":1486,"resources":1490},{"link_type":35},"lv","Latvia",[1483],{"type":233,"text":1484,"spans":1485,"direction":249},"In Spring 2026, the Latvian government published a draft law transposing the Directive's requirements into national legislation. The draft aligns with the Directive's requirements. However, it doesn't specify an effective date for the requirements to come into force, which signals adherence to the Directive's timeline.",[],[1487],{"type":233,"text":1488,"spans":1489,"direction":249},"June 2026",[],[1491],{"type":233,"text":1492,"spans":1493,"direction":249},"For more information on Latvia's draft, read this article.",[1494],{"start":626,"end":1495,"type":244,"data":1496},57,{"link_type":246,"url":1497,"target":1002},"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Feu-directive-baltic-divide-dutch-pivot-beqom-mge9f\u002F",{"euptd_page":1499,"country_code":1500,"stage":1079,"member_state":1501,"status":1502,"draft_legislation":1154,"final_legislation":1154,"effective_date":1515,"resources":1518},{"link_type":35},"lt","Lithuania",[1503,1506,1509,1512],{"type":233,"text":1504,"spans":1505,"direction":249},"On May 20th, 2025, Lithuania published draft legislation that would partially transpose the EU Directive. This legislation builds on the existing framework of Lithuania’s Labour Code and Administrative Code.",[],{"type":233,"text":1507,"spans":1508,"direction":249},"On May 2026, the country published the final law transposing the Directive. While the effective date aligns with the 7th June 2026 deadline, some provisions have been pushed: the \"Right to Information\" requirement will enter into force on January 1st, 2027, and the first reporting deadline is set for March 1st, 2028.",[],{"type":233,"text":1510,"spans":1511,"direction":249},"The pre-existing legislation includes a gender pay gap reporting requirement for employers with 20 or more workers, and if the gap exceeds 5%, the organization is required to take action to close it. In terms of pay transparency, employers must provide salary range information for open jobs and cannot ask applicants or employees about salary history.",[],{"type":233,"text":1513,"spans":1514,"direction":249},"The draft legislation expands existing law and transposes many elements of the EU Directive. It includes the Directive’s pay transparency provisions that guarantee employees’ right to information, and it requires employers to have formal pay systems based on objective, gender-neutral criteria. Two of the Directive’s requirements (reporting and joint assessment) will need to be addressed separately.",[],[1516],{"type":233,"text":1157,"spans":1517,"direction":249},[],[1519],{"type":233,"text":1520,"spans":1521,"direction":249},"See our full discussion of Lithuania’s draft legislation.",[1522],{"start":1141,"end":1523,"type":244,"data":1524},56,{"link_type":246,"url":1525,"target":1002},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Flithuania-eu-pay-transparency-directive-transposition-updates",{"euptd_page":1527,"country_code":1528,"stage":1059,"member_state":1529,"status":1530,"draft_legislation":1070,"final_legislation":1070,"effective_date":1534,"resources":1537},{"link_type":35},"lu","Luxembourg",[1531],{"type":233,"text":1532,"spans":1533,"direction":249},"As of our most recent update, there is no known transposition activity in Luxembourg.",[],[1535],{"type":233,"text":1073,"spans":1536,"direction":249},[],[],{"euptd_page":1539,"country_code":1540,"stage":1079,"member_state":1541,"status":1542,"draft_legislation":1154,"final_legislation":1154,"effective_date":1562,"resources":1566},{"link_type":35},"mt","Malta",[1543,1548,1553,1556,1559],{"type":233,"text":1544,"spans":1545,"direction":249},"On June 5th, 2026, just two days before the Directive's deadline, Malta published Legal Notice 173 of 2026 — the Equal Pay (Transparency and Reporting) Regulations, 2026 — in the Government Gazette, which officially fully transposed the Directive. The regulations became effective upon publication.",[1546],{"start":1547,"end":1105,"type":523},113,{"type":233,"text":1549,"spans":1550,"direction":249},"Previous transposition activity",[1551],{"start":228,"end":1552,"type":238},31,{"type":233,"text":1554,"spans":1555,"direction":249},"Malta took initial steps towards transposing the EU Directive with a Legal Notice that was published by the Maltese parliament on June 27th, 2025 and took effect on August 27th, 2025.",[],{"type":233,"text":1557,"spans":1558,"direction":249},"The Legal Notice gives employees the right to request a written assessment between their pay level and the categories of workers performing the same work. (Note that this does not address the comparison to “work of equal value,” as required under the EU Directive.) The Legal Notice also entitles job-seekers to receive written information about the pay range, along with any relevant collective agreements, prior to starting employment.",[],{"type":233,"text":1560,"spans":1561,"direction":249},"In May 2026, a new debate started in the country regarding the transposition timeline. The Malta Employers Association (MEA) has requested a delay in the implementation, while the General Workers' Union (GWU) is opposing the delay.",[],[1563],{"type":233,"text":1564,"spans":1565,"direction":249},"June 5th, 2026",[],[1567],{"type":233,"text":1568,"spans":1569,"direction":249},"For all the details of the partial transposition in Malta, read our full article.",[1570],{"start":1571,"end":1572,"type":244,"data":1573},68,80,{"link_type":246,"url":1574,"target":1002},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Fmalta-implements-eu-pay-transparency-directive",{"euptd_page":1576,"country_code":1592,"stage":1195,"member_state":1593,"status":1594,"draft_legislation":1154,"final_legislation":1070,"effective_date":1619,"resources":1622},{"id":1577,"type":1430,"tags":1578,"lang":13,"slug":1579,"first_publication_date":31,"last_publication_date":68,"uid":1580,"url":1581,"data":1582,"link_type":35,"key":1591,"isBroken":37},"aiMrFxIAACwA7wCT",[55],"la-direttiva-ue-sulla-trasparenza-retributiva-nei-paesi-bassi-in-sintesi","netherlands","\u002Fit-it\u002Feuptd\u002Fnetherlands",{"meta_title":1583,"meta_description":1584,"meta_image":1585},"Paesi Bassi: tracker della Direttiva UE sulla trasparenza retributiva","Segui il recepimento nei Paesi Bassi della Direttiva UE sulla trasparenza retributiva, dalle prime bozze alla modifica dell'Equal Treatment Act.",{"dimensions":1586,"alt":1587,"copyright":5,"url":1588,"id":1589,"edit":1590},{"width":222,"height":223},"Grafica con la silhouette dei Paesi Bassi","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FahV_c7K9tuLqEJVm_EUPTD_Netherlands_2400x1260.png?auto=format%2Ccompress&w=2400&h=1260","ahV_c7K9tuLqEJVm",{"x":228,"y":228,"zoom":229,"background":230},"b48bcdb5-b523-4053-9a34-6da3a8187a77","nl","Netherlands",[1595,1602,1605,1608,1611],{"type":233,"text":1596,"spans":1597,"direction":249},"On January 2026, the Dutch government sent and updated, revised draft to the Council of State, following its announced delay in the Directive's implementation, setting January 1st, 2027, as the new transposition deadline rather than June 2026. The first required pay gap reports would then be based on 2027 data.",[1598],{"start":998,"end":1599,"type":244,"data":1600},93,{"link_type":246,"url":1601,"target":248},"https:\u002F\u002Fwetgevingskalender.overheid.nl\u002Fregeling\u002FWGK025384\u002Fdocumenten\u002FRaad%20van%20State\u002FAdviesaanvraag%20aanhangig%20bij%20Raad%20van%20State\u002F1",{"type":233,"text":1603,"spans":1604,"direction":249},"In May 2026, the Dutch government submitted its final transposition draft to Parliament, set to become effective on January 1st, 2027. The Ministry of Social Affairs has published a guide to help employers build gender-neutral and objectives pay structures to align with the Directive's requirements.",[],{"type":233,"text":1606,"spans":1607,"direction":249},"Additionally, a ministerial regulation opened for consultation in July 2026, covering calculation methods, definitions, reporting templates, web forms, and data specifications",[],{"type":233,"text":1609,"spans":1610,"direction":249},"This legislation would enact all the directive’s basic requirements. It further specifies that employees must have “easy access” to the criteria used to determine wages and pay levels, and it sets a limit of two months for employers to respond to an employee’s request for a personalized pay comparison.",[],{"type":233,"text":1612,"spans":1613,"direction":249},"In terms of pay gap reporting, the draft legislation would require the specific metrics stipulated in the Directive (see our quick guide for a listing of those metrics.) This legislation would also establish an administrative body to collect and review the required pay gap reporting data, develop tools to help assess gaps, and hear and act on complaints about employer noncompliance. However, the collapse of the Dutch coalition government in summer 2025 has delayed consideration and implementation of this legislation.",[1614],{"start":1615,"end":1616,"type":244,"data":1617},125,136,{"link_type":246,"url":1618,"target":1002},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Fguides\u002Feu-pay-transparency-directive-rules",[1620],{"type":233,"text":1206,"spans":1621,"direction":249},[],[1623],{"type":233,"text":1624,"spans":1625,"direction":249},"More information on the Directive's transposition activity in the Netherlands.",[1626],{"start":1189,"end":1627,"type":244,"data":1628},77,{"link_type":246,"url":1629,"target":1002},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Fthe-netherlands-transposes-the-eu-pay-transparency-directive",{"euptd_page":1631,"country_code":1632,"stage":1195,"member_state":1633,"status":1634,"draft_legislation":1154,"final_legislation":1154,"effective_date":1644,"resources":1647},{"link_type":35},"pl","Poland",[1635,1638,1641],{"type":233,"text":1636,"spans":1637,"direction":249},"In June 2025, the Polish parliament amended its existing Labor Code to partially transpose the EU Directive. These changes are connected to pay transparency: they require non-discriminatory recruitment processes, mandate that job candidates be informed of pay ranges prior to employment, and prohibit employers from asking about salary history. These changes came into effect on December 23rd, 2025.",[],{"type":233,"text":1639,"spans":1640,"direction":249},"Additionally, on December 16th, 2025, a draft act was introduced that would fill the gap and fully meet the Directive’s requirements. This addresses the pay equity elements of the Directive including employees’ right to information and pay gap reporting requirements.",[],{"type":233,"text":1642,"spans":1643,"direction":249},"However, in May 2026, Poland published a reviewed draft set to enter into force in January 2027.",[],[1645],{"type":233,"text":1128,"spans":1646,"direction":249},[],[1648],{"type":233,"text":1649,"spans":1650,"direction":249},"Deep dive into Poland's implementation details in our article.",[1651],{"start":999,"end":1652,"type":244,"data":1653},61,{"link_type":246,"url":1654,"target":1002},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Fpoland-pay-equity-eu-pay-transparency-directive-transposition",{"euptd_page":1656,"country_code":1657,"stage":1059,"member_state":1658,"status":1659,"draft_legislation":1070,"final_legislation":1070,"effective_date":1666,"resources":1669},{"link_type":35},"pt","Portugal",[1660,1663],{"type":233,"text":1661,"spans":1662,"direction":249},"As of our most recent update, there is no known transposition activity in Portugal.",[],{"type":233,"text":1664,"spans":1665,"direction":249},"However, Portugal has current requirements in place. Employers need to have transparent pay policies that include an objective approach to evaluating job functions. They also need to report pay data to the government, which checks it for gender-based pay gaps. The key legislation currently in effect is Law 60\u002F2018, which was implemented in 2019.",[],[1667],{"type":233,"text":1073,"spans":1668,"direction":249},[],[1670],{"type":233,"text":1671,"spans":1672,"direction":249},"Learn more about local requirements in Portugal in this article.",[1673],{"start":1142,"end":1043,"type":244,"data":1674},{"link_type":246,"url":1675,"target":1002},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Fpay-equity-laws-portugal",{"euptd_page":1677,"country_code":1678,"stage":1148,"member_state":1679,"status":1680,"draft_legislation":1154,"final_legislation":1070,"effective_date":1687,"resources":1690},{"link_type":35},"ro","Romania",[1681,1684],{"type":233,"text":1682,"spans":1683,"direction":249},"On March 30th, 2026, the Ministry of Labor, Family, Youth, and Social Solidarity published a draft law that implements the Directive into national law. The goal of the proposal is to ensure the right of equal pay for equal work or work of equal value. The draft is now open for consultation until April 8th. The proposal doesn't specify an effective date, but it maintains the current reporting timeline set by the Directive.",[],{"type":233,"text":1685,"spans":1686,"direction":249},"In late June 2026, the draft law tabled in the Senate for emergency procedure. The deadline for adoption is 45 days, which will likely be fulfilled after the resumption of the Senate's activity on September 1st, 2026.",[],[1688],{"type":233,"text":1073,"spans":1689,"direction":249},[],[1691],{"type":233,"text":1692,"spans":1693,"direction":249},"In this article we deep dive into Romania's EU Directive's draft.",[1694],{"start":594,"end":1695,"type":244,"data":1696},64,{"link_type":246,"url":1697,"target":1002},"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Feu-pay-transparency-romania-charges-ahead-while-others-hit-brakes-jzatf\u002F",{"euptd_page":1699,"country_code":1700,"stage":1079,"member_state":1701,"status":1702,"draft_legislation":1154,"final_legislation":1154,"effective_date":1712,"resources":1715},{"link_type":35},"sk","Slovakia",[1703,1706,1709],{"type":233,"text":1704,"spans":1705,"direction":249},"On September 19th, 2025, Slovakia’s government introduced draft legislation that would fully transpose the EU Directive. To do so, the draft legislation would enact a new pay transparency law and would amend parts of the existing Labor Code, Labor Inspection Act, and Employment Services Act. The draft mirrors the EU Directive’s requirements, imposing them at the minimum level stipulated.",[],{"type":233,"text":1707,"spans":1708,"direction":249},"In May 2026, Slovakia’s legislative process was officially completed. The new legislation will enter into force in June 7th, 2026. However, a few provisions differ from the Directive's timeline: average pay information will be provided for the first time in 2028 with 2027 data, and salary structures must be defined by July 2026.",[],{"type":233,"text":1710,"spans":1711,"direction":249},"In early July 2026, the country published a detailed methodology document for job evaluation and classification, as well as a practical tool to help employers get started.",[],[1713],{"type":233,"text":1157,"spans":1714,"direction":249},[],[1716],{"type":233,"text":1717,"spans":1718,"direction":249},"For more information on Slovakia's transposition, see our full article.",[1719],{"start":1720,"end":1721,"type":244,"data":1722},58,70,{"link_type":246,"url":1723,"target":1002},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Fslovakia-transposition-law-for-eu-pay-transparency-directive",{"euptd_page":1725,"country_code":1726,"stage":1059,"member_state":1727,"status":1728,"draft_legislation":1070,"final_legislation":1070,"effective_date":1732,"resources":1735},{"link_type":35},"si","Slovenia",[1729],{"type":233,"text":1730,"spans":1731,"direction":249},"As of our most recent update, there is no known transposition activity in Slovenia.",[],[1733],{"type":233,"text":1073,"spans":1734,"direction":249},[],[],{"euptd_page":1737,"country_code":1738,"stage":1059,"member_state":1739,"status":1740,"draft_legislation":1070,"final_legislation":1070,"effective_date":1747,"resources":1750},{"link_type":35},"es","Spain",[1741,1744],{"type":233,"text":1742,"spans":1743,"direction":249},"In May 2026, the Ministry of Labour and Social Economy launched a public consultation for the drafting of a Royal Decree that will transpose the Directive.",[],{"type":233,"text":1745,"spans":1746,"direction":249},"The country has some foundational pay equity legislation that was passed in 2021, although the EU Directive will go beyond those requirements. The existing requirements include an annual remuneration register, an auditing requirement and job evaluation requirement for organizations with 50 or more workers, and employees’ right to pay information.",[],[1748],{"type":233,"text":1073,"spans":1749,"direction":249},[],[1751],{"type":233,"text":1752,"spans":1753,"direction":249},"Our local requirements page provides more information about Spain’s current legislation.",[1754],{"start":871,"end":1027,"type":244,"data":1755},{"link_type":246,"url":1756,"target":1002},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Flocal-requirements\u002Fspain",{"euptd_page":1758,"country_code":1759,"stage":1195,"member_state":1760,"status":1761,"draft_legislation":1154,"final_legislation":1070,"effective_date":1798,"resources":1802},{"link_type":35},"se","Sweden",[1762,1778,1784,1793],{"type":233,"text":1763,"spans":1764,"direction":249},"Legislation was drafted in Sweden as of May 2024. The draft legislation adds the EU Directive’s requirement to Sweden’s own existing legislation. On January 15th, 2026, Minister for Gender Equality Nina Larsson unveiled the official roadmap to full transposition into national law. However, on March 26th, 2026, the nation issued a press release asking for a renegotiation of the Directive's requirements and a delay in implementation.",[1765,1770,1775],{"start":1766,"end":1767,"type":244,"data":1768},54,71,{"link_type":246,"url":1769,"target":1002},"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":1771,"end":1772,"type":244,"data":1773},224,240,{"link_type":246,"url":1774,"target":248},"https:\u002F\u002Fwww.regeringen.se\u002Fpressmeddelanden\u002F2026\u002F01\u002Fviktiga-steg-for-att-motverka-osakliga-loneskillnader-mellan-kvinnor-och-man\u002F",{"start":1776,"end":1777,"type":238},359,435,{"type":233,"text":1779,"spans":1780,"direction":249},"Sweden planned to integrate the Directive's requirements into its Discrimination Act (2008:567). Key requirements include transparency before hire, right to information, mandatory reporting, and lower thresholds for documentation. The proposal was has an expected effective date of January 1st, 2027, with the first round of reporting due on May 2028.",[1781],{"start":1782,"end":1783,"type":238},122,229,{"type":233,"text":1785,"spans":1786,"direction":249},"In June 2026, the Swedish Government instructed the Equality Ombudsman (DO) to continue taking preparatory measures to transpose the EU Pay Transparency Directive. The DO must submit a report on the assignment to the Ministry of Labour no later than November 1st, 2027 to better identify what support employers will need when salary mapping and Directive implementation requirements land.",[1787,1789,1792],{"start":1307,"end":1788,"type":238},162,{"start":1790,"end":1791,"type":238},250,268,{"start":600,"end":461,"type":238},{"type":233,"text":1794,"spans":1795,"direction":249},"Sweden’s current requirements focus on a compensation mapping analysis called lönekartläggning that all employers must complete annually. Employers of a certain size who identify a pay gap must enact, document, and follow up on a plan for remediation.",[1796],{"start":1627,"end":1797,"type":523},94,[1799],{"type":233,"text":1800,"spans":1801,"direction":249},"Late 2027",[],[1803],{"type":233,"text":1804,"spans":1805,"direction":249},"For more information, read our article on the Swedish latest press release regarding the implementation of the EU Directive into law.",[1806],{"start":1807,"end":241,"type":244,"data":1808},46,{"link_type":246,"url":1809,"target":1002},"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Fsweden-unveils-roadmap-eu-directive-implementation-beqom-fo6mf\u002F?trackingId=devqHPg5bUmFKhaL4md9Kw%3D%3D","article_custom_component$fccd8718-6e65-415e-a7bf-8479c5e45ed6","article_custom_component",{"variation":505,"version":506,"items":1813,"primary":1814,"id":1829,"slice_type":530,"slice_label":5},[],{"section_id":5,"content":1815,"text_size":527,"background_color":1045},[1816,1819,1822],{"type":511,"text":1817,"spans":1818,"direction":249},"Additional information",[],{"type":233,"text":1820,"spans":1821,"direction":249},"As we’ve seen over the last few years, many EU jurisdictions are sticking close to the minimum thresholds set by the Directive, while others are asking more of employers. Likewise, a range of solutions are emerging for the Directive’s pay gap reporting requirements.: Some nations are expanding existing systems used for pay and\u002For demographic reporting, while others are creating new platforms that employers will need to use.",[],{"type":233,"text":1823,"spans":1824,"direction":249},"With the deadline coming up quickly, we’re offering additional support to EU employers with our webinar on February 5th, 2026. With an expert keynote, a talk on strategic considerations, and an interactive Q&A, we aim to help participants dial in their last-mile preparations. ",[1825],{"start":1826,"end":1615,"type":244,"data":1827},96,{"link_type":246,"url":1828,"target":1002},"https:\u002F\u002Fwww.beqom.com\u002Fevents\u002Fis-your-organization-ready-for-the-eu-pay-transparency-directive-webinar","article_text$d664db13-fff9-424e-8de9-0189737f5785",{"variation":505,"version":506,"items":1831,"primary":1832,"id":1880,"slice_type":530,"slice_label":5},[],{"section_id":5,"content":1833,"text_size":527,"background_color":528},[1834,1837,1840,1845,1848,1851,1854,1857,1860,1863,1868,1871,1874,1877],{"type":511,"text":1835,"spans":1836,"direction":249},"The EU Pay Transparency Directive in a nutshell",[],{"type":233,"text":1838,"spans":1839,"direction":249},"The EU Directive aims to prevent pay discrimination on the basis of gender. It does this through legislation in two areas: pay transparency and pay equity.",[],{"type":573,"text":1841,"spans":1842,"direction":249},"Pay transparency requirements:",[1843],{"start":228,"end":1400,"type":569,"data":1844},{"label":571},{"type":617,"text":1846,"spans":1847,"direction":249},"Starting pay must be provided to job applicants before the interview or in the job posting",[],{"type":617,"text":1849,"spans":1850,"direction":249},"Ban on asking applicants about pay history",[],{"type":617,"text":1852,"spans":1853,"direction":249},"All employer decisions about employees’ pay levels and career progression must be based on gender-neutral criteria that employees can reference",[],{"type":617,"text":1855,"spans":1856,"direction":249},"Employees cannot be prohibited from talking about their pay",[],{"type":617,"text":1858,"spans":1859,"direction":249},"Employees are entitled to information about pay ranges on request",[],{"type":617,"text":1861,"spans":1862,"direction":249},"Employees are entitled to a personalized comparison of their pay to the pay of other comparable employees (doing the same work or work of equal value)",[],{"type":573,"text":1864,"spans":1865,"direction":249},"Pay equity requirements:",[1866],{"start":228,"end":1189,"type":569,"data":1867},{"label":571},{"type":617,"text":1869,"spans":1870,"direction":249},"Employers are required to measure and publish pay gap metrics (which can account for gender-neutral criteria). There are nine specific measurements required.",[],{"type":617,"text":1872,"spans":1873,"direction":249},"Employees have the right to see these measurements",[],{"type":617,"text":1875,"spans":1876,"direction":249},"The gender pay gap should be below 5% (after accounting for objective, gender-neutral factors)",[],{"type":617,"text":1878,"spans":1879,"direction":249},"Employers bear the burden of proof in any pay dispute",[],"article_text$5551e7b8-f05a-4d1c-bf53-5d2667fb01c9",{"variation":505,"version":506,"items":1882,"primary":1883,"id":1888,"slice_type":530,"slice_label":5},[],{"section_id":5,"content":1884,"text_size":527,"background_color":528},[1885],{"type":511,"text":1886,"spans":1887,"direction":249},"Keep reading",[],"article_text$e1ef84df-4646-461d-8fd6-7ead1caa95bd",{"variation":505,"version":506,"items":1890,"primary":1891,"id":1909,"slice_type":1034,"slice_label":5},[],{"section_id":5,"image":1892,"content":1898,"link_url":1905,"link_label":1908,"background_color":1032},{"dimensions":1893,"alt":1894,"copyright":5,"url":1895,"id":1896,"edit":1897},{"width":222,"height":223},"booklet image of the EU Pay Transparency Directive 2025 eGuide from beqom","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FaF0ktXfc4bHWivs3_beqom_EUPTD-Blog_PrismicBanner.jpg?auto=format,compress","aF0ktXfc4bHWivs3",{"x":228,"y":228,"zoom":229,"background":230},[1899,1902],{"type":573,"text":1900,"spans":1901,"direction":249},"Looking for an easy-to-understand breakdown of the EU Pay Transparency Directive?",[],{"type":233,"text":1903,"spans":1904,"direction":249},"Our eGuide gives you the clarity, strategies, and tools you need to understand the requirements you'll need to comply with by June 2026.",[],{"link_type":246,"key":1906,"url":1907},"c9c7ef6f-2c92-4f40-a30e-05a7ee0d7077","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":505,"version":506,"items":1911,"primary":1912,"id":1938,"slice_type":530,"slice_label":5},[],{"section_id":5,"content":1913,"text_size":527,"background_color":1032},[1914,1917,1922,1930],{"type":233,"text":1915,"spans":1916,"direction":249},"We’ve also been updating the following resources:",[],{"type":233,"text":1918,"spans":1919,"direction":249},"📖 The pocket guide provides an overview of the Directive’s requirements and key concepts.",[1920],{"start":608,"end":540,"type":244,"data":1921},{"link_type":246,"url":1618,"target":1002},{"type":233,"text":1923,"spans":1924,"direction":249},"📖 For a step-by-step compliance plan, we’ve created a readiness checklist available for free download.",[1925,1927],{"start":934,"end":1926,"type":238},37,{"start":1359,"end":1361,"type":244,"data":1928},{"link_type":246,"url":1929,"target":248},"https:\u002F\u002Fwww.beqom.com\u002Fresources\u002Feu-pay-transparency-directive-readiness-checklist",{"type":233,"text":1931,"spans":1932,"direction":249},"🎙️ If you’d like access to an expert discussion today, you can watch our 2025 EU Pay Transparency Directive webinar on-demand.",[1933],{"start":1934,"end":1935,"type":244,"data":1936},74,116,{"link_type":246,"url":1937,"target":1002},"https:\u002F\u002Fwww.beqom.com\u002Fresources\u002Fon-demand-webinar-eu-pay-transparency-directive-02jul25","article_text$60b71e53-533e-440f-ac72-3f7116a23a4d",{"variation":505,"version":506,"items":1940,"primary":1941,"id":1954,"slice_type":530,"slice_label":5},[],{"section_id":5,"content":1942,"text_size":1044,"background_color":1045},[1943],{"type":233,"text":1944,"spans":1945,"direction":249},"We’ve helped some of the world’s leading companies close pay gaps, embed pay transparency into their compensation processes, and comply with the EU Pay Transparency Directive. Learn how we can help you simplify global compliance and reduce risk.",[1946,1949],{"start":1947,"end":999,"type":244,"data":1948},25,{"link_type":246,"url":696,"target":248},{"start":1950,"end":1951,"type":244,"data":1952},176,185,{"link_type":246,"url":1953,"target":248},"https:\u002F\u002Fwww.beqom.com\u002Fbook-a-demo","article_text$fe26fa5b-916d-46e1-bddd-6c6178841ecb","EU Pay Transparency Directive Transposition by Country","On this page, we’re tracking EU member states’ progress towards implementation of the EU Pay Transparency Directive into national law.",{"dimensions":1958,"alt":939,"copyright":5,"url":1959,"id":941,"edit":1960},{"width":222,"height":223},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FZ025c5bqstJ978wA_beqom_TranspositionMap_PrismicBanner.jpg?auto=format,compress&rect=0,0,2400,1260&w=2400&h=1260",{"x":228,"y":228,"zoom":229,"background":230},"EU Pay Transparency Directive Transposition Tracker","This page monitors the progress of EU member states in implementing the EU Pay Transparency Directive into national law.","Monitor EU Pay Transparency Directive Transposition Here","Follow along as we document how EU member states are advancing towards adopting the EU Pay Transparency Directive.",{"id":1966,"uid":1967,"url":1968,"type":864,"href":1969,"tags":1970,"first_publication_date":1971,"last_publication_date":1971,"slugs":1972,"linked_documents":1974,"lang":13,"alternate_languages":1975,"data":1982},"anmvqRIAACkAtL36","compensation-ai-humans-in-the-loop","\u002Fit-it\u002Fblog\u002Fcompensation-ai-humans-in-the-loop","https:\u002F\u002Fbeqom-com.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=an3sYhIAAC4Au_Zu&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22anmvqRIAACkAtL36%22%29+%5D%5D",[],"2026-08-10T11:02:11+0000",[1973],"what-does-human-in-the-loop-mean-in-compensation-ai",[],[1976,1978,1980],{"id":1977,"type":864,"lang":20,"uid":1967},"anmvkxIAAC0AtL3P",{"id":1979,"type":864,"lang":23,"uid":1967},"amtgsBEAACkAtwbv",{"id":1981,"type":864,"lang":17,"uid":1967},"anmvfhIAAC4AtL2e",{"title":1983,"excerpt":1984,"written_by":1988,"reviewed_by":2014,"publication_date":2015,"date_to_order_by":2016,"last_modified_date":5,"last_modified_date_description":2017,"time_to_read":568,"blog_post_gating":935,"button_label":5,"featured_image":2018,"products":2028,"topics":2056,"slices":2078,"meta_title":2263,"meta_description":2264,"meta_image":2265,"seo_index":657,"seo_follow":657,"og_title":2269,"og_description":2270,"twitter_title":2271,"twitter_description":2272,"do_not_display_in_list_of_blogs":37},"Why the Best Compensation AI Always Keeps Humans in the Loop",[1985],{"type":233,"text":1986,"spans":1987,"direction":249},"Human judgment and AI intelligence work better together — here's how a collaborative approach to compensation decisions keeps your people, and your pay programs, on solid ground.",[],{"id":1989,"type":900,"tags":1990,"lang":13,"slug":1991,"first_publication_date":9,"last_publication_date":1992,"uid":1991,"url":1993,"data":1994,"link_type":35,"key":2013,"isBroken":37},"aiMmAhIAACgA7vdl",[],"clare-bonham","2026-06-19T10:56:26+0000","\u002Fit-it\u002Fauthors\u002Fclare-bonham",{"name":1995,"author_photo":1996,"job_title":2001,"company_name":916,"is_a_former_beqom_employee":37,"author_information":2002,"areas_of_expertise":2008,"resides_in":2012},"Clare Bonham",{"dimensions":1997,"alt":1995,"copyright":5,"url":1998,"id":1999,"edit":2000},{"width":732,"height":732},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FZ9wHAjiBA97GitUM_AuthorPhoto_Clare.jpg?auto=format,compress","Z9wHAjiBA97GitUM",{"x":228,"y":228,"zoom":229,"background":230},"Chief Product Officer",[2003],{"type":233,"text":2004,"spans":2005,"direction":249},"Clare Bonham è una leader dell'innovazione tecnologica e HR con una vasta esperienza in HR IT strategy, soluzioni SaaS e software enterprise. In qualità di Chief Product Officer di beqom, guida l'innovazione di prodotto per le soluzioni di compensation e performance management. In precedenza, ha co-fondato Our Tandem, una piattaforma SaaS pluripremiata acquisita da beqom. Grazie ai ruoli di leadership ricoperti in Telefónica e O2, ha guidato trasformazioni HR tech globali, implementazioni SaaS e iniziative di strategia digitale.",[2006],{"start":228,"end":2007,"type":238},12,[2009],{"type":233,"text":2010,"spans":2011,"direction":249},"Performance Management, Risorse Umane, Sistemi di Compensation Management, Sistemi HR, HR Transformation, Change Management, Software Enterprise, Sviluppo prodotto",[],"Irlanda","c0e71c32-dfc6-4c45-ad0d-3e2324902fdd",{"link_type":35},"2026-07-30T07:59:00+0000","2026-07-30",[],{"dimensions":2019,"alt":2020,"copyright":5,"url":2021,"id":2022,"edit":2023,"preview":2024},{"width":439,"height":440},"AI-powered compensation dashboard","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FzZJAcoqny03rpR3e_beqom_blog-intentional-ai_prismic-banner.jpg?auto=format,compress&rect=84,0,2232,1260&w=1240&h=700","zZJAcoqny03rpR3e",{"x":445,"y":228,"zoom":229,"background":230},{"dimensions":2025,"alt":2020,"copyright":5,"url":2026,"id":2022,"edit":2027},{"width":448,"height":449},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FzZJAcoqny03rpR3e_beqom_blog-intentional-ai_prismic-banner.jpg?auto=format,compress&rect=81,0,2239,1260&w=828&h=466",{"x":452,"y":228,"zoom":229,"background":230},[2029,2043],{"product":2030},{"id":92,"type":53,"tags":2031,"lang":13,"slug":94,"first_publication_date":31,"last_publication_date":86,"uid":95,"url":96,"data":2032,"link_type":35,"key":2042,"isBroken":37},[],{"title":2033,"icon":2034,"meta_title":2040,"meta_description":2041},"L'AI di beqom",{"dimensions":2035,"alt":2036,"copyright":5,"url":2037,"id":2038,"edit":2039},{"width":440,"height":440},"Icona beqom in giallo","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FaTqnmHNYClf9oDtQ_AI_logo.png?auto=format,compress","aTqnmHNYClf9oDtQ",{"x":228,"y":228,"zoom":229,"background":230},"L'IA intenzionale di beqom","Beqom AI non solo automatizza i compensi: li potenzia con l'Intentional AI.","40fc70df-6afe-48a1-b382-d5991dac32d5",{"product":2044},{"id":52,"type":53,"tags":2045,"lang":13,"slug":56,"first_publication_date":31,"last_publication_date":57,"uid":58,"url":59,"data":2046,"link_type":35,"key":2055,"isBroken":37},[55],{"title":50,"icon":2047,"preview_title":728,"preview_image":2050,"meta_title":2053,"meta_description":2054},{"dimensions":2048,"alt":724,"copyright":5,"url":725,"id":726,"edit":2049},{"width":723,"height":461},{"x":228,"y":228,"zoom":229,"background":230},{"dimensions":2051,"alt":733,"copyright":5,"url":734,"id":735,"edit":2052},{"width":731,"height":732},{"x":228,"y":228,"zoom":229,"background":230},"beqom PaySuite: software di Compensation Management","Gestisci aumenti, bonus e incentivi di vendita in un'unica piattaforma. PaySuite di beqom offre ai team gli strumenti per gestire i compensi, senza l'intervento del dipartimento IT.","60240b48-a044-45c3-94b7-2db4ba2f59c4",[2057,2070,2076],{"topic":2058},{"id":2059,"type":972,"tags":2060,"lang":13,"slug":2061,"first_publication_date":9,"last_publication_date":9,"uid":2061,"data":2062,"link_type":35,"key":2069,"isBroken":37},"aiMoSRIAAC0A7vvm",[],"ai",{"title":2063,"plural_title":2063,"icon_code":2064,"description_text_for_rs_coll_page":2065},"AI","ph:lightning",[2066],{"type":233,"text":2067,"spans":2068,"direction":249},"Articles and blogs on the topic of Artificial Intelligence.",[],"85bb902a-e721-400e-8495-ca55533a3727",{"topic":2071},{"id":2072,"type":972,"tags":2073,"lang":13,"slug":58,"first_publication_date":9,"last_publication_date":9,"uid":58,"data":2074,"link_type":35,"key":2075,"isBroken":37},"aiMoRxIAACcA7vvf",[],{"title":50},"88de385f-a774-4654-b303-a06a577dcc01",{"topic":2077},{"link_type":35},[2079,2094,2117,2134,2163,2180,2197,2217,2234,2251],{"variation":505,"version":506,"items":2080,"primary":2081,"id":2093,"slice_type":530,"slice_label":5},[],{"section_id":5,"content":2082,"text_size":527,"background_color":528},[2083,2086],{"type":233,"text":2084,"spans":2085,"direction":249},"AI has the potential to make compensation decisions faster, fairer, and more consistent — but only when it works alongside human judgment rather than replacing it. For HR leaders, CHROs, and comp professionals, a collaborative approach to AI means your managers are better prepared, your pay decisions are more defensible, and your people have greater confidence that the humans who know them are still the ones making the call.",[],{"type":233,"text":2087,"spans":2088,"direction":249},"This article is the second in our series on Intentional AI, based on beqom's whitepaper, Modeling with Intention, and follows on from the first article which focused on Explainable AI. This article explores the second pillar: the principle that AI supports people, and people make the decisions.",[2089],{"start":1103,"end":2090,"type":244,"data":2091},183,{"link_type":246,"url":2092,"target":1002},"https:\u002F\u002Fwww.beqom.com\u002Fblog\u002Fexplainable-ai-in-compensation-what-it-is-why-it-matters-and-how-to-get-there","article_text$62092d25-28b8-4d17-ae2f-0729e1b47469",{"variation":505,"version":506,"items":2095,"primary":2096,"id":2116,"slice_type":530,"slice_label":5},[],{"section_id":5,"content":2097,"text_size":527,"background_color":1045},[2098,2101,2104,2107],{"type":511,"text":2099,"spans":2100,"direction":249},"What does \"human in the loop\" mean in compensation AI?",[],{"type":233,"text":2102,"spans":2103,"direction":249},"Human in the loop means that AI handles the heavy analytical work — synthesizing data, surfacing patterns, generating recommendations — while a person makes the final call on any decision that affects someone's pay or career. The AI is an intelligent co-pilot, not an autonomous decision-maker.",[],{"type":233,"text":2105,"spans":2106,"direction":249},"In practice, this looks like a manager receiving a data-backed salary recommendation for a merit review, with full context on where the employee sits within their band, how they compare to peers, and what the budget constraints allow. The manager reviews the recommendation, adjusts it if needed, and approves the outcome. The AI did the preparation. The manager made the decision.",[],{"type":233,"text":2108,"spans":2109,"direction":249},"This model is central to beqom's whitepaper, Modeling with Intention, which frames Intentional AI as a partnership between governed AI systems and human authority — not a handover of control. Read the full whitepaper to explore the complete framework.",[2110,2111],{"start":1242,"end":1571,"type":238},{"start":2112,"end":2113,"type":244,"data":2114},192,216,{"link_type":246,"url":2115,"target":1002},"https:\u002F\u002Fwww.beqom.com\u002Fresources\u002Fintentional-ai-eguide","article_text$af5e874f-e8a0-4fa0-8cae-49de21b271d4",{"variation":505,"version":506,"items":2118,"primary":2119,"id":2133,"slice_type":530,"slice_label":5},[],{"section_id":5,"content":2120,"text_size":527,"background_color":528},[2121,2124,2127,2130],{"type":511,"text":2122,"spans":2123,"direction":249},"Why can't AI just make compensation decisions automatically?",[],{"type":233,"text":2125,"spans":2126,"direction":249},"This is one of the most common questions from leaders exploring AI in HR, and the answer starts with context. Compensation decisions are loaded with information that no AI system can fully infer from data alone. A high-potential employee on a stretch assignment. A team member who informally took on a manager's responsibilities during a leave. A candidate whose market value is shifting faster than survey data reflects. These factors are real and they matter, but they do not live in a database. They live in the knowledge of the managers and HR professionals who work closely with people every day.",[],{"type":233,"text":2128,"spans":2129,"direction":249},"Regulation adds another layer. The EU AI Act, being phased in through 2026 and 2027, specifically requires human review in high-stakes AI applications — and pay decisions clearly fall into that category. Organizations that hand final authority to an algorithm are taking on regulatory exposure that will only grow as these laws tighten.",[],{"type":233,"text":2131,"spans":2132,"direction":249},"Then there is the accountability question, which may be the most fundamental of all. When a compensation decision goes wrong or is challenged, \"the algorithm decided\" does not satisfy an employee, a regulator, or a board. Clear human ownership of the final decision is what makes accountability real and defensible.",[],"article_text$41ce0ef7-b779-4a7d-9520-c07a7ba384bf",{"variation":505,"version":506,"items":2135,"primary":2136,"id":2162,"slice_type":530,"slice_label":5},[],{"section_id":5,"content":2137,"text_size":527,"background_color":528},[2138,2141,2144,2147,2150,2153,2156,2159],{"type":511,"text":2139,"spans":2140,"direction":249},"What should AI do, and what should humans do?",[],{"type":233,"text":2142,"spans":2143,"direction":249},"The right division of responsibility is one of the most valuable frameworks compensation leaders can establish before implementing AI. As WTW Senior Managing Director Lesli Jennings puts it in beqom's Intentional AI whitepaper, the real opportunity is \"to move away from one-time comp events to a continuous system in which market data, job changes, equity signals, and talent needs continuously feed into the next decision.\" AI is what makes that continuous system possible — but humans are what make it trustworthy.",[],{"type":233,"text":2145,"spans":2146,"direction":249},"A well-designed collaborative system divides the work like this:",[],{"type":617,"text":2148,"spans":2149,"direction":249},"AI handles data aggregation, pattern recognition, scenario modeling, pay gap analysis, and first-pass recommendations.",[],{"type":617,"text":2151,"spans":2152,"direction":249},"Managers contribute contextual knowledge — awareness of individual circumstances, team dynamics, and qualitative performance signals that data cannot capture.",[],{"type":617,"text":2154,"spans":2155,"direction":249},"HR provides governance, policy interpretation, and the final check on outcomes before they are communicated.",[],{"type":617,"text":2157,"spans":2158,"direction":249},"Compliance and legal functions benefit from the audit trail the system produces, without having to build it manually.",[],{"type":233,"text":2160,"spans":2161,"direction":249},"This division does not slow things down. It removes the manual calculation burden from managers and HR while ensuring the people closest to each decision remain in charge of it.",[],"article_text$ed49ca5e-d06b-4a07-a66d-b6ff335b8e7f",{"variation":505,"version":506,"items":2164,"primary":2165,"id":2179,"slice_type":530,"slice_label":5},[],{"section_id":5,"content":2166,"text_size":527,"background_color":528},[2167,2170,2173,2176],{"type":511,"text":2168,"spans":2169,"direction":249},"How does collaborative AI change the role of managers?",[],{"type":233,"text":2171,"spans":2172,"direction":249},"One concern HR leaders often raise is that AI will remove the human element from pay conversations — making managers feel like order-processors rather than leaders. A well-designed collaborative AI model does the opposite.",[],{"type":233,"text":2174,"spans":2175,"direction":249},"By handling data preparation and first-pass recommendations, AI frees managers from the spreadsheet work that currently dominates merit cycles. Instead of spending hours calculating where each employee sits against band midpoints, managers can spend that time on the conversations that matter: explaining decisions, connecting pay to performance, and addressing individual questions with empathy and context.",[],{"type":233,"text":2177,"spans":2178,"direction":249},"As WTW's Tom Hellier notes in beqom's Intentional AI whitepaper, this is precisely where human value lies — \"delivering with empathy: owning pay conversations to ensure the message that lands includes an explanation of the 'why' beyond a calculation.\" AI can produce the number. Only a manager can make it feel fair.",[],"article_text$3e5c9605-fcbe-47d3-8fab-a0e8303bcc68",{"variation":505,"version":506,"items":2181,"primary":2182,"id":2196,"slice_type":530,"slice_label":5},[],{"section_id":5,"content":2183,"text_size":527,"background_color":528},[2184,2187,2190,2193],{"type":511,"text":2185,"spans":2186,"direction":249},"What happens when AI and human judgment disagree?",[],{"type":233,"text":2188,"spans":2189,"direction":249},"In a well-designed collaborative system, this is a feature, not a problem. When a manager adjusts or overrides an AI recommendation, that action is logged, documented, and available for review. Over time, patterns in those overrides become valuable signals: they may indicate that a policy is outdated, that market data needs refreshing, or that a particular team or function has unique dynamics the model should account for.",[],{"type":233,"text":2191,"spans":2192,"direction":249},"This feedback loop is part of what makes collaborative AI better over time. The AI learns from how humans respond to its recommendations. Humans learn from seeing where their intuition and the data align — and where they diverge.",[],{"type":233,"text":2194,"spans":2195,"direction":249},"This is a significant improvement over purely manual processes, where the reasoning behind individual decisions is rarely documented at all, and patterns of inconsistency are invisible until they surface as pay equity problems.",[],"article_text$0f6b2fe6-d7dc-4b60-bfdf-34b1be7baf6e",{"variation":505,"version":506,"items":2198,"primary":2199,"id":2216,"slice_type":530,"slice_label":5},[],{"section_id":5,"content":2200,"text_size":527,"background_color":528},[2201,2204,2207,2210],{"type":511,"text":2202,"spans":2203,"direction":249},"Does a human-in-the-loop approach slow down compensation cycles?",[],{"type":233,"text":2205,"spans":2206,"direction":249},"This is a practical concern for compensation teams under pressure to move quickly. The answer depends on how the system is designed. When AI does the analytical preparation — pulling together all relevant data into a clear, reviewed recommendation — the human review step becomes faster and more focused, not slower.",[],{"type":233,"text":2208,"spans":2209,"direction":249},"Managers are reviewing a recommendation with full context, rather than assembling that context themselves. HR is approving outcomes against clear policy criteria, rather than checking calculations manually. The human step is leaner because the AI step is more complete.",[],{"type":233,"text":2211,"spans":2212,"direction":249},"beqom's Compensation Trends Report found that 56% of respondents said AI features are \"very important\" for automating common compensation procedures. The collaborative model is what makes that automation safe: it captures the speed benefits of AI while preserving the human judgment that makes decisions defensible.",[2213],{"start":1118,"end":594,"type":244,"data":2214},{"link_type":246,"url":2215,"target":1002},"https:\u002F\u002Fwww.beqom.com\u002Fresources\u002Fbeqom-2026-compensation-trends-report-us","article_text$bb08a463-1e89-4051-9bd6-97c2595b862d",{"variation":505,"version":506,"items":2218,"primary":2219,"id":2233,"slice_type":530,"slice_label":5},[],{"section_id":5,"content":2220,"text_size":527,"background_color":528},[2221,2224,2227,2230],{"type":511,"text":2222,"spans":2223,"direction":249},"How does collaborative AI support pay equity goals?",[],{"type":233,"text":2225,"spans":2226,"direction":249},"Pay equity is one area where the combination of AI analysis and human oversight is especially powerful. AI can surface patterns that humans might miss — gaps by gender, ethnicity, tenure, or geography that are invisible when data is reviewed in spreadsheets. But identifying a gap and deciding how to address it are two different things.",[],{"type":233,"text":2228,"spans":2229,"direction":249},"Human judgment is essential for understanding why a gap exists, whether it reflects a structural issue in job architecture, a historical pattern in how certain roles were graded, or something that requires immediate remediation. AI flags the signal. People interpret it and act on it.",[],{"type":233,"text":2231,"spans":2232,"direction":249},"This is why collaborative AI is foundational to sustainable pay equity progress, not just compliance. It brings data-driven rigor to an area where inconsistency has historically been difficult to detect — while keeping the decisions that shape people's careers in human hands.",[],"article_text$992fa376-ed3a-4e17-9adb-74e4e7970cf0",{"variation":505,"version":506,"items":2235,"primary":2236,"id":2250,"slice_type":530,"slice_label":5},[],{"section_id":5,"content":2237,"text_size":527,"background_color":528},[2238,2241,2244,2247],{"type":511,"text":2239,"spans":2240,"direction":249},"Building a collaborative AI model in your organization",[],{"type":233,"text":2242,"spans":2243,"direction":249},"The first step is clarity about where human judgment is non-negotiable. Any decision that directly affects a person's base pay, bonus, promotion, or career trajectory should have a documented human approval step. AI can inform and prepare that step, but it should not bypass it.",[],{"type":233,"text":2245,"spans":2246,"direction":249},"The second step is making that collaboration seamless. If the handoff between AI recommendation and human review is cumbersome — if managers have to navigate multiple systems, re-enter data, or spend time deciphering what the AI did — the benefits are lost. The best collaborative AI is invisible: it does the work in the background and surfaces a clean, actionable recommendation that a manager can review and act on in minutes.",[],{"type":233,"text":2248,"spans":2249,"direction":249},"beqom is built for exactly this model. Its platform combines governed compensation data, ML-powered modeling, and agentic AI guidance into a single, connected experience — so managers get the preparation they need, HR retains oversight, and every decision comes with a complete audit trail.",[],"article_text$7cce632d-b5b2-4cfe-92ba-ee97f31bf8d2",{"variation":505,"version":506,"items":2252,"primary":2253,"id":2262,"slice_type":530,"slice_label":5},[],{"section_id":5,"content":2254,"text_size":527,"background_color":1045},[2255],{"type":233,"text":2256,"spans":2257,"direction":249},"If you are ready to explore how collaborative AI can transform your compensation process, book a demo with beqom and see the model in action.",[2258],{"start":2259,"end":2260,"type":244,"data":2261},90,112,{"link_type":246,"url":1953,"target":1002},"article_text$3c8e94ab-47c2-4349-a566-6d728863a37f","Compensation AI that keeps humans in the loop | beqom","Discover how a collaborative approach to AI in compensation keeps humans in control of pay decisions while gaining speed, consistency, and data-backed confidence.",{"dimensions":2266,"alt":2020,"copyright":5,"url":2267,"id":2022,"edit":2268},{"width":222,"height":223},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FzZJAcoqny03rpR3e_beqom_blog-intentional-ai_prismic-banner.jpg?auto=format,compress&rect=0,0,2400,1260&w=2400&h=1260",{"x":228,"y":228,"zoom":229,"background":230},"AI and human judgment: why both belong in your compensation process","The most effective compensation decisions combine AI's analytical power with human context and empathy. Learn how the collaborative pillar of Intentional AI keeps your people in control without slowing you down.","AI shouldn't make pay decisions. People should. Here's how to get the balance right.","The second pillar of Intentional AI: why keeping humans in the loop isn't a limitation — it's your competitive advantage.",{"id":2274,"uid":2275,"url":2276,"type":864,"href":2277,"tags":2278,"first_publication_date":2279,"last_publication_date":2280,"slugs":2281,"linked_documents":2283,"lang":13,"alternate_languages":2284,"data":2291},"anr85RIAACkAtvgS","how-beqom-helps-secure-employee-rights-in-pay-equity","\u002Fit-it\u002Fblog\u002Fhow-beqom-helps-secure-employee-rights-in-pay-equity","https:\u002F\u002Fbeqom-com.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=an3sYhIAAC4Au_Zu&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22anr85RIAACkAtvgS%22%29+%5D%5D",[55],"2026-08-11T10:43:55+0000","2026-08-12T13:47:57+0000",[2282],"qual-e-il-ruolo-del-consiglio-aziendale-nellequita-salariale",[],[2285,2287,2289],{"id":2286,"type":864,"lang":23,"uid":2275},"amCnShIAACcAnn_Z",{"id":2288,"type":864,"lang":20,"uid":2275},"anr8zxIAACkAtvfb",{"id":2290,"type":864,"lang":17,"uid":2275},"anr8jBIAAC0Atvc7",{"title":2292,"excerpt":2293,"written_by":2297,"reviewed_by":2322,"publication_date":2323,"date_to_order_by":2324,"last_modified_date":2324,"last_modified_date_description":2325,"time_to_read":568,"blog_post_gating":935,"button_label":5,"featured_image":2326,"products":2337,"topics":2351,"slices":2364,"meta_title":2538,"meta_description":2539,"meta_image":2540,"seo_index":657,"seo_follow":657,"og_title":2545,"og_description":2546,"twitter_title":2547,"twitter_description":2548,"do_not_display_in_list_of_blogs":37},"Consigli aziendali: come beqom tutela i diritti dei dipendenti in materia di equità salariale",[2294],{"type":233,"text":2295,"spans":2296,"direction":249},"Scopri come beqom aiuta i team HR e le rappresentanze dei lavoratori a condurre valutazioni retributive congiunte e obiettive, a colmare il divario retributivo di genere e a rispettare la Direttiva UE.",[],{"id":2298,"type":900,"tags":2299,"lang":13,"slug":2300,"first_publication_date":9,"last_publication_date":903,"uid":2300,"url":2301,"data":2302,"link_type":35,"key":2321,"isBroken":37},"aiMl_BIAACgA7vdI",[],"hayley-bakker","\u002Fit-it\u002Fauthors\u002Fhayley-bakker",{"name":2303,"author_photo":2304,"job_title":2310,"company_name":916,"is_a_former_beqom_employee":37,"author_information":2311,"areas_of_expertise":2315,"resides_in":2319,"education":2320},"Hayley Bakker",{"dimensions":2305,"alt":2306,"copyright":5,"url":2307,"id":2308,"edit":2309},{"width":223,"height":223},"Foto di Hayley Bakker","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FaA9XxvIqRLdaBqkt_AuthorPhoto_Hayley.jpg?auto=format,compress","aA9XxvIqRLdaBqkt",{"x":228,"y":228,"zoom":229,"background":230},"Head of Customer Journey and Digital Enablement",[2312],{"type":233,"text":2313,"spans":2314,"direction":249},"Hayley supporta con passione le organizzazioni globali nell'implementare processi di performance management e compensation per raggiungere la pay equity. Nel suo ruolo di Customer Journey and Digital Enablement Lead in beqom, si assicura che i responsabili HR possano offrire un'eccellente employee experience attraverso le soluzioni software di beqom. \n\nCon un background imprenditoriale alle spalle, Hayley ha fondato e ceduto due precedenti attività, tra cui un SaaS per il recruitment inclusivo, e vanta oltre 5 anni di esperienza nelle soluzioni HR, tra product, engineering e customer success. In precedenza, ha lavorato nei settori banking e consulenza, con un focus su operational excellence e digital transformation in Europa, Asia e Medio Oriente. Hayley è un membro attivo del Forbes Human Resources Council ed è una voce di riferimento in materia di pay equity e trasparenza retributiva.",[],[2316],{"type":233,"text":2317,"spans":2318,"direction":249},"Equità retributiva, Settore dei servizi finanziari, Sistemi HR, Sistemi di gestione delle retribuzioni, Diversity, Equity & Inclusion, Eccellenza operativa, Trasformazione digitale, Customer Experience, Software enterprise",[],"Abu Dhabi, UAE","MSc, Financial Engineering & Management; B.Sc., Industrial Engineering & Management University of Twente, The Netherlands","2f77de0d-0da7-4d3c-b177-59e4dccd3554",{"link_type":35},"2025-07-22T10:00:00+0000","2026-07-22",[],{"dimensions":2327,"alt":2328,"copyright":5,"url":2329,"id":2330,"edit":2331,"preview":2332},{"width":439,"height":440},"Schermata panoramica equità salariale","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FiwIRDOMEzprU0vhx_BlogImage_2400x1260px.jpg?auto=format%2Ccompress&rect=84%2C0%2C2232%2C1260&w=1240&h=700","iwIRDOMEzprU0vhx",{"x":445,"y":228,"zoom":229,"background":230},{"dimensions":2333,"alt":2334,"copyright":5,"url":2335,"id":2330,"edit":2336},{"width":448,"height":449},"Schermata sull'equità retributiva","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FiwIRDOMEzprU0vhx_BlogImage_2400x1260px.jpg?auto=format%2Ccompress&rect=81%2C0%2C2239%2C1260&w=828&h=466",{"x":452,"y":228,"zoom":229,"background":230},[2338],{"product":2339},{"id":64,"type":53,"tags":2340,"lang":13,"slug":66,"first_publication_date":67,"last_publication_date":68,"uid":69,"url":70,"data":2341,"link_type":35,"key":2350,"isBroken":37},[55],{"title":466,"icon":2342,"preview_image":2345,"meta_title":2348,"meta_description":2349},{"dimensions":2343,"alt":462,"copyright":5,"url":463,"id":464,"edit":2344},{"width":460,"height":461},{"x":228,"y":228,"zoom":229,"background":230},{"dimensions":2346,"alt":471,"copyright":5,"url":472,"id":473,"edit":2347},{"width":469,"height":470},{"x":228,"y":228,"zoom":229,"background":230},"Software di equità e trasparenza retributiva | PaySuite di beqom","PaySuite di beqom unisce analisi di pay equity, adeguamento e conformità alla Direttiva UE sulla trasparenza retributiva per decisioni eque.","de800e68-11ef-4f62-b0e2-b7d546697669",[2352,2357],{"topic":2353},{"id":980,"type":972,"tags":2354,"lang":13,"slug":982,"first_publication_date":9,"last_publication_date":9,"uid":982,"data":2355,"link_type":35,"key":2356,"isBroken":37},[],{"title":984,"plural_title":984},"0f0293ea-c07b-43af-a6d9-40085bee8378",{"topic":2358},{"id":2359,"type":972,"tags":2360,"lang":13,"slug":762,"first_publication_date":9,"last_publication_date":9,"uid":762,"data":2361,"link_type":35,"key":2363,"isBroken":37},"aiMoNxIAACsA7vuX",[],{"title":2362,"plural_title":2362},"Pay transparency","d7128454-522c-4b58-a8a3-4562c636f359",[2365,2376,2418,2453,2490,2525],{"variation":505,"version":506,"items":2366,"primary":2367,"id":2375,"slice_type":530,"slice_label":5},[],{"section_id":5,"content":2368,"text_size":527,"background_color":528},[2369,2372],{"type":233,"text":2370,"spans":2371,"direction":249},"I comitati aziendali e i rappresentanti del personale stanno assumendo un ruolo sempre più importante nella gestione delle retribuzioni, sotto la spinta di normative come la Direttiva UE sulla trasparenza salariale. Per i responsabili HR e i professionisti di compensation e benefit, questa evoluzione rappresenta un'opportunità, non solo un adempimento normativo.",[],{"type":233,"text":2373,"spans":2374,"direction":249},"Le aziende che collaborano in modo proattivo con le rappresentanze dei lavoratori, supportate da una tecnologia adeguata, sviluppano una reputazione di equità, ottengono una maggiore fiducia da parte dei dipendenti e acquisiscono un reale vantaggio nella talent acquisition. L'obiettivo è considerare la trasparenza retributiva come un motore di cambiamento positivo: risultati equi e dimostrabili per ciascun dipendente.",[],"article_text$a88bb9ec-cbd2-4163-991f-30f2bd9f1555",{"variation":505,"version":506,"items":2377,"primary":2378,"id":2417,"slice_type":530,"slice_label":5},[],{"section_id":5,"content":2379,"text_size":527,"background_color":528},[2380,2383,2386,2389,2393,2397,2401,2406,2410,2414],{"type":511,"text":2381,"spans":2382,"direction":249},"Qual è il ruolo del consiglio aziendale nell'equità salariale?",[],{"type":233,"text":2384,"spans":2385,"direction":249},"Il comitato aziendale e i rappresentanti dei lavoratori svolgono un ruolo essenziale e crescente nella definizione e nel mantenimento di pratiche retributive eque, in particolare ai sensi della Direttiva UE sulla trasparenza retributiva. Il loro coinvolgimento mantiene le iniziative di equità retributiva trasparenti, obiettive e rispondenti alle istanze dei dipendenti.",[],{"type":233,"text":2387,"spans":2388,"direction":249},"Le principali aree di coinvolgimento includono:",[],{"type":617,"text":2390,"spans":2391,"direction":249},"Definizione dei criteri di equità retributiva: criteri oggettivi e neutrali rispetto al genere per valutare il lavoro di pari valore, in modo da esaminare le strutture retributive in modo imparziale.",[2392],{"start":228,"end":1807,"type":238},{"type":617,"text":2394,"spans":2395,"direction":249},"Richiesta di informazioni sulle retribuzioni: diritto di ricevere informazioni sui livelli retributivi medi per categorie di lavoratori, ripartiti per sesso, per conto dei dipendenti.",[2396],{"start":228,"end":1242,"type":238},{"type":617,"text":2398,"spans":2399,"direction":249},"Revisione dei report: consulenza sull'accuratezza della rendicontazione del divario retributivo di genere e revisione della metodologia applicata.",[2400],{"start":228,"end":922,"type":238},{"type":617,"text":2402,"spans":2403,"direction":249},"Valutazione congiunta delle retribuzioni: partecipazione al processo di valutazione congiunta delle retribuzioni qualora venga rilevato un divario retributivo di genere significativo e non giustificato.",[2404],{"start":228,"end":2405,"type":238},41,{"type":617,"text":2407,"spans":2408,"direction":249},"Azioni correttive: contributo nella definizione delle misure che correggono le differenze retributive ingiustificate.",[2409],{"start":228,"end":540,"type":238},{"type":617,"text":2411,"spans":2412,"direction":249},"Tutela della privacy: laddove la legislazione locale lo permette, fornire accesso a dati retributivi individuali sensibili per assistere i dipendenti in merito alle rivendicazioni, senza divulgare i livelli retributivi effettivi, garantisce la conformità dei datori di lavoro e tutela la privacy dei lavoratori.",[2413],{"start":228,"end":998,"type":238},{"type":233,"text":2415,"spans":2416,"direction":249},"Insieme, queste responsabilità conferiscono ai consigli aziendali un peso concreto sul modo in cui le organizzazioni definiscono, rivedono e correggono le retribuzioni.",[],"article_text$60e95f66-ad3c-4146-8e89-77aa3fa5b462",{"variation":505,"version":506,"items":2419,"primary":2420,"id":2452,"slice_type":530,"slice_label":5},[],{"section_id":5,"content":2421,"text_size":527,"background_color":528},[2422,2425,2428,2431,2436,2440,2444,2449],{"type":511,"text":2423,"spans":2424,"direction":249},"Quali sono i principali diritti dei dipendenti previsti dalla Direttiva UE sulla trasparenza retributiva?",[],{"type":233,"text":2426,"spans":2427,"direction":249},"La Direttiva UE sulla trasparenza retributiva introduce nuovi diritti per i dipendenti, incentrati sulla parità retributiva per lavoro di pari valore e su una maggiore trasparenza all'interno dell'organizzazione.",[],{"type":233,"text":2429,"spans":2430,"direction":249},"I diritti fondamentali e i relativi obblighi del datore di lavoro comprendono:",[],{"type":617,"text":2432,"spans":2433,"direction":249},"Diritto all'informazione sui livelli retributivi: i dipendenti possono richiedere il proprio livello retributivo individuale e i livelli retributivi medi, suddivisi per sesso, per i lavoratori comparabili che svolgono lo stesso lavoro o un lavoro di pari valore.",[2434],{"start":228,"end":2435,"type":238},49,{"type":617,"text":2437,"spans":2438,"direction":249},"Rendicontazione periodica sul divario retributivo di genere: i datori di lavoro devono rendicontare periodicamente il divario retributivo di genere e, qualora il divario rilevato sia significativo, effettuare una valutazione congiunta delle retribuzioni.",[2439],{"start":228,"end":1652,"type":238},{"type":617,"text":2441,"spans":2442,"direction":249},"Tutela dalle ritorsioni: i dipendenti possono divulgare la propria retribuzione senza temere ripercussioni.",[2443],{"start":228,"end":1947,"type":238},{"type":617,"text":2445,"spans":2446,"direction":249},"Accesso alla metodologia: i rappresentanti dei lavoratori devono avere accesso alla metodologia utilizzata dai datori di lavoro per calcolare e rendicontare il divario retributivo.",[2447],{"start":228,"end":2448,"type":238},26,{"type":233,"text":2450,"spans":2451,"direction":249},"Questi diritti cambiano le dinamiche: i datori di lavoro necessitano di evidenze oggettive e basate sui dati a supporto di ogni decisione retributiva, e di una collaborazione autentica con il consiglio aziendale durante tutto il processo di equità retributiva.",[],"article_text$8cc1fde8-3cf3-4dfa-afde-de82623cff21",{"variation":505,"version":506,"items":2454,"primary":2455,"id":2489,"slice_type":530,"slice_label":5},[],{"section_id":5,"content":2456,"text_size":527,"background_color":528},[2457,2460,2463,2466,2470,2474,2478,2482,2486],{"type":511,"text":2458,"spans":2459,"direction":249},"In che modo beqom supporta la valutazione congiunta delle retribuzioni e la relativa correzione?",[],{"type":233,"text":2461,"spans":2462,"direction":249},"Una valutazione congiunta delle retribuzioni, avviata in presenza di un divario retributivo significativo, richiede molto più di una gestione manuale dei dati. Esige un processo oggettivo e verificabile, ed è proprio qui che una piattaforma di compensation dedicata dimostra il suo valore.",[],{"type":233,"text":2464,"spans":2465,"direction":249},"Lo strumento di beqom per la pay equity e la pay transparency supporta questo processo:",[],{"type":617,"text":2467,"spans":2468,"direction":249},"Identificazione del divario: è possibile utilizzare l'analisi di regressione multivariata per mettere a confronto retribuzione, ruolo, esperienza e anzianità, segnalando poi le differenze non giustificate come un potenziale divario retributivo, ad esempio tra lavoratori e lavoratrici in ruoli simili.",[2469],{"start":228,"end":631,"type":238},{"type":617,"text":2471,"spans":2472,"direction":249},"Fornitura di una metodologia oggettiva: offrire una metodologia di analisi coerente è fondamentale, dato che i rappresentanti dei lavoratori hanno il diritto di verificare come il divario retributivo di genere viene calcolato e rendicontato.",[2473],{"start":228,"end":1141,"type":238},{"type":617,"text":2475,"spans":2476,"direction":249},"Pianificazione delle azioni correttive: per tradurre analisi complesse in adeguamenti salariali pratici, consentendo ai datori di lavoro di simulare aumenti retributivi per colmare il divario nel rispetto dei reali vincoli di budget.",[2477],{"start":228,"end":626,"type":238},{"type":617,"text":2479,"spans":2480,"direction":249},"Consultazione semplificata: generando report chiari e personalizzabili sia per il management sia per le rappresentanze dei lavoratori, in modo che le discussioni congiunte sulla valutazione retributiva siano basate su dati oggettivi.",[2481],{"start":228,"end":1027,"type":238},{"type":617,"text":2483,"spans":2484,"direction":249},"Protezione dei dati: tramite la gestione dell'aggregazione e dell'anonimizzazione dei dati, per garantire alla rappresentanza dei lavoratori l'accesso necessario, mantenendo comunque protette le informazioni retributive individuali identificabili.",[2485],{"start":228,"end":998,"type":238},{"type":233,"text":2487,"spans":2488,"direction":249},"Il risultato: una valutazione salariale congiunta basata su evidenze, non su opinioni, e un piano correttivo sostenuto da entrambe le parti.",[],"article_text$df60df9b-e371-4831-bdf8-11ca86e50492",{"variation":505,"version":506,"items":2491,"primary":2492,"id":2524,"slice_type":530,"slice_label":5},[],{"section_id":5,"content":2493,"text_size":527,"background_color":528},[2494,2497,2500,2503,2506,2509,2512,2515,2518,2521],{"type":511,"text":2495,"spans":2496,"direction":249},"Perché scegliere beqom per l'equità salariale e la collaborazione con i consigli aziendali?",[],{"type":233,"text":2498,"spans":2499,"direction":249},"Le aziende globali si affidano a beqom per gestire l'equità retributiva in contesti normativi eterogenei. beqom fornisce una piattaforma indipendente e oggettiva, basata su standard di settore e progettata per soddisfare sia le esigenze dei datori di lavoro che quelle dei consigli aziendali.",[],{"type":233,"text":2501,"spans":2502,"direction":249},"Questa fiducia va ben oltre la tecnologia. I consulenti di beqom tengono regolarmente workshop per illustrare ai comitati aziendali la metodologia alla base della piattaforma, mostrando esattamente come garantisce equità e trasparenza. Questo include la collaborazione con strutture di comitati aziendali forti e consolidati in Paesi come la Germania e la Francia, ad esempio, dove i rappresentanti si aspettano, e ottengono, una visione chiara di come vengono calcolati i numeri.",[],{"type":233,"text":2504,"spans":2505,"direction":249},"Con beqom, le organizzazioni possono:",[],{"type":617,"text":2507,"spans":2508,"direction":249},"Garantire in modo proattivo la conformità alla Direttiva UE sulla trasparenza salariale e alle altre normative globali.",[],{"type":617,"text":2510,"spans":2511,"direction":249},"Garantire una retribuzione equa con una metodologia trasparente, oggettiva e neutra sotto il profilo del genere.",[],{"type":617,"text":2513,"spans":2514,"direction":249},"Costruire fiducia attraverso una reportistica chiara e personalizzabile, che semplifica la valutazione delle retribuzioni per la dirigenza e i rappresentanti del personale.",[],{"type":617,"text":2516,"spans":2517,"direction":249},"Ottimizzare la collaborazione sulla valutazione congiunta delle retribuzioni e sulle misure correttive grazie a insight basati su dati concreti che evitano le controversie.",[],{"type":617,"text":2519,"spans":2520,"direction":249},"Proteggere la privacy garantendo al contempo il diritto legale all'informazione.",[],{"type":233,"text":2522,"spans":2523,"direction":249},"beqom aiuta aziende come Puma e Allianz, tra le altre, a gestire l'equità retributiva per centinaia di migliaia di dipendenti in tutto il mondo, offrendo loro gli strumenti per raggiungere, e dimostrare, la parità retributiva.",[],"article_text$be5115c0-5af6-4afc-a090-48781a08b385",{"variation":505,"version":506,"items":2526,"primary":2527,"id":2537,"slice_type":530,"slice_label":5},[],{"section_id":5,"content":2528,"text_size":1044,"background_color":1045},[2529],{"type":233,"text":2530,"spans":2531,"direction":249},"I nuovi obblighi di trasparenza non devono trasformarsi in una sfida difficile di conformità. Fornisci alla tua azienda e alla tua rappresentanza dei lavoratori la chiarezza e le informazioni basate sui dati necessarie per una parità retributiva dimostrabile. Prenota una demo oggi stesso.",[2532],{"start":2533,"end":2534,"type":244,"data":2535},260,276,{"link_type":246,"url":2536,"target":1002},"https:\u002F\u002Fwww.beqom.com\u002Fit-it\u002Fbook-a-demo","article_text$23f5776e-0d03-451d-ac4e-ce13ee6a6b0a","Consigli aziendali e conformità sul gender pay gap | beqom","Scopri come beqom aiuta HR e rappresentanze sindacali a condurre analisi retributive obiettive, colmare il gender pay gap e rispettare la Direttiva UE.",{"dimensions":2541,"alt":5,"copyright":5,"url":2542,"id":2543,"edit":2544},{"width":222,"height":223},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FF2vCVpkZB9MB7oM-_BlogImage_2400x1260.jpg?auto=format,compress","F2vCVpkZB9MB7oM-",{"x":228,"y":228,"zoom":229,"background":230},"Come beqom aiuta i consigli aziendali a garantire l'equità salariale","I comitati aziendali sono fondamentali per la trasparenza retributiva UE. Scopri come beqom rende le valutazioni congiunte un processo chiaro e basato su dati per HR e rappresentanti.","beqom e consigli aziendali: l'equità salariale fatta bene","La conformità alla Direttiva UE sulla trasparenza retributiva parte dai dati. Scopri come beqom offre a comitati aziendali e HR dati oggettivi sull'equità.","3f9f504","All Rights Reserved"]