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Watch beqom and Mercer unpack what's happening across Europe, and what employers should do next.",[],"2026-06-24T09:00:00+0000",{"dimensions":1502,"alt":1503,"copyright":5,"url":1504,"id":1505,"edit":1506,"preview":1508},{"width":353,"height":354},"Image of Hayley Bakker (beqom) and Lucye Provera (Mercer).","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FqU3HYGbuoDNqaAo4_beqom-webinar-frompolicytopractice-hayley-lucye_prismic-banner.jpg?auto=format,compress&rect=336,0,8928,5040&w=1240&h=700","qU3HYGbuoDNqaAo4",{"x":1507,"y":34,"zoom":35,"background":36},336,{"dimensions":1509,"alt":1503,"copyright":5,"url":1510,"id":1505,"edit":1511},{"width":362,"height":363},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FqU3HYGbuoDNqaAo4_beqom-webinar-frompolicytopractice-hayley-lucye_prismic-banner.jpg?auto=format,compress&rect=322,0,8955,5040&w=828&h=466",{"x":1512,"y":34,"zoom":35,"background":36},322,[1514,1523],{"topic":1515},{"id":1516,"type":1344,"tags":1517,"lang":14,"slug":1518,"first_publication_date":1519,"last_publication_date":1519,"uid":1518,"data":1520,"link_type":97,"key":1522,"isBroken":99},"aeJlYxQAACgAyEYi",[],"pay-transparency","2026-04-17T16:53:07+0000",{"title":1521},"Pay transparency","3a3c116b-148c-44f0-b76b-5ca744902da7",{"topic":1524},{"id":1343,"type":1344,"tags":1525,"lang":14,"slug":1346,"first_publication_date":1347,"last_publication_date":1348,"uid":1346,"data":1526,"link_type":97,"key":1527,"isBroken":99},[],{"title":1350},"73cd3123-0788-48ad-99b6-d8232b60fd97",{"id":1529,"type":1354,"tags":1530,"lang":14,"slug":1531,"first_publication_date":1532,"last_publication_date":1533,"uid":1531,"data":1534,"link_type":97,"key":1536,"isBroken":99},"ZiYr5xAAAB-sVk3m",[],"webinar","2024-04-22T09:20:46+0000","2025-10-30T19:07:08+0000",{"title":1535},"Webinar","8b79cc2b-6157-4f13-8e6c-941cc3a6d32a",[1538,1583,1609,1627,1649,1669],{"variation":419,"version":420,"items":1539,"primary":1540,"id":1582,"slice_type":1429,"slice_label":5},[],{"section_id":5,"image_above_content":1541,"content":1542,"image_below_content":1576,"content_above_form":1577,"form_id":1581},{},[1543,1546,1549,1552,1557,1562,1567,1571],{"type":425,"text":1544,"spans":1545,"direction":55},"Every fair pay leader knows that policy doesn't stop at a deadline.",[],{"type":39,"text":1547,"spans":1548,"direction":55},"The EU Pay Transparency Directive's transposition deadline passed on 7th June — but the picture across Europe is far from uniform. Only a handful of member states have fully transposed, while many have announced delays, and others have barely started.",[],{"type":39,"text":1550,"spans":1551,"direction":55},"In this on-demand session, Hayley Bakker (beqom) and Lucye Provera (Mercer) map where things actually stand, what the right to information under Article 7 is already surfacing in transposed markets, and what employers in delayed jurisdictions should be doing in the meantime — because employee expectations aren't waiting for national law to catch up.",[],{"type":483,"text":1553,"spans":1554,"direction":55},"What you will learn: ",[1555],{"start":34,"end":1556,"type":44},21,{"type":509,"text":1558,"spans":1559,"direction":55},"The state of transposition across Europe: Which member states are live, which have stalled, and what's driving the delays, from legal compatibility challenges to political transitions. ",[1560],{"start":34,"end":1561,"type":44},42,{"type":509,"text":1563,"spans":1564,"direction":55},"How to navigate delayed transposition: What your obligations are, and aren't, in countries where national law hasn't yet followed, and the reputational risk of waiting.",[1565],{"start":34,"end":1566,"type":44},39,{"type":509,"text":1568,"spans":1569,"direction":55},"What Article 7 looks like in practice: How the right to information is landing in markets where it's already enforceable, what requests are revealing about pay gap readiness, and how to respond with confidence. ",[1570],{"start":34,"end":1380,"type":44},{"type":509,"text":1572,"spans":1573,"direction":55},"Common approaches and gaps: What organizations across Europe are getting right, where the gaps keep appearing, and what good preparation looks like.",[1574],{"start":34,"end":1575,"type":44},27,{},[1578],{"type":483,"text":1579,"spans":1580,"direction":55},"Fill out the form to access the recording.",[],"e41bde2e-7a00-4ea4-a470-d2317da4803b","content_and_form$d574f09e-19f2-4cb2-9bdc-5caaec2f3e1d",{"variation":419,"version":420,"items":1584,"primary":1585,"id":1607,"slice_type":1608,"slice_label":5},[],{"background_color":1586,"text":1587},"Coral",[1588,1592,1598,1601,1604],{"type":483,"text":1589,"spans":1590,"direction":55},"About our speakers",[1591],{"start":34,"end":1396,"type":44},{"type":1593,"text":1594,"spans":1595,"direction":55},"heading4","Hayley Bakker, Head of Customer Experience & Enablement, beqom",[1596],{"start":34,"end":1597,"type":44},62,{"type":39,"text":1599,"spans":1600,"direction":55},"Hayley is passionate about helping global organizations deliver equitable performance management and compensation processes to achieve pay equity. Through her role as Customer Journey and Digital Enablement Lead within beqom, she ensures HR leaders can deliver excellent employee experiences using beqom's software solutions. Hayley has an entrepreneurial background, having founded and exited two prior businesses, including an inclusive recruitment SaaS, and brings five-plus years of experience in HR solutions across product, engineering, and customer success. Prior to this, she worked in banking and consulting with a focus on operational excellence and digital transformation across Europe, Asia, and the Middle East.",[],{"type":1593,"text":1602,"spans":1603,"direction":55},"Lucye Provera, Fair Pay Leader, Europe and UK, Mercer",[],{"type":39,"text":1605,"spans":1606,"direction":55},"Lucye is Mercer's Fair Pay Leader for Europe and the UK, based in Milan. She has more than 20 years of international consulting experience working with clients across Mercer's career, pay equity, and transformation offerings, using data and analytics to design and implement business-centric solutions. She has worked with clients across North America, Latin America, Europe, the Middle East, and Asia. Lucye represents Mercer at internal and external conferences and webinars, sharing insights, market trends, and client case studies on pay equity and pay transparency topics.",[],"text_section$92c0136c-b93b-4be1-bea0-f8268c0404b6","text_section",{"variation":1610,"version":420,"items":1611,"primary":1612,"id":1626,"slice_type":1265,"slice_label":5},"newsletterField",[],{"section_id":5,"content":1613,"button_label":1620,"illustration":1621,"small_field_text":1624,"hubspot_form_id":1625},[1614,1617],{"type":425,"text":1615,"spans":1616,"direction":55},"Don't miss any of our new expert resources",[],{"type":39,"text":1618,"spans":1619,"direction":55},"Sign up to gain early access to our webinars and in-depth resources on pay equity and transparency, compensation, and performance management. Keep your finger on the pulse of the latest HR trends.",[],"Join our mailing list",{"dimensions":1622,"alt":1449,"copyright":5,"url":1450,"id":1451,"edit":1623},{"width":1259,"height":1259},{"x":34,"y":34,"zoom":35,"background":36},[],"34a62775-24e6-4d6a-b666-fa062a52f095","card_to_action$6f43d310-9150-4395-b0c1-6b61582c6d3c",{"variation":419,"version":420,"items":1628,"primary":1629,"id":1648,"slice_type":1280,"slice_label":5},[],{"section_id":5,"headline":1630,"description":1634,"select_product":1643,"filter_by_topic":1644,"content_type":704,"number_of_posts_to_fetch":1122},[1631],{"type":425,"text":1632,"spans":1633,"direction":55},"beqom's resource center: your essential HR knowledge hub",[],[1635],{"type":39,"text":1636,"spans":1637,"direction":55},"Explore our comprehensive collection of eGuides, expert blogs, infographics, and more. We share best practices to help you navigate the complexities of compensation, pay equity and transparency, and performance management.",[1638,1640],{"start":1401,"end":1639,"type":44},87,{"start":1641,"end":1642,"type":44},152,222,{"link_type":97},{"id":1343,"type":1344,"tags":1645,"lang":14,"slug":1346,"first_publication_date":1347,"last_publication_date":1348,"uid":1346,"data":1646,"link_type":97,"key":1647,"isBroken":99},[],{"title":1350,"plural_title":1350},"102d91b1-d68e-439f-9016-981f0666e52a","latest_posts$249ac7db-16ef-4e36-b394-6bb08a7e0eb5",{"variation":419,"version":420,"items":1650,"primary":1651,"id":1668,"slice_type":1265,"slice_label":5},[],{"section_id":5,"content":1652,"button_label":1253,"button_link":1662,"illustration":1665},[1653,1656,1659],{"type":425,"text":1654,"spans":1655,"direction":55},"Be our next success story",[],{"type":39,"text":1657,"spans":1658,"direction":55},"For over a decade, we’ve partnered with some of the world’s leading organizations to tackle their unique pay equity, compensation, and performance challenges. We understand that every business has distinct needs, not a generic approach.",[],{"type":39,"text":1660,"spans":1661,"direction":55},"Connect with a beqom expert to arrange a personalized demo that addresses your goals directly.",[],{"id":89,"type":90,"tags":1663,"lang":14,"slug":92,"first_publication_date":93,"last_publication_date":94,"uid":95,"url":96,"link_type":97,"key":1664,"isBroken":99},[],"0bdd46e6-e104-476c-b1a3-c83428bc02fd",{"dimensions":1666,"alt":1260,"copyright":5,"url":1261,"id":1262,"edit":1667},{"width":1259,"height":1259},{"x":34,"y":34,"zoom":35,"background":36},"card_to_action$9ec39be8-4d72-4909-9cdc-a9b231fc1d5b",{"variation":419,"version":420,"items":1670,"primary":1671,"id":1686,"slice_type":1280,"slice_label":5},[],{"section_id":5,"headline":1672,"description":1676,"select_product":1680,"filter_by_topic":1681,"content_type":1294,"number_of_posts_to_fetch":1685},[1673],{"type":425,"text":1674,"spans":1675,"direction":55},"Some of our latest blog articles",[],[1677],{"type":39,"text":1678,"spans":1679,"direction":55},"Broaden your understanding with our curated selection of recent articles on compensation, pay equity and transparency, performance management, and more. Explore best practices, gain insights from industry thought leaders, and stay up-to-date with the latest HR trends to help drive success in your field.",[],{"link_type":97},{"id":1516,"type":1344,"tags":1682,"lang":14,"slug":1518,"first_publication_date":1519,"last_publication_date":1519,"uid":1518,"data":1683,"link_type":97,"key":1684,"isBroken":99},[],{"title":1521,"plural_title":1521},"968f2c13-3e33-4033-8383-2e902aba3d83","4","latest_posts$f261772d-c6fe-47fd-a776-e699426f4a75","On-demand Webinar: the EU Directive, From Policy to Practice","Watch beqom and Mercer unpack what's changed since the EU Pay Transparency Directive deadline passed, with answers to the questions HR teams are asking.",{"dimensions":1690,"alt":1503,"copyright":5,"url":1691,"id":1505,"edit":1692},{"width":28,"height":29},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FqU3HYGbuoDNqaAo4_beqom-webinar-frompolicytopractice-hayley-lucye_prismic-banner.jpg?auto=format,compress&rect=0,0,9600,5040&w=2400&h=1260",{"x":34,"y":34,"zoom":35,"background":36},"From Policy to Practice: What's Next for EU Pay Transparency","beqom and Mercer break down what's really happening since the EU Pay Transparency Directive deadline passed, and what employers should do now.","EU Pay Transparency: From Policy to Practice","beqom and Mercer unpack what's changed since the EU Pay Transparency Directive deadline passed. Watch the on-demand session.",{"id":1698,"uid":1699,"url":1700,"type":704,"href":1701,"tags":1702,"first_publication_date":1703,"last_publication_date":1703,"slugs":1704,"linked_documents":1706,"lang":14,"alternate_languages":1707,"data":1714},"ajPIyRcAAC8ADppH","spreadsheets-to-strategy-on-demand-webinar","\u002Fresources\u002Fundefined\u002Fspreadsheets-to-strategy-on-demand-webinar","https:\u002F\u002Fbeqom-com.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=aobhkhIAACgAyj7t&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22ajPIyRcAAC8ADppH%22%29+%5D%5D",[],"2026-06-19T18:10:20+0000",[1705],"every-compensation-leader-knows-the-pain-that-spreadsheets-can-cause.",[],[1708,1710,1712],{"id":1709,"type":704,"lang":18,"uid":1699},"akP57hEAACkA4R42",{"id":1711,"type":704,"lang":24,"uid":1699},"akP52REAAC0A4R4U",{"id":1713,"type":704,"lang":21,"uid":1699},"akP5vxEAACsA4R31",{"title":1715,"resource_category":1716,"this_is_a_hidden_resource":99,"custom_link":1719,"excerpt":1720,"publication_date":1724,"featured_image":1725,"topics":1735,"type":1753,"button_label":5,"slices":1756,"meta_title":1887,"meta_description":1888,"meta_image":1889,"seo_index":57,"seo_follow":57,"og_title":1893,"og_description":1894,"twitter_title":1895,"twitter_description":1896},"From Spreadsheets to Strategy: Front-Line Secrets to Implementing a Comp Solution, With beqom & T. Rowe Price",{"id":1318,"type":1319,"tags":1717,"lang":14,"slug":1321,"first_publication_date":1322,"last_publication_date":1322,"uid":1321,"link_type":97,"key":1718,"isBroken":99},[],"79258373-a626-4ff3-ae30-937d46e39809",{"link_type":115},[1721],{"type":39,"text":1722,"spans":1723,"direction":55},"When you scale past spreadsheets, the biggest hurdle isn't the technology—it's the transition. Join comp experts from beqom and T. Rowe Price for a front-line look at how to move from chaotic manual tracking to a unified, strategic comp solution. Learn the exact blueprints for optimization, user acceptance testing, and change management that turn power users into platform advocates.",[],"2026-06-19T09:00:00+0000",{"dimensions":1726,"alt":1727,"copyright":5,"url":1728,"id":1729,"edit":1730,"preview":1731},{"width":353,"height":354},"Image of Jane Anderson and Cristina Flores.","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002Fah1uTQeQX7-eWe9V_beqom_webinar-intentional-ai_main-graphic.jpg?auto=format,compress&rect=84,0,2232,1260&w=1240&h=700","ah1uTQeQX7-eWe9V",{"x":359,"y":34,"zoom":35,"background":36},{"dimensions":1732,"alt":1727,"copyright":5,"url":1733,"id":1729,"edit":1734},{"width":362,"height":363},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002Fah1uTQeQX7-eWe9V_beqom_webinar-intentional-ai_main-graphic.jpg?auto=format,compress&rect=81,0,2239,1260&w=828&h=466",{"x":366,"y":34,"zoom":35,"background":36},[1736,1744],{"topic":1737},{"id":1738,"type":1344,"tags":1739,"lang":14,"slug":124,"first_publication_date":1740,"last_publication_date":1741,"uid":124,"data":1742,"link_type":97,"key":1743,"isBroken":99},"ZiYjZRAAANCqVj0k",[],"2024-04-22T08:44:23+0000","2025-12-16T18:55:58+0000",{"title":116},"02cb9b4a-48fc-4230-adec-985ed9dfdce7",{"topic":1745},{"id":1746,"type":1344,"tags":1747,"lang":14,"slug":1748,"first_publication_date":1749,"last_publication_date":1749,"uid":1748,"data":1750,"link_type":97,"key":1752,"isBroken":99},"Z9gp0BIAACAAwN5w",[],"hr-transformation","2025-03-17T13:55:33+0000",{"title":1751},"HR Transformation","6a6c4fb3-be64-4778-acad-40ac711264f0",{"id":1529,"type":1354,"tags":1754,"lang":14,"slug":1531,"first_publication_date":1532,"last_publication_date":1533,"uid":1531,"data":1755,"link_type":97,"key":1536,"isBroken":99},[],{"title":1535},[1757,1797,1823,1835,1859,1874],{"variation":419,"version":420,"items":1758,"primary":1759,"id":1582,"slice_type":1429,"slice_label":5},[],{"section_id":5,"image_above_content":1760,"content":1761,"image_below_content":1793,"content_above_form":1794,"form_id":1581},{},[1762,1765,1768,1773,1776,1780,1784,1789],{"type":1422,"text":1763,"spans":1764,"direction":55},"Every compensation leader knows the pain that spreadsheets can cause.",[],{"type":39,"text":1766,"spans":1767,"direction":55},"They’re inefficient, introduce data security risks, and force your comp team to act as data chasers rather than strategic partners. But jumping straight into a new tool without a clear blueprint is where many digital transformations can stall.",[],{"type":39,"text":1769,"spans":1770,"direction":55},"Cristina Flores (T. Rowe Price) and Jane Anderson (beqom) offer an exclusive, front-line look at how T. Rowe Price successfully modernized their compensation architecture. They share the exact frameworks, governance structures, and change management tactics they used to eliminate manual risk and elevate comp to a strategic business driver.",[1771],{"start":34,"end":1772,"type":44},172,{"type":483,"text":1553,"spans":1774,"direction":55},[1775],{"start":34,"end":1556,"type":44},{"type":509,"text":1777,"spans":1778,"direction":55},"How to build a solid foundation: How to optimize and document your ideal future process from the get go, and the importance of ruthlessly prioritizing must-haves over edge cases.",[1779],{"start":34,"end":1411,"type":44},{"type":509,"text":1781,"spans":1782,"direction":55},"Navigating User Acceptance Testing (UAT): What it takes to kick the tires of a customizable system, how to structure workstreams, and how to learn through testing. ",[1783],{"start":34,"end":1561,"type":44},{"type":509,"text":1785,"spans":1786,"direction":55},"Change management: What’s needed to support implementation and win over skeptics and spreadsheet loyalists. ",[1787],{"start":34,"end":1788,"type":44},19,{"type":509,"text":1790,"spans":1791,"direction":55},"How to measure success: Pre and post-launch KPIs that prove to your organization that the investment was worth it.",[1792],{"start":34,"end":1300,"type":44},{},[1795],{"type":483,"text":1579,"spans":1796,"direction":55},[],{"variation":419,"version":420,"items":1798,"primary":1799,"id":1607,"slice_type":1608,"slice_label":5},[],{"background_color":1586,"text":1800},[1801,1804,1808,1813,1818],{"type":483,"text":1589,"spans":1802,"direction":55},[1803],{"start":34,"end":1396,"type":44},{"type":1593,"text":1805,"spans":1806,"direction":55},"Jane Anderson, Head of Business Development - Financial Services, beqom",[1807],{"start":34,"end":1299,"type":44},{"type":39,"text":1809,"spans":1810,"direction":55},"Jane Anderson has over 20 years of experience in human resources, with a focus on professional and financial services. As a leader at beqom, she drives growth in the financial services sector, ensuring customers maximize value from the platform. Previously at Morgan Stanley, she held several compensation and analytics roles, ultimately leading compensation operations and the implementation of beqom’s total compensation management platform. Jane has extensive experience managing HR technology, customer success, and large-scale change management projects.",[1811],{"start":441,"end":1812,"type":44},117,{"type":1593,"text":1814,"spans":1815,"direction":55},"Cristina Flores, Director, Global Compensation, T. Rowe Price",[1816],{"start":34,"end":1817,"type":44},61,{"type":39,"text":1819,"spans":1820,"direction":55},"Cristina Flores is Head of Total Rewards at T. Rowe Price, where she leads the firm’s global benefits and compensation teams. She brings more than 30 years of experience with the organization across human resources, compensation, and business leadership roles. Most recently, Cristina led the global compensation team, overseeing the development and management of the firm’s compensation programs and policies and advising HR partners and business leaders on compensation strategy and solutions. Earlier in her career, she held a range of HR business partner roles supporting corporate and distribution business lines, and began her T. Rowe Price career in the firm’s direct-to-consumer and retirement businesses.",[1821],{"start":1788,"end":1822,"type":44},57,{"variation":1610,"version":420,"items":1824,"primary":1825,"id":1626,"slice_type":1265,"slice_label":5},[],{"section_id":5,"content":1826,"button_label":1620,"illustration":1831,"small_field_text":1834,"hubspot_form_id":1625},[1827,1829],{"type":425,"text":1615,"spans":1828,"direction":55},[],{"type":39,"text":1618,"spans":1830,"direction":55},[],{"dimensions":1832,"alt":1449,"copyright":5,"url":1450,"id":1451,"edit":1833},{"width":1259,"height":1259},{"x":34,"y":34,"zoom":35,"background":36},[],{"variation":419,"version":420,"items":1836,"primary":1837,"id":1648,"slice_type":1280,"slice_label":5},[],{"section_id":5,"headline":1838,"description":1841,"select_product":1846,"filter_by_topic":1847,"content_type":704,"number_of_posts_to_fetch":1122},[1839],{"type":425,"text":1632,"spans":1840,"direction":55},[],[1842],{"type":39,"text":1636,"spans":1843,"direction":55},[1844,1845],{"start":1401,"end":1639,"type":44},{"start":1641,"end":1642,"type":44},{"link_type":97},{"id":1848,"type":1344,"tags":1849,"lang":14,"slug":1850,"first_publication_date":1851,"last_publication_date":1851,"uid":1850,"data":1852,"link_type":97,"key":1647,"isBroken":99},"aTAvZxIAACQA4Ycz",[],"ai","2025-12-03T12:40:27+0000",{"title":1853,"plural_title":1853,"description_text_for_rs_coll_page":1854,"icon_code":1858},"AI",[1855],{"type":39,"text":1856,"spans":1857,"direction":55},"Articles and blogs on the topic of Artificial Intelligence.",[],"ph:lightning",{"variation":419,"version":420,"items":1860,"primary":1861,"id":1668,"slice_type":1265,"slice_label":5},[],{"section_id":5,"content":1862,"button_label":1253,"button_link":1869,"illustration":1871},[1863,1865,1867],{"type":425,"text":1654,"spans":1864,"direction":55},[],{"type":39,"text":1657,"spans":1866,"direction":55},[],{"type":39,"text":1660,"spans":1868,"direction":55},[],{"id":89,"type":90,"tags":1870,"lang":14,"slug":92,"first_publication_date":93,"last_publication_date":94,"uid":95,"url":96,"link_type":97,"key":1664,"isBroken":99},[],{"dimensions":1872,"alt":1260,"copyright":5,"url":1261,"id":1262,"edit":1873},{"width":1259,"height":1259},{"x":34,"y":34,"zoom":35,"background":36},{"variation":419,"version":420,"items":1875,"primary":1876,"id":1686,"slice_type":1280,"slice_label":5},[],{"section_id":5,"headline":1877,"description":1880,"select_product":1883,"filter_by_topic":1884,"content_type":1294,"number_of_posts_to_fetch":1685},[1878],{"type":425,"text":1674,"spans":1879,"direction":55},[],[1881],{"type":39,"text":1678,"spans":1882,"direction":55},[],{"link_type":97},{"id":1738,"type":1344,"tags":1885,"lang":14,"slug":124,"first_publication_date":1740,"last_publication_date":1741,"uid":124,"data":1886,"link_type":97,"key":1684,"isBroken":99},[],{"title":116},"On-Demand Webinar: From Spreadsheets to Strategy","Don't let spreadsheets add risk to your comp process. beqom and T. 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Recording out now.","3f9f504","All Rights Reserved",{"page":35,"results_per_page":1900,"results_size":1900,"total_results_size":1901,"total_pages":1391,"next_page":1902,"prev_page":5,"results":1903,"version":1897,"license":1898},6,174,"https:\u002F\u002Fbeqom-com.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=aobhkhIAACgAyj7t&q=%5B%5Bnot%28my.blog_article.uid%2C+%22jti-success-story%22%29%5D%5D&q=%5B%5Bat%28document.type%2C+%22blog_article%22%29%5D%5D&orderings=%5Bmy.blog_article.date_to_order_by+desc%5D&page=2&pageSize=6&lang=en-us",[1904,2977,3286,3566,4054,4547],{"id":1905,"uid":1906,"url":1907,"type":1294,"href":1908,"tags":1909,"first_publication_date":1910,"last_publication_date":1911,"slugs":1912,"linked_documents":1914,"lang":14,"alternate_languages":1915,"data":1922},"Z0mspRAAAOgsK5gH","eu-pay-transparency-directive-transposition-by-country","\u002Fblog\u002Feu-pay-transparency-directive-transposition-by-country","https:\u002F\u002Fbeqom-com.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=aobhkhIAACgAyj7t&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22Z0mspRAAAOgsK5gH%22%29+%5D%5D",[],"2024-12-11T14:30:19+0000","2026-08-17T08:07:54+0000",[1913],"the-journey-to-full-directive-implementation",[],[1916,1918,1920],{"id":1917,"type":1294,"lang":21,"uid":1906},"aH7A3REAACMAxWjG",{"id":1919,"type":1294,"lang":18,"uid":1906},"anmj2RIAACoAtKXv",{"id":1921,"type":1294,"lang":24,"uid":1906},"abyGFRQAACgAzUNq",{"title":1923,"excerpt":1924,"written_by":1928,"reviewed_by":1965,"publication_date":1966,"date_to_order_by":1967,"last_modified_date":1967,"last_modified_date_description":1968,"time_to_read":1900,"blog_post_gating":1969,"button_label":1970,"featured_image":1971,"products":1981,"topics":1995,"slices":2010,"meta_title":2967,"meta_description":2968,"meta_image":2969,"seo_index":57,"seo_follow":57,"og_title":2973,"og_description":2974,"twitter_title":2975,"twitter_description":2976,"do_not_display_in_list_of_blogs":99},"EU Pay Transparency Directive Transposition Activity by Nation",[1925],{"type":39,"text":1926,"spans":1927,"direction":55},"2026 is not that far away, and EU member states are working to transpose the EU Pay Transparency Directive into national law. We’ve created this page to keep track of each member state’s progress.",[],{"id":1929,"type":1930,"tags":1931,"lang":14,"slug":1932,"first_publication_date":1933,"last_publication_date":1934,"uid":1932,"url":1935,"data":1936,"link_type":97,"key":1964,"isBroken":99},"Zh_1MBAAABAHOw_X","author",[],"gudrun-thorgeirsdottir","2024-04-17T16:13:39+0000","2025-12-04T11:47:33+0000","\u002Fauthors\u002Fgudrun-thorgeirsdottir",{"name":1937,"author_photo":1938,"job_title":1946,"company_name":1947,"company_url":1948,"is_a_former_beqom_employee":99,"author_information":1952,"areas_of_expertise":1958,"resides_in":1962,"education":1963},"Gudrun Thorgeirsdottir",{"dimensions":1939,"alt":1942,"copyright":5,"url":1943,"id":1944,"edit":1945},{"width":1940,"height":1941},955,1337,"A photo of Gudrun Þorgeirsdottir","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FZiwMpt3JpQ5PTN2M_ETPhoto_Gudrun.jpg?auto=format,compress","ZiwMpt3JpQ5PTN2M",{"x":34,"y":34,"zoom":35,"background":36},"Chief Business Development Officer","beqom",{"link_type":49,"key":1949,"url":1950,"target":1951},"6822f05d-ec83-495c-8050-1819627ed217","https:\u002F\u002Fwww.beqom.com\u002F","_blank",[1953],{"type":39,"text":1954,"spans":1955,"direction":55},"Gudrun Thorgeirsdottir is passionate about helping global organizations achieve fair pay, with years of experience guiding the implementation of efficient data-driven SaaS solutions to drive pay equity and ensure compliance with global regulations. Prior to co-founding PayAnalytics by beqom, she has held leadership roles as Chief Financial Officer and Chief Risk Officer. Gudrun also brings extensive board experience, having served on multiple boards in the insurance, banking, retail, and financial sectors.",[1956],{"start":34,"end":1957,"type":44},22,[1959],{"type":39,"text":1960,"spans":1961,"direction":55},"Pay Equity, Financial Services Industry, Insurance Industry, Retail Industry, Human Resources Systems, Compensation Management Systems, Financial Reporting Systems",[],"Reykjavik, Iceland","MBA, HEC Paris; B.Sc., Industrial Engineering University of Iceland","6a553e09-8d85-4e5c-8bf6-d8ed38dc7162",{"link_type":97},"2024-12-11T14:34:00+0000","2026-08-14",[],"Ungated","Check where your country stands",{"dimensions":1972,"alt":1973,"copyright":5,"url":1974,"id":1975,"edit":1976,"preview":1977},{"width":353,"height":354},"Graphic with map of European Union","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FZ025c5bqstJ978wA_beqom_TranspositionMap_PrismicBanner.jpg?auto=format,compress&rect=84,0,2232,1260&w=1240&h=700","Z025c5bqstJ978wA",{"x":359,"y":34,"zoom":35,"background":36},{"dimensions":1978,"alt":1973,"copyright":5,"url":1979,"id":1975,"edit":1980},{"width":362,"height":363},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FZ025c5bqstJ978wA_beqom_TranspositionMap_PrismicBanner.jpg?auto=format,compress&rect=81,0,2239,1260&w=828&h=466",{"x":366,"y":34,"zoom":35,"background":36},[1982],{"product":1983},{"id":130,"type":119,"tags":1984,"lang":14,"slug":132,"first_publication_date":133,"last_publication_date":134,"uid":135,"url":136,"data":1985,"link_type":97,"key":1994,"isBroken":99},[],{"title":128,"icon":1986,"preview_image":1989,"meta_title":1992,"meta_description":1993},{"dimensions":1987,"alt":376,"copyright":5,"url":377,"id":378,"edit":1988},{"width":374,"height":375},{"x":34,"y":34,"zoom":35,"background":36},{"dimensions":1990,"alt":384,"copyright":5,"url":385,"id":386,"edit":1991},{"width":382,"height":383},{"x":34,"y":34,"zoom":35,"background":36},"Pay Equity & Transparency Software | beqom PaySuite","beqom's PaySuite unifies pay equity analysis, remediation, and EU Pay Transparency Directive compliance in one platform for fair pay decisions.","4747ae59-4e5d-4058-9ee4-cbf211b14829",[1996,2005],{"topic":1997},{"id":1998,"type":1344,"tags":1999,"lang":14,"slug":2000,"first_publication_date":2001,"last_publication_date":2001,"uid":2000,"data":2002,"link_type":97,"key":2004,"isBroken":99},"Z9gptBIAACEAwN4-",[],"hr-compliance","2025-03-17T13:55:05+0000",{"title":2003},"HR Compliance","88d20373-1de2-412c-abd1-1ddfd56090e9",{"topic":2006},{"id":1343,"type":1344,"tags":2007,"lang":14,"slug":1346,"first_publication_date":1347,"last_publication_date":1348,"uid":1346,"data":2008,"link_type":97,"key":2009,"isBroken":99},[],{"title":1350,"plural_title":1350},"7b1a281a-8745-47d5-be39-ab39e0543f3a",[2011,2029,2054,2066,2823,2841,2892,2900,2921,2950],{"variation":419,"version":420,"items":2012,"primary":2013,"id":2028,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":2014,"text_size":434,"background_color":435},[2015,2018,2025],{"type":425,"text":2016,"spans":2017,"direction":55},"The journey to full Directive implementation",[],{"type":39,"text":2019,"spans":2020,"direction":55},"When it comes to the EU Pay Transparency Directive, we find ourselves between two milestones. It became EU law in 2023, but EU member states have until 2026 to transpose the Directive into local law.",[2021],{"start":1556,"end":2022,"type":47,"data":2023},50,{"link_type":49,"url":2024,"target":1951},"https:\u002F\u002Fwww.beqom.com\u002Fblog\u002Fthe-time-to-prepare-is-now-eu-pay-transparency-directive",{"type":39,"text":2026,"spans":2027,"direction":55},"As expected, different jurisdictions are at different places in the transposition process. In addition, they are all starting from different points: some nations already have existing pay equity and\u002For pay transparency laws in place, while others may only have broad anti-discrimination legislation.",[],"article_text$34385aee-3a3c-46e9-b910-417dbe2c5fd9",{"variation":419,"version":420,"items":2030,"primary":2031,"id":2052,"slice_type":2053,"slice_label":5},[],{"section_id":5,"image":2032,"content":2036,"link_url":2048,"link_label":2051,"background_color":1121},{"dimensions":2033,"alt":1332,"copyright":5,"url":2034,"id":1334,"edit":2035},{"width":28,"height":29},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002Fd_0rU4qMjKNq3Mqb_beqom_euptd-checklist_eguide_prismic-banner-v2.jpg?auto=format,compress",{"x":34,"y":34,"zoom":35,"background":36},[2037,2040],{"type":483,"text":2038,"spans":2039,"direction":55},"Do you have your 2026 EU Directive compliance plan ready?",[],{"type":39,"text":2041,"spans":2042,"direction":55},"We’ve put together a 6-Step Readiness Checklist that breaks down the Directive's requirements into action items to help you ensure every strategic step is covered before the deadline.",[2043,2045],{"start":2044,"end":1575,"type":44},20,{"start":2046,"end":2047,"type":44},28,47,{"id":716,"type":704,"tags":2049,"lang":14,"slug":718,"first_publication_date":719,"last_publication_date":720,"uid":721,"url":722,"link_type":97,"key":2050,"isBroken":99},[],"52b6093a-9a13-42fb-a71f-aa6fc1063560","Download the free checklist","article_image_and_text$c52e3484-1dbf-4a13-9808-1fe8011c13c5","article_image_and_text",{"variation":419,"version":420,"items":2055,"primary":2056,"id":2065,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":2057,"text_size":2063,"background_color":2064},[2058],{"type":39,"text":2059,"spans":2060,"direction":55},"We’ve created this page to keep track of transposition activity at the jurisdiction level. We’ll keep it updated regularly as the EU member states continue on their journeys towards full legal implementation of the Directive.",[2061],{"start":1575,"end":2062,"type":44},63,"Large","Green","article_text$c3e7e704-b1b6-4bba-b185-32c704710f92",{"variation":419,"version":420,"items":2067,"primary":2068,"id":2821,"slice_type":2822,"slice_label":5},[],{"introduction_text":2069,"heading_map_legend":2073,"country_list":2074},[2070],{"type":425,"text":2071,"spans":2072,"direction":55},"EU Pay Transparency Directive transposition activity by member state",[],"Transposition Stage",[2075,2095,2163,2178,2190,2209,2234,2263,2285,2312,2345,2367,2387,2399,2442,2492,2511,2539,2551,2589,2645,2669,2690,2712,2738,2750,2768],{"euptd_page":2076,"country_code":2077,"stage":2078,"member_state":2079,"status":2080,"draft_legislation":2089,"final_legislation":2089,"effective_date":2090,"resources":2094},{"link_type":97},"at","Low or no activity","Austria",[2081],{"type":39,"text":2082,"spans":2083,"direction":55},"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.",[2084],{"start":2085,"end":2086,"type":47,"data":2087},108,127,{"link_type":49,"url":2088,"target":1951},"https:\u002F\u002Fwww.bundeskanzleramt.gv.at\u002Fen\u002Fagenda\u002Fwomen-and-equality\u002Fgender_equality_in_the_labour_market\u002Fpay_transparency.html","No",[2091],{"type":39,"text":2092,"spans":2093,"direction":55},"TBC",[],[],{"euptd_page":2096,"country_code":2097,"stage":2098,"member_state":2099,"status":2100,"draft_legislation":2142,"final_legislation":2142,"effective_date":2143,"resources":2147},{"link_type":97},"be","Full or partial transposition","Belgium",[2101,2106,2109,2112,2115,2125,2129,2132,2136,2139],{"type":39,"text":2102,"spans":2103,"direction":55},"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:",[2104],{"start":2105,"end":43,"type":44},85,{"type":509,"text":2107,"spans":2108,"direction":55},"Avoid \"gold-plating\": Not create new legislation that goes beyond the strict requirements of the EU Directive.",[],{"type":509,"text":2110,"spans":2111,"direction":55},"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":509,"text":2113,"spans":2114,"direction":55},"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":39,"text":2116,"spans":2117,"direction":55},"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.",[2118,2119,2122],{"start":478,"end":1396,"type":44},{"start":2120,"end":2121,"type":44},147,168,{"start":2123,"end":2124,"type":44},169,188,{"type":39,"text":2126,"spans":2127,"direction":55},"French Community of Belgium",[2128],{"start":34,"end":1575,"type":44},{"type":39,"text":2130,"spans":2131,"direction":55},"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":39,"text":2133,"spans":2134,"direction":55},"Flanders",[2135],{"start":34,"end":499,"type":44},{"type":39,"text":2137,"spans":2138,"direction":55},"In late 2025, the Flemish government published a draft decree partially transposing the Directive for the public sector.",[],{"type":39,"text":2140,"spans":2141,"direction":55},"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",[2144],{"type":39,"text":2145,"spans":2146,"direction":55},"January 2027",[],[2148,2156],{"type":39,"text":2149,"spans":2150,"direction":55},"We go into Belgium's transposition activity in more depth in this article, including updates on the French Community.",[2151],{"start":2152,"end":2153,"type":47,"data":2154},11,73,{"link_type":49,"url":2155,"target":1951},"https:\u002F\u002Fwww.beqom.com\u002Fblog\u002Fbelgium-pay-equity-laws-eu-pay-transparency-directive",{"type":39,"text":2157,"spans":2158,"direction":55},"For updates on the Flemish Region, see this article.",[2159],{"start":1566,"end":2160,"type":47,"data":2161},51,{"link_type":49,"url":2162,"target":1951},"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Feu-pay-transparency-flanders-takes-partial-action-beqom-emyje\u002F?trackingId=ZwoFAgFjRIiL7i%2F1wl7Atw%3D%3D",{"euptd_page":2164,"country_code":2165,"stage":2166,"member_state":2167,"status":2168,"draft_legislation":2172,"final_legislation":2089,"effective_date":2173,"resources":2177},{"link_type":97},"bg","On track","Bulgaria",[2169],{"type":39,"text":2170,"spans":2171,"direction":55},"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",[2174],{"type":39,"text":2175,"spans":2176,"direction":55},"June 7th, 2026",[],[],{"euptd_page":2179,"country_code":2180,"stage":2078,"member_state":2181,"status":2182,"draft_legislation":2089,"final_legislation":2089,"effective_date":2186,"resources":2189},{"link_type":97},"hr","Croatia",[2183],{"type":39,"text":2184,"spans":2185,"direction":55},"As of our most recent update, there is no known transposition activity in Croatia.",[],[2187],{"type":39,"text":2092,"spans":2188,"direction":55},[],[],{"euptd_page":2191,"country_code":2192,"stage":2166,"member_state":2193,"status":2194,"draft_legislation":2172,"final_legislation":2089,"effective_date":2198,"resources":2202},{"link_type":97},"cy","Cyprus",[2195],{"type":39,"text":2196,"spans":2197,"direction":55},"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",[],[2199],{"type":39,"text":2200,"spans":2201,"direction":55},"June 1st, 2026",[],[2203],{"type":39,"text":2204,"spans":2205,"direction":55},"Read all the details of Cyprus' transposition draft in our article.",[2206],{"start":1300,"end":2160,"type":47,"data":2207},{"link_type":49,"url":2208,"target":1951},"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Fpay-transparency-legislation-cyprus-beqom-ub1ue\u002F?trackingId=2c3XCPmxQ7Sd9i2R%2F%2BP7PQ%3D%3D",{"euptd_page":2210,"country_code":2211,"stage":2212,"member_state":2213,"status":2214,"draft_legislation":2172,"final_legislation":2089,"effective_date":2221,"resources":2225},{"link_type":97},"cz","Delays announced","Czech Republic",[2215],{"type":39,"text":2216,"spans":2217,"direction":55},"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.",[2218],{"start":2219,"end":2220,"type":44},348,365,[2222],{"type":39,"text":2223,"spans":2224,"direction":55},"January 1st, 2027",[],[2226],{"type":39,"text":2227,"spans":2228,"direction":55},"More details on Czech Republic's pay transparency legislation changes.",[2229],{"start":2230,"end":2231,"type":47,"data":2232},16,69,{"link_type":49,"url":2233,"target":1951},"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Fczechia-unveils-eu-pay-transparency-draft-joins-delays-trend-beqom-nhujf\u002F?trackingId=gRFE35E1RiKzTAdGIYIX5Q%3D%3D",{"euptd_page":2235,"country_code":2236,"stage":2212,"member_state":2237,"status":2238,"draft_legislation":2172,"final_legislation":2089,"effective_date":2251,"resources":2254},{"link_type":97},"dk","Denmark",[2239,2242,2245,2248],{"type":39,"text":2240,"spans":2241,"direction":55},"Denmark published its draft proposal in February 2026.",[],{"type":39,"text":2243,"spans":2244,"direction":55},"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":39,"text":2246,"spans":2247,"direction":55},"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":39,"text":2249,"spans":2250,"direction":55},"The country also has current legislation in effect, requiring employers with 35 or more employees to provide employees with a pay report.",[],[2252],{"type":39,"text":2145,"spans":2253,"direction":55},[],[2255],{"type":39,"text":2256,"spans":2257,"direction":55},"We go into more detail in this article about Denmark's proposed implementation of the EU Pay Transparency Directive.",[2258],{"start":2259,"end":2260,"type":47,"data":2261},45,115,{"link_type":49,"url":2262,"target":1951},"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Fdenmarks-eu-directive-draft-other-compliance-updates-beqom-ifrof\u002F?trackingId=447RUHGnieRUi%2B9HuKQjFA%3D%3D",{"euptd_page":2264,"country_code":2265,"stage":2098,"member_state":2266,"status":2267,"draft_legislation":2142,"final_legislation":2142,"effective_date":2280,"resources":2284},{"link_type":97},"ee","Estonia",[2268,2271,2274,2277],{"type":39,"text":2269,"spans":2270,"direction":55},"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":39,"text":2272,"spans":2273,"direction":55},"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":39,"text":2275,"spans":2276,"direction":55},"The country has asked for a two-year delay to implement the Directive's reporting requirements.",[],{"type":39,"text":2278,"spans":2279,"direction":55},"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.",[],[2281],{"type":39,"text":2282,"spans":2283,"direction":55},"July 13th, 2026",[],[],{"euptd_page":2286,"country_code":2287,"stage":2212,"member_state":2288,"status":2289,"draft_legislation":2172,"final_legislation":2089,"effective_date":2302,"resources":2305},{"link_type":97},"fi","Finland",[2290,2293,2299],{"type":39,"text":2291,"spans":2292,"direction":55},"In May 2026, Finland's Ministry of Social Affairs and Health updated the project schedule for the legislation that will transpose the Directive.",[],{"type":39,"text":2294,"spans":2295,"direction":55},"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.",[2296],{"start":2297,"end":2298,"type":44},195,212,{"type":39,"text":2300,"spans":2301,"direction":55},"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.",[],[2303],{"type":39,"text":2223,"spans":2304,"direction":55},[],[2306],{"type":39,"text":2307,"spans":2308,"direction":55},"See our full article for a few nuances of the draft legislation.",[2309],{"start":499,"end":2044,"type":47,"data":2310},{"link_type":49,"url":2311,"target":1951},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Ffinland-transposes-eu-pay-transparency-directive",{"euptd_page":2313,"country_code":2314,"stage":2212,"member_state":2315,"status":2316,"draft_legislation":2172,"final_legislation":2089,"effective_date":2334,"resources":2337},{"link_type":97},"fr","France",[2317,2320,2325,2328],{"type":39,"text":2318,"spans":2319,"direction":55},"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":39,"text":2321,"spans":2322,"direction":55},"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.",[2323],{"start":1566,"end":2324,"type":44},133,{"type":39,"text":2326,"spans":2327,"direction":55},"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":39,"text":2329,"spans":2330,"direction":55},"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.",[2331],{"start":2332,"end":2333,"type":44},257,274,[2335],{"type":39,"text":2223,"spans":2336,"direction":55},[],[2338],{"type":39,"text":2339,"spans":2340,"direction":55},"For more detail on the current pay equity reporting requirements in France, see our local requirements page.",[2341],{"start":359,"end":2342,"type":47,"data":2343},107,{"link_type":49,"url":2344,"target":1951},"https:\u002F\u002Fwww.beqom.com\u002Fresources\u002Flocal-requirements\u002Ffrance",{"euptd_page":2346,"country_code":2347,"stage":2212,"member_state":2348,"status":2349,"draft_legislation":2089,"final_legislation":2089,"effective_date":2356,"resources":2359},{"link_type":97},"de","Germany",[2350,2353],{"type":39,"text":2351,"spans":2352,"direction":55},"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":39,"text":2354,"spans":2355,"direction":55},"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.",[],[2357],{"type":39,"text":2092,"spans":2358,"direction":55},[],[2360],{"type":39,"text":2361,"spans":2362,"direction":55},"For more information, check out our article on Germany's pay transparency and pay equity law and reporting.",[2363],{"start":1406,"end":2364,"type":47,"data":2365},43,{"link_type":49,"url":2366,"target":51},"https:\u002F\u002Fwww.beqom.com\u002Fblog\u002Fgermany-pay-equity-transparency-laws",{"euptd_page":2368,"country_code":2369,"stage":2098,"member_state":2370,"status":2371,"draft_legislation":2172,"final_legislation":2172,"effective_date":2382,"resources":2386},{"link_type":97},"gr","Greece",[2372],{"type":39,"text":2373,"spans":2374,"direction":55},"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.",[2375,2377,2379],{"start":1406,"end":2376,"type":44},55,{"start":2378,"end":1812,"type":44},102,{"start":2380,"end":2381,"type":44},261,279,[2383],{"type":39,"text":2384,"spans":2385,"direction":55},"July 6th, 2026 (Articles 8-20 and 27 on November 1st, 2026)",[],[],{"euptd_page":2388,"country_code":2389,"stage":2078,"member_state":2390,"status":2391,"draft_legislation":2089,"final_legislation":2089,"effective_date":2395,"resources":2398},{"link_type":97},"hu","Hungary",[2392],{"type":39,"text":2393,"spans":2394,"direction":55},"As of our most recent update, there is no known transposition activity in Hungary.",[],[2396],{"type":39,"text":2092,"spans":2397,"direction":55},[],[],{"euptd_page":2400,"country_code":2401,"stage":2212,"member_state":2402,"status":2403,"draft_legislation":2142,"final_legislation":2089,"effective_date":2430,"resources":2433},{"link_type":97},"ie","Ireland",[2404,2411,2416,2419,2427],{"type":39,"text":2405,"spans":2406,"direction":55},"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.",[2407,2409],{"start":1298,"end":2408,"type":44},17,{"start":2410,"end":1772,"type":44},129,{"type":39,"text":2412,"spans":2413,"direction":55},"Previous transposition updates",[2414],{"start":34,"end":2415,"type":44},30,{"type":39,"text":2417,"spans":2418,"direction":55},"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":39,"text":2420,"spans":2421,"direction":55},"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. ",[2422],{"start":2423,"end":2424,"type":47,"data":2425},131,151,{"link_type":49,"url":2426,"target":1951},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Flocal-requirements\u002Fireland",{"type":39,"text":2428,"spans":2429,"direction":55},"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.",[],[2431],{"type":39,"text":2092,"spans":2432,"direction":55},[],[2434],{"type":39,"text":2435,"spans":2436,"direction":55},"For more information on Ireland's transposition activity, see our in-depth article.",[2437],{"start":2438,"end":2439,"type":47,"data":2440},66,82,{"link_type":49,"url":2441,"target":1951},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Fireland-eu-pay-transparency-directive-pay-gap-reporting",{"euptd_page":2443,"country_code":2462,"stage":2098,"member_state":2463,"status":2464,"draft_legislation":2172,"final_legislation":2172,"effective_date":2481,"resources":2485},{"id":2444,"type":2445,"tags":2446,"lang":14,"slug":2447,"first_publication_date":2448,"last_publication_date":2449,"uid":2450,"url":2451,"data":2452,"link_type":97,"key":2461,"isBroken":99},"ake91REAACwA53y5","euptd_page",[],"eu-pay-transparency-directive-legislation-in-italy-at-a-glance","2026-07-03T14:22:51+0000","2026-08-17T10:34:53+0000","italy","\u002Feuptd\u002Fitaly",{"meta_title":2453,"meta_description":2454,"meta_image":2455},"Italy: EU Pay Transparency Directive Tracker","Italy has fully transposed the EU Pay Transparency Directive through Legislative Decree No. 96\u002F2026—with some unique adaptations for the nation’s labor market.",{"dimensions":2456,"alt":2457,"copyright":5,"url":2458,"id":2459,"edit":2460},{"width":28,"height":29},"A map of Italy.","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FQfl2KDWhCYQs5ypX_15_Italy_2400x1260.jpg?auto=format,compress&rect=0,0,2400,1260&w=2400&h=1260","Qfl2KDWhCYQs5ypX",{"x":34,"y":34,"zoom":35,"background":36},"8b817085-8bf2-462a-b86e-b3afff7cbd12","it","Italy",[2465,2471,2478],{"type":39,"text":2466,"spans":2467,"direction":55},"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.",[2468],{"start":2469,"end":2470,"type":44},44,67,{"type":39,"text":2472,"spans":2473,"direction":55},"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.",[2474],{"start":2153,"end":2475,"type":47,"data":2476},88,{"link_type":49,"url":2477,"target":1951},"https:\u002F\u002Fwww.gazzettaufficiale.it\u002Feli\u002Fid\u002F2024\u002F02\u002F24\u002F24G00027\u002FSG",{"type":39,"text":2479,"spans":2480,"direction":55},"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.",[],[2482],{"type":39,"text":2483,"spans":2484,"direction":55},"2026",[],[2486],{"type":39,"text":2487,"spans":2488,"direction":55},"See our article for more information about Italy’s established reporting requirements and the new legislation.",[2489],{"start":2364,"end":53,"type":47,"data":2490},{"link_type":49,"url":2491,"target":1951},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Fitaly-pay-gap-reporting-eu-pay-transparency-directive-transposition",{"euptd_page":2493,"country_code":2494,"stage":2166,"member_state":2495,"status":2496,"draft_legislation":2172,"final_legislation":2089,"effective_date":2500,"resources":2504},{"link_type":97},"lv","Latvia",[2497],{"type":39,"text":2498,"spans":2499,"direction":55},"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.",[],[2501],{"type":39,"text":2502,"spans":2503,"direction":55},"June 2026",[],[2505],{"type":39,"text":2506,"spans":2507,"direction":55},"For more information on Latvia's draft, read this article.",[2508],{"start":1401,"end":1822,"type":47,"data":2509},{"link_type":49,"url":2510,"target":1951},"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Feu-directive-baltic-divide-dutch-pivot-beqom-mge9f\u002F",{"euptd_page":2512,"country_code":2513,"stage":2098,"member_state":2514,"status":2515,"draft_legislation":2172,"final_legislation":2172,"effective_date":2528,"resources":2531},{"link_type":97},"lt","Lithuania",[2516,2519,2522,2525],{"type":39,"text":2517,"spans":2518,"direction":55},"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":39,"text":2520,"spans":2521,"direction":55},"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":39,"text":2523,"spans":2524,"direction":55},"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":39,"text":2526,"spans":2527,"direction":55},"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.",[],[2529],{"type":39,"text":2175,"spans":2530,"direction":55},[],[2532],{"type":39,"text":2533,"spans":2534,"direction":55},"See our full discussion of Lithuania’s draft legislation.",[2535],{"start":1566,"end":2536,"type":47,"data":2537},56,{"link_type":49,"url":2538,"target":1951},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Flithuania-eu-pay-transparency-directive-transposition-updates",{"euptd_page":2540,"country_code":2541,"stage":2078,"member_state":2542,"status":2543,"draft_legislation":2089,"final_legislation":2089,"effective_date":2547,"resources":2550},{"link_type":97},"lu","Luxembourg",[2544],{"type":39,"text":2545,"spans":2546,"direction":55},"As of our most recent update, there is no known transposition activity in Luxembourg.",[],[2548],{"type":39,"text":2092,"spans":2549,"direction":55},[],[],{"euptd_page":2552,"country_code":2553,"stage":2098,"member_state":2554,"status":2555,"draft_legislation":2172,"final_legislation":2172,"effective_date":2576,"resources":2580},{"link_type":97},"mt","Malta",[2556,2562,2567,2570,2573],{"type":39,"text":2557,"spans":2558,"direction":55},"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.",[2559],{"start":2560,"end":2123,"type":2561},113,"em",{"type":39,"text":2563,"spans":2564,"direction":55},"Previous transposition activity",[2565],{"start":34,"end":2566,"type":44},31,{"type":39,"text":2568,"spans":2569,"direction":55},"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":39,"text":2571,"spans":2572,"direction":55},"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":39,"text":2574,"spans":2575,"direction":55},"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.",[],[2577],{"type":39,"text":2578,"spans":2579,"direction":55},"June 5th, 2026",[],[2581],{"type":39,"text":2582,"spans":2583,"direction":55},"For all the details of the partial transposition in Malta, read our full article.",[2584],{"start":2585,"end":2586,"type":47,"data":2587},68,80,{"link_type":49,"url":2588,"target":1951},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Fmalta-implements-eu-pay-transparency-directive",{"euptd_page":2590,"country_code":2608,"stage":2212,"member_state":2609,"status":2610,"draft_legislation":2172,"final_legislation":2089,"effective_date":2635,"resources":2638},{"id":2591,"type":2445,"tags":2592,"lang":14,"slug":2593,"first_publication_date":2594,"last_publication_date":2595,"uid":2596,"url":2597,"data":2598,"link_type":97,"key":2607,"isBroken":99},"afomLhYAAJuaPzFG",[],"eu-pay-transparency-directive-legislation-in-the-netherlands-at-a-glance","2026-05-05T17:20:57+0000","2026-07-10T14:16:52+0000","netherlands","\u002Feuptd\u002Fnetherlands",{"meta_title":2599,"meta_description":2600,"meta_image":2601},"Netherlands: EU Pay Transparency Directive Tracker","Track the Netherlands' transposition of the EU Pay Transparency Directive — from early drafts to the legislation amending the Equal Treatment Act.",{"dimensions":2602,"alt":2603,"copyright":5,"url":2604,"id":2605,"edit":2606},{"width":28,"height":29},"A graphic with the Netherlands country silhouette","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FahV_c7K9tuLqEJVm_EUPTD_Netherlands_2400x1260.png?auto=format,compress&rect=0,0,7200,3780&w=2400&h=1260","ahV_c7K9tuLqEJVm",{"x":34,"y":34,"zoom":35,"background":36},"b48bcdb5-b523-4053-9a34-6da3a8187a77","nl","Netherlands",[2611,2618,2621,2624,2627],{"type":39,"text":2612,"spans":2613,"direction":55},"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.",[2614],{"start":1556,"end":2615,"type":47,"data":2616},93,{"link_type":49,"url":2617,"target":51},"https:\u002F\u002Fwetgevingskalender.overheid.nl\u002Fregeling\u002FWGK025384\u002Fdocumenten\u002FRaad%20van%20State\u002FAdviesaanvraag%20aanhangig%20bij%20Raad%20van%20State\u002F1",{"type":39,"text":2619,"spans":2620,"direction":55},"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":39,"text":2622,"spans":2623,"direction":55},"Additionally, a ministerial regulation opened for consultation in July 2026, covering calculation methods, definitions, reporting templates, web forms, and data specifications",[],{"type":39,"text":2625,"spans":2626,"direction":55},"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":39,"text":2628,"spans":2629,"direction":55},"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.",[2630],{"start":2631,"end":2632,"type":47,"data":2633},125,136,{"link_type":49,"url":2634,"target":1951},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Fguides\u002Feu-pay-transparency-directive-rules",[2636],{"type":39,"text":2223,"spans":2637,"direction":55},[],[2639],{"type":39,"text":2640,"spans":2641,"direction":55},"More information on the Directive's transposition activity in the Netherlands.",[2642],{"start":1300,"end":1246,"type":47,"data":2643},{"link_type":49,"url":2644,"target":1951},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Fthe-netherlands-transposes-the-eu-pay-transparency-directive",{"euptd_page":2646,"country_code":2647,"stage":2212,"member_state":2648,"status":2649,"draft_legislation":2172,"final_legislation":2172,"effective_date":2659,"resources":2662},{"link_type":97},"pl","Poland",[2650,2653,2656],{"type":39,"text":2651,"spans":2652,"direction":55},"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":39,"text":2654,"spans":2655,"direction":55},"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":39,"text":2657,"spans":2658,"direction":55},"However, in May 2026, Poland published a reviewed draft set to enter into force in January 2027.",[],[2660],{"type":39,"text":2145,"spans":2661,"direction":55},[],[2663],{"type":39,"text":2664,"spans":2665,"direction":55},"Deep dive into Poland's implementation details in our article.",[2666],{"start":2022,"end":1817,"type":47,"data":2667},{"link_type":49,"url":2668,"target":1951},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Fpoland-pay-equity-eu-pay-transparency-directive-transposition",{"euptd_page":2670,"country_code":2671,"stage":2166,"member_state":2672,"status":2673,"draft_legislation":2172,"final_legislation":2089,"effective_date":2680,"resources":2683},{"link_type":97},"pt","Portugal",[2674,2677],{"type":39,"text":2675,"spans":2676,"direction":55},"In August 2026, Portugal's Ministry of Labour, Solidarity and Social Security published, in Separata n.º 26 of the Boletim do Trabalho e Emprego (BTE), a draft government bill partially transposing Directive (EU) 2023\u002F970. The draft is open for public consultation until August 25th, 2026.",[],{"type":39,"text":2678,"spans":2679,"direction":55},"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.",[],[2681],{"type":39,"text":2092,"spans":2682,"direction":55},[],[2684],{"type":39,"text":2685,"spans":2686,"direction":55},"Learn more about local requirements in Portugal in this article.",[2687],{"start":2160,"end":2062,"type":47,"data":2688},{"link_type":49,"url":2689,"target":1951},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Fpay-equity-laws-portugal",{"euptd_page":2691,"country_code":2692,"stage":2166,"member_state":2693,"status":2694,"draft_legislation":2172,"final_legislation":2089,"effective_date":2701,"resources":2704},{"link_type":97},"ro","Romania",[2695,2698],{"type":39,"text":2696,"spans":2697,"direction":55},"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":39,"text":2699,"spans":2700,"direction":55},"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.",[],[2702],{"type":39,"text":2092,"spans":2703,"direction":55},[],[2705],{"type":39,"text":2706,"spans":2707,"direction":55},"In this article we deep dive into Romania's EU Directive's draft.",[2708],{"start":1375,"end":2709,"type":47,"data":2710},64,{"link_type":49,"url":2711,"target":1951},"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Feu-pay-transparency-romania-charges-ahead-while-others-hit-brakes-jzatf\u002F",{"euptd_page":2713,"country_code":2714,"stage":2098,"member_state":2715,"status":2716,"draft_legislation":2172,"final_legislation":2172,"effective_date":2726,"resources":2729},{"link_type":97},"sk","Slovakia",[2717,2720,2723],{"type":39,"text":2718,"spans":2719,"direction":55},"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":39,"text":2721,"spans":2722,"direction":55},"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":39,"text":2724,"spans":2725,"direction":55},"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.",[],[2727],{"type":39,"text":2175,"spans":2728,"direction":55},[],[2730],{"type":39,"text":2731,"spans":2732,"direction":55},"For more information on Slovakia's transposition, see our full article.",[2733],{"start":2734,"end":2735,"type":47,"data":2736},58,70,{"link_type":49,"url":2737,"target":1951},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Fslovakia-transposition-law-for-eu-pay-transparency-directive",{"euptd_page":2739,"country_code":2740,"stage":2078,"member_state":2741,"status":2742,"draft_legislation":2089,"final_legislation":2089,"effective_date":2746,"resources":2749},{"link_type":97},"si","Slovenia",[2743],{"type":39,"text":2744,"spans":2745,"direction":55},"As of our most recent update, there is no known transposition activity in Slovenia.",[],[2747],{"type":39,"text":2092,"spans":2748,"direction":55},[],[],{"euptd_page":2751,"country_code":2752,"stage":2166,"member_state":2753,"status":2754,"draft_legislation":2172,"final_legislation":2089,"effective_date":2761,"resources":2764},{"link_type":97},"es","Spain",[2755,2758],{"type":39,"text":2756,"spans":2757,"direction":55},"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. Spain has since published a draft Royal Decree amending Royal Decree 902\u002F2020, of 13 October, on equal pay between women and men, which is open for public participation until August 24th, 2026.",[],{"type":39,"text":2759,"spans":2760,"direction":55},"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.",[],[2762],{"type":39,"text":2092,"spans":2763,"direction":55},[],[2765],{"type":39,"text":2766,"spans":2767,"direction":55},"See this article for more details on Spain's draft.",[],{"euptd_page":2769,"country_code":2770,"stage":2212,"member_state":2771,"status":2772,"draft_legislation":2172,"final_legislation":2089,"effective_date":2809,"resources":2813},{"link_type":97},"se","Sweden",[2773,2788,2794,2804],{"type":39,"text":2774,"spans":2775,"direction":55},"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.",[2776,2780,2785],{"start":2777,"end":1299,"type":47,"data":2778},54,{"link_type":49,"url":2779,"target":1951},"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":2781,"end":2782,"type":47,"data":2783},224,240,{"link_type":49,"url":2784,"target":51},"https:\u002F\u002Fwww.regeringen.se\u002Fpressmeddelanden\u002F2026\u002F01\u002Fviktiga-steg-for-att-motverka-osakliga-loneskillnader-mellan-kvinnor-och-man\u002F",{"start":2786,"end":2787,"type":44},359,435,{"type":39,"text":2789,"spans":2790,"direction":55},"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.",[2791],{"start":2792,"end":2793,"type":44},122,229,{"type":39,"text":2795,"spans":2796,"direction":55},"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.",[2797,2799,2802],{"start":2324,"end":2798,"type":44},162,{"start":2800,"end":2801,"type":44},250,268,{"start":2803,"end":375,"type":44},288,{"type":39,"text":2805,"spans":2806,"direction":55},"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.",[2807],{"start":1246,"end":2808,"type":2561},94,[2810],{"type":39,"text":2811,"spans":2812,"direction":55},"Late 2027",[],[2814],{"type":39,"text":2815,"spans":2816,"direction":55},"For more information, read our article on the Swedish latest press release regarding the implementation of the EU Directive into law.",[2817],{"start":1426,"end":2818,"type":47,"data":2819},132,{"link_type":49,"url":2820,"target":1951},"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":419,"version":420,"items":2824,"primary":2825,"id":2840,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":2826,"text_size":434,"background_color":2064},[2827,2830,2833],{"type":425,"text":2828,"spans":2829,"direction":55},"Additional information",[],{"type":39,"text":2831,"spans":2832,"direction":55},"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":39,"text":2834,"spans":2835,"direction":55},"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. ",[2836],{"start":2837,"end":2631,"type":47,"data":2838},96,{"link_type":49,"url":2839,"target":1951},"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":419,"version":420,"items":2842,"primary":2843,"id":2891,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":2844,"text_size":434,"background_color":435},[2845,2848,2851,2856,2859,2862,2865,2868,2871,2874,2879,2882,2885,2888],{"type":425,"text":2846,"spans":2847,"direction":55},"The EU Pay Transparency Directive in a nutshell",[],{"type":39,"text":2849,"spans":2850,"direction":55},"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":483,"text":2852,"spans":2853,"direction":55},"Pay transparency requirements:",[2854],{"start":34,"end":2415,"type":479,"data":2855},{"label":481},{"type":509,"text":2857,"spans":2858,"direction":55},"Starting pay must be provided to job applicants before the interview or in the job posting",[],{"type":509,"text":2860,"spans":2861,"direction":55},"Ban on asking applicants about pay history",[],{"type":509,"text":2863,"spans":2864,"direction":55},"All employer decisions about employees’ pay levels and career progression must be based on gender-neutral criteria that employees can reference",[],{"type":509,"text":2866,"spans":2867,"direction":55},"Employees cannot be prohibited from talking about their pay",[],{"type":509,"text":2869,"spans":2870,"direction":55},"Employees are entitled to information about pay ranges on request",[],{"type":509,"text":2872,"spans":2873,"direction":55},"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":483,"text":2875,"spans":2876,"direction":55},"Pay equity requirements:",[2877],{"start":34,"end":1300,"type":479,"data":2878},{"label":481},{"type":509,"text":2880,"spans":2881,"direction":55},"Employers are required to measure and publish pay gap metrics (which can account for gender-neutral criteria). There are nine specific measurements required.",[],{"type":509,"text":2883,"spans":2884,"direction":55},"Employees have the right to see these measurements",[],{"type":509,"text":2886,"spans":2887,"direction":55},"The gender pay gap should be below 5% (after accounting for objective, gender-neutral factors)",[],{"type":509,"text":2889,"spans":2890,"direction":55},"Employers bear the burden of proof in any pay dispute",[],"article_text$5551e7b8-f05a-4d1c-bf53-5d2667fb01c9",{"variation":419,"version":420,"items":2893,"primary":2894,"id":2899,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":2895,"text_size":434,"background_color":435},[2896],{"type":425,"text":2897,"spans":2898,"direction":55},"Keep reading",[],"article_text$e1ef84df-4646-461d-8fd6-7ead1caa95bd",{"variation":419,"version":420,"items":2901,"primary":2902,"id":2920,"slice_type":2053,"slice_label":5},[],{"section_id":5,"image":2903,"content":2909,"link_url":2916,"link_label":2919,"background_color":1121},{"dimensions":2904,"alt":2905,"copyright":5,"url":2906,"id":2907,"edit":2908},{"width":28,"height":29},"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":34,"y":34,"zoom":35,"background":36},[2910,2913],{"type":483,"text":2911,"spans":2912,"direction":55},"Looking for an easy-to-understand breakdown of the EU Pay Transparency Directive?",[],{"type":39,"text":2914,"spans":2915,"direction":55},"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":49,"key":2917,"url":2918},"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":419,"version":420,"items":2922,"primary":2923,"id":2949,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":2924,"text_size":434,"background_color":1121},[2925,2928,2934,2941],{"type":39,"text":2926,"spans":2927,"direction":55},"We’ve also been updating the following resources:",[],{"type":39,"text":2929,"spans":2930,"direction":55},"📖 The pocket guide provides an overview of the Directive’s requirements and key concepts.",[2931],{"start":2932,"end":1788,"type":47,"data":2933},7,{"link_type":49,"url":2634,"target":1951},{"type":39,"text":2935,"spans":2936,"direction":55},"📖 For a step-by-step compliance plan, we’ve created a readiness checklist available for free download.",[2937,2939],{"start":1900,"end":2938,"type":44},37,{"start":2376,"end":2378,"type":47,"data":2940},{"link_type":49,"url":50,"target":51},{"type":39,"text":2942,"spans":2943,"direction":55},"🎙️ If you’d like access to an expert discussion today, you can watch our 2025 EU Pay Transparency Directive webinar on-demand.",[2944],{"start":2945,"end":2946,"type":47,"data":2947},74,116,{"link_type":49,"url":2948,"target":1951},"https:\u002F\u002Fwww.beqom.com\u002Fresources\u002Fon-demand-webinar-eu-pay-transparency-directive-02jul25","article_text$60b71e53-533e-440f-ac72-3f7116a23a4d",{"variation":419,"version":420,"items":2951,"primary":2952,"id":2966,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":2953,"text_size":2063,"background_color":2064},[2954],{"type":39,"text":2955,"spans":2956,"direction":55},"We’ve helped some of the world’s leading companies close pay gaps, embed pay transparency into their compensation processes, and comply with the EU Pay Transparency Directive. Learn how we can help you simplify global compliance and reduce risk.",[2957,2961],{"start":2958,"end":2022,"type":47,"data":2959},25,{"link_type":49,"url":2960,"target":51},"https:\u002F\u002Fwww.beqom.com\u002Fsuccess-stories",{"start":2962,"end":2963,"type":47,"data":2964},176,185,{"link_type":49,"url":2965,"target":51},"https:\u002F\u002Fwww.beqom.com\u002Fbook-a-demo","article_text$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":2970,"alt":1973,"copyright":5,"url":2971,"id":1975,"edit":2972},{"width":28,"height":29},"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":34,"y":34,"zoom":35,"background":36},"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":2978,"uid":2979,"url":2980,"type":1294,"href":2981,"tags":2982,"first_publication_date":2983,"last_publication_date":2984,"slugs":2985,"linked_documents":2987,"lang":14,"alternate_languages":2988,"data":2995},"amtgsBEAACkAtwbv","compensation-ai-humans-in-the-loop","\u002Fblog\u002Fcompensation-ai-humans-in-the-loop","https:\u002F\u002Fbeqom-com.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=aobhkhIAACgAyj7t&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22amtgsBEAACkAtwbv%22%29+%5D%5D",[],"2026-07-30T14:44:10+0000","2026-08-14T08:46:06+0000",[2986],"what-does-human-in-the-loop-mean-in-compensation-ai",[],[2989,2991,2993],{"id":2990,"type":1294,"lang":21,"uid":2979},"anmvfhIAAC4AtL2e",{"id":2992,"type":1294,"lang":24,"uid":2979},"anmvkxIAAC0AtL3P",{"id":2994,"type":1294,"lang":18,"uid":2979},"anmvqRIAACkAtL36",{"title":2996,"excerpt":2997,"written_by":3001,"reviewed_by":3029,"publication_date":3030,"date_to_order_by":346,"last_modified_date":5,"last_modified_date_description":3031,"time_to_read":461,"blog_post_gating":1969,"button_label":5,"featured_image":3032,"products":3042,"topics":3069,"slices":3085,"meta_title":3276,"meta_description":3277,"meta_image":3278,"seo_index":57,"seo_follow":57,"og_title":3282,"og_description":3283,"twitter_title":3284,"twitter_description":3285,"do_not_display_in_list_of_blogs":99},"Why the Best Compensation AI Always Keeps Humans in the Loop",[2998],{"type":39,"text":2999,"spans":3000,"direction":55},"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":3002,"type":1930,"tags":3003,"lang":14,"slug":3004,"first_publication_date":3005,"last_publication_date":3006,"uid":3004,"url":3007,"data":3008,"link_type":97,"key":3028,"isBroken":99},"Zh_0oBAAAFUAOw0v",[],"clare-bonham","2024-04-17T16:11:14+0000","2025-03-28T11:12:42+0000","\u002Fauthors\u002Fclare-bonham",{"name":3009,"author_photo":3010,"job_title":3015,"company_name":1947,"company_url":3016,"is_a_former_beqom_employee":99,"author_information":3018,"areas_of_expertise":3024,"resides_in":2402},"Clare Bonham",{"dimensions":3011,"alt":3009,"copyright":5,"url":3012,"id":3013,"edit":3014},{"width":1194,"height":1194},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FZ9wHAjiBA97GitUM_AuthorPhoto_Clare.jpg?auto=format,compress","Z9wHAjiBA97GitUM",{"x":34,"y":34,"zoom":35,"background":36},"Chief Product Officer",{"link_type":49,"key":3017,"url":1950,"target":1951},"bacdef20-51f9-4f01-8d5a-aa7cd79baad0",[3019],{"type":39,"text":3020,"spans":3021,"direction":55},"Clare Bonham is a technology and HR innovation leader with extensive experience in HR IT strategy, SaaS solutions, and enterprise software. As Chief Product Officer at beqom, she drives product innovation for compensation and performance management solutions. Previously, she co-founded Our Tandem, an award-winning SaaS platform acquired by beqom. With leadership roles at Telefónica and O2, she has led global HR tech transformations, SaaS deployments, and digital strategy initiatives.",[3022],{"start":34,"end":3023,"type":44},12,[3025],{"type":39,"text":3026,"spans":3027,"direction":55},"Performance Management, Human Resources, Compensation Management Systems, Human Resources Systems, HR Transformation, Change Management, Enterprise Software, Product Development",[],"c0e71c32-dfc6-4c45-ad0d-3e2324902fdd",{"link_type":97},"2026-07-30T07:59:00+0000",[],{"dimensions":3033,"alt":3034,"copyright":5,"url":3035,"id":3036,"edit":3037,"preview":3038},{"width":353,"height":354},"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":359,"y":34,"zoom":35,"background":36},{"dimensions":3039,"alt":3034,"copyright":5,"url":3040,"id":3036,"edit":3041},{"width":362,"height":363},"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":366,"y":34,"zoom":35,"background":36},[3043,3056],{"product":3044},{"id":160,"type":119,"tags":3045,"lang":14,"slug":162,"first_publication_date":163,"last_publication_date":164,"uid":165,"url":166,"data":3046,"link_type":97,"key":3055,"isBroken":99},[],{"title":158,"icon":3047,"meta_title":3053,"meta_description":3054},{"dimensions":3048,"alt":3049,"copyright":5,"url":3050,"id":3051,"edit":3052},{"width":354,"height":354},"the beqom icon in yellow","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FaTqnmHNYClf9oDtQ_AI_logo.png?auto=format,compress","aTqnmHNYClf9oDtQ",{"x":34,"y":34,"zoom":35,"background":36},"beqom's Intentional AI","With beqom AI we don't just automate pay – we augment it with Intentional AI.","40fc70df-6afe-48a1-b382-d5991dac32d5",{"product":3057},{"id":118,"type":119,"tags":3058,"lang":14,"slug":121,"first_publication_date":122,"last_publication_date":123,"uid":124,"url":125,"data":3059,"link_type":97,"key":3068,"isBroken":99},[],{"title":116,"icon":3060,"preview_title":1190,"preview_image":3063,"meta_title":3066,"meta_description":3067},{"dimensions":3061,"alt":1186,"copyright":5,"url":1187,"id":1188,"edit":3062},{"width":1185,"height":375},{"x":34,"y":34,"zoom":35,"background":36},{"dimensions":3064,"alt":1195,"copyright":5,"url":1196,"id":1197,"edit":3065},{"width":1193,"height":1194},{"x":34,"y":34,"zoom":35,"background":36},"beqom PaySuite: Compensation Management Software","Run merit, bonuses, and sales incentives in one comp platform. beqom PaySuite gives comp teams the tools to plan, approve, and execute pay — without IT.","60240b48-a044-45c3-94b7-2db4ba2f59c4",[3070,3078,3083],{"topic":3071},{"id":1848,"type":1344,"tags":3072,"lang":14,"slug":1850,"first_publication_date":1851,"last_publication_date":1851,"uid":1850,"data":3073,"link_type":97,"key":3077,"isBroken":99},[],{"title":1853,"plural_title":1853,"icon_code":1858,"description_text_for_rs_coll_page":3074},[3075],{"type":39,"text":1856,"spans":3076,"direction":55},[],"85bb902a-e721-400e-8495-ca55533a3727",{"topic":3079},{"id":1738,"type":1344,"tags":3080,"lang":14,"slug":124,"first_publication_date":1740,"last_publication_date":1741,"uid":124,"data":3081,"link_type":97,"key":3082,"isBroken":99},[],{"title":116},"88de385f-a774-4654-b303-a06a577dcc01",{"topic":3084},{"link_type":97},[3086,3107,3130,3147,3176,3193,3210,3230,3247,3264],{"variation":419,"version":420,"items":3087,"primary":3088,"id":3106,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":3089,"text_size":434,"background_color":435},[3090,3093],{"type":39,"text":3091,"spans":3092,"direction":55},"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":39,"text":3094,"spans":3095,"direction":55},"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.",[3096],{"start":2123,"end":3097,"type":47,"data":3098},183,{"id":3099,"type":1294,"tags":3100,"lang":14,"slug":3101,"first_publication_date":3102,"last_publication_date":3103,"uid":3104,"url":3105,"link_type":97,"isBroken":99},"ahhZxxEAAC0AIEXE",[],"what-is-explainable-ai-in-compensation","2026-05-28T15:57:53+0000","2026-06-01T13:50:29+0000","explainable-ai-in-compensation","\u002Fblog\u002Fexplainable-ai-in-compensation","article_text$62092d25-28b8-4d17-ae2f-0729e1b47469",{"variation":419,"version":420,"items":3108,"primary":3109,"id":3129,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":3110,"text_size":434,"background_color":2064},[3111,3114,3117,3120],{"type":425,"text":3112,"spans":3113,"direction":55},"What does \"human in the loop\" mean in compensation AI?",[],{"type":39,"text":3115,"spans":3116,"direction":55},"Human in the loop means that AI handles the heavy analytical work — synthesizing data, surfacing patterns, generating recommendations — while a person makes the final call on any decision that affects someone's pay or career. The AI is an intelligent co-pilot, not an autonomous decision-maker.",[],{"type":39,"text":3118,"spans":3119,"direction":55},"In practice, this looks like a manager receiving a data-backed salary recommendation for a merit review, with full context on where the employee sits within their band, how they compare to peers, and what the budget constraints allow. The manager reviews the recommendation, adjusts it if needed, and approves the outcome. The AI did the preparation. The manager made the decision.",[],{"type":39,"text":3121,"spans":3122,"direction":55},"This model is central to beqom's whitepaper, Modeling with Intention, which frames Intentional AI as a partnership between governed AI systems and human authority — not a handover of control. Read the full whitepaper to explore the complete framework.",[3123,3124],{"start":2259,"end":2585,"type":44},{"start":3125,"end":3126,"type":47,"data":3127},192,216,{"link_type":49,"url":3128,"target":1951},"https:\u002F\u002Fwww.beqom.com\u002Fresources\u002Fintentional-ai-eguide","article_text$af5e874f-e8a0-4fa0-8cae-49de21b271d4",{"variation":419,"version":420,"items":3131,"primary":3132,"id":3146,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":3133,"text_size":434,"background_color":435},[3134,3137,3140,3143],{"type":425,"text":3135,"spans":3136,"direction":55},"Why can't AI just make compensation decisions automatically?",[],{"type":39,"text":3138,"spans":3139,"direction":55},"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":39,"text":3141,"spans":3142,"direction":55},"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":39,"text":3144,"spans":3145,"direction":55},"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":419,"version":420,"items":3148,"primary":3149,"id":3175,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":3150,"text_size":434,"background_color":435},[3151,3154,3157,3160,3163,3166,3169,3172],{"type":425,"text":3152,"spans":3153,"direction":55},"What should AI do, and what should humans do?",[],{"type":39,"text":3155,"spans":3156,"direction":55},"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":39,"text":3158,"spans":3159,"direction":55},"A well-designed collaborative system divides the work like this:",[],{"type":509,"text":3161,"spans":3162,"direction":55},"AI handles data aggregation, pattern recognition, scenario modeling, pay gap analysis, and first-pass recommendations.",[],{"type":509,"text":3164,"spans":3165,"direction":55},"Managers contribute contextual knowledge — awareness of individual circumstances, team dynamics, and qualitative performance signals that data cannot capture.",[],{"type":509,"text":3167,"spans":3168,"direction":55},"HR provides governance, policy interpretation, and the final check on outcomes before they are communicated.",[],{"type":509,"text":3170,"spans":3171,"direction":55},"Compliance and legal functions benefit from the audit trail the system produces, without having to build it manually.",[],{"type":39,"text":3173,"spans":3174,"direction":55},"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":419,"version":420,"items":3177,"primary":3178,"id":3192,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":3179,"text_size":434,"background_color":435},[3180,3183,3186,3189],{"type":425,"text":3181,"spans":3182,"direction":55},"How does collaborative AI change the role of managers?",[],{"type":39,"text":3184,"spans":3185,"direction":55},"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":39,"text":3187,"spans":3188,"direction":55},"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":39,"text":3190,"spans":3191,"direction":55},"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":419,"version":420,"items":3194,"primary":3195,"id":3209,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":3196,"text_size":434,"background_color":435},[3197,3200,3203,3206],{"type":425,"text":3198,"spans":3199,"direction":55},"What happens when AI and human judgment disagree?",[],{"type":39,"text":3201,"spans":3202,"direction":55},"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":39,"text":3204,"spans":3205,"direction":55},"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":39,"text":3207,"spans":3208,"direction":55},"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$0f6b2fe6-d7dc-4b60-bfdf-34b1be7baf6e",{"variation":419,"version":420,"items":3211,"primary":3212,"id":3229,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":3213,"text_size":434,"background_color":435},[3214,3217,3220,3223],{"type":425,"text":3215,"spans":3216,"direction":55},"Does a human-in-the-loop approach slow down compensation cycles?",[],{"type":39,"text":3218,"spans":3219,"direction":55},"This is a practical concern for compensation teams under pressure to move quickly. The answer depends on how the system is designed. When AI does the analytical preparation — pulling together all relevant data into a clear, reviewed recommendation — the human review step becomes faster and more focused, not slower.",[],{"type":39,"text":3221,"spans":3222,"direction":55},"Managers are reviewing a recommendation with full context, rather than assembling that context themselves. HR is approving outcomes against clear policy criteria, rather than checking calculations manually. The human step is leaner because the AI step is more complete.",[],{"type":39,"text":3224,"spans":3225,"direction":55},"beqom's Compensation Trends Report found that 56% of respondents said AI features are \"very important\" for automating common compensation procedures. The collaborative model is what makes that automation safe: it captures the speed benefits of AI while preserving the human judgment that makes decisions defensible.",[3226],{"start":499,"end":1375,"type":47,"data":3227},{"link_type":49,"url":3228,"target":1951},"https:\u002F\u002Fwww.beqom.com\u002Fresources\u002Fbeqom-2026-compensation-trends-report-us","article_text$bb08a463-1e89-4051-9bd6-97c2595b862d",{"variation":419,"version":420,"items":3231,"primary":3232,"id":3246,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":3233,"text_size":434,"background_color":435},[3234,3237,3240,3243],{"type":425,"text":3235,"spans":3236,"direction":55},"How does collaborative AI support pay equity goals?",[],{"type":39,"text":3238,"spans":3239,"direction":55},"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":39,"text":3241,"spans":3242,"direction":55},"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":39,"text":3244,"spans":3245,"direction":55},"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":419,"version":420,"items":3248,"primary":3249,"id":3263,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":3250,"text_size":434,"background_color":435},[3251,3254,3257,3260],{"type":425,"text":3252,"spans":3253,"direction":55},"Building a collaborative AI model in your organization",[],{"type":39,"text":3255,"spans":3256,"direction":55},"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":39,"text":3258,"spans":3259,"direction":55},"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":39,"text":3261,"spans":3262,"direction":55},"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":419,"version":420,"items":3265,"primary":3266,"id":3275,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":3267,"text_size":434,"background_color":2064},[3268],{"type":39,"text":3269,"spans":3270,"direction":55},"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.",[3271],{"start":3272,"end":3273,"type":47,"data":3274},90,112,{"link_type":49,"url":2965,"target":1951},"article_text$3c8e94ab-47c2-4349-a566-6d728863a37f","Compensation AI that keeps humans in the loop | beqom","Discover how a collaborative approach to AI in compensation keeps humans in control of pay decisions while gaining speed, consistency, and data-backed confidence.",{"dimensions":3279,"alt":3034,"copyright":5,"url":3280,"id":3036,"edit":3281},{"width":28,"height":29},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FzZJAcoqny03rpR3e_beqom_blog-intentional-ai_prismic-banner.jpg?auto=format,compress&rect=0,0,2400,1260&w=2400&h=1260",{"x":34,"y":34,"zoom":35,"background":36},"AI and human judgment: why both belong in your compensation process","The most effective compensation decisions combine AI's analytical power with human context and empathy. Learn how the collaborative pillar of Intentional AI keeps your people in control without slowing you down.","AI shouldn't make pay decisions. People should. 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Through her role as Customer Journey and Digital Enablement Lead within beqom, she ensures HR leaders can deliver excellent employee experiences using beqom's software solutions. Hayley has an entrepreneurial background, having founded and exited two prior businesses - including an inclusive recruitment SaaS - and brings 5+ years of experience in HR solutions across product, engineering and customer success. Prior to this, she worked in banking and consulting with a focus on operational excellence and digital transformation across Europe, Asia and the Middle East. 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The goal is to treat pay transparency as a driver of positive change: fair, provable outcomes for every employee.",[],"article_text$a88bb9ec-cbd2-4163-991f-30f2bd9f1555",{"variation":419,"version":420,"items":3396,"primary":3397,"id":3436,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":3398,"text_size":434,"background_color":435},[3399,3402,3405,3408,3412,3416,3420,3424,3429,3433],{"type":425,"text":3400,"spans":3401,"direction":55},"What is the role of the workers' council in pay equity?",[],{"type":39,"text":3403,"spans":3404,"direction":55},"The workers' council and staff representatives play an essential and growing role in establishing and maintaining fair pay practices, particularly under the EU Pay Transparency Directive. Their involvement keeps pay equity efforts transparent, objective, and responsive to employee concerns.",[],{"type":39,"text":3406,"spans":3407,"direction":55},"Key areas of involvement include:",[],{"type":509,"text":3409,"spans":3410,"direction":55},"Defining fair pay criteria: Agreeing on objective, gender-neutral criteria used to assess work of equal value, so pay structures can be evaluated impartially.",[3411],{"start":34,"end":1575,"type":44},{"type":509,"text":3413,"spans":3414,"direction":55},"Requesting pay information: The right to information on average pay levels for categories of workers, broken down by sex, on behalf of employees.",[3415],{"start":34,"end":1575,"type":44},{"type":509,"text":3417,"spans":3418,"direction":55},"Reviewing reports: Consulting on the accuracy of gender pay gap reporting and reviewing the methodology behind it.",[3419],{"start":34,"end":1788,"type":44},{"type":509,"text":3421,"spans":3422,"direction":55},"Joint pay assessment: Taking part in the joint pay assessment process whenever a significant, unaddressed gender pay gap is found.",[3423],{"start":34,"end":1556,"type":44},{"type":509,"text":3425,"spans":3426,"direction":55},"Remediation: Helping shape the measures that fix unjustified pay differences.",[3427],{"start":34,"end":3428,"type":44},13,{"type":509,"text":3430,"spans":3431,"direction":55},"Protecting privacy: Where local law allows, accessing sensitive individual pay data to advise employees on claims without disclosing actual pay levels, keeping employers compliant while protecting worker privacy.",[3432],{"start":34,"end":1788,"type":44},{"type":39,"text":3434,"spans":3435,"direction":55},"Together, these responsibilities give workers' councils real weight in how organizations set, review, and correct pay.",[],"article_text$60e95f66-ad3c-4146-8e89-77aa3fa5b462",{"variation":419,"version":420,"items":3438,"primary":3439,"id":3470,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":3440,"text_size":434,"background_color":435},[3441,3444,3447,3450,3455,3459,3463,3467],{"type":425,"text":3442,"spans":3443,"direction":55},"What are the key employee rights outlined by the EU Pay Transparency Directive?",[],{"type":39,"text":3445,"spans":3446,"direction":55},"The EU Pay Transparency Directive introduces new rights for employees, built around equal pay for work of equal value and greater transparency across the organization.",[],{"type":39,"text":3448,"spans":3449,"direction":55},"The core rights and matching employer obligations include:",[],{"type":509,"text":3451,"spans":3452,"direction":55},"Right to information on pay levels: Employees can request their individual pay level and the average pay levels, broken down by sex, for comparable workers doing the same job or work of equal value.",[3453],{"start":34,"end":3454,"type":44},35,{"type":509,"text":3456,"spans":3457,"direction":55},"Regular reporting on gender pay gaps: Employers must report on gender pay gaps regularly and, where the unexplained gap is significant, run a joint pay assessment.",[3458],{"start":34,"end":1380,"type":44},{"type":509,"text":3460,"spans":3461,"direction":55},"Protection against reprisal: Employees can disclose their own pay without fear of retaliation.",[3462],{"start":34,"end":1391,"type":44},{"type":509,"text":3464,"spans":3465,"direction":55},"Access to methodology: Staff representatives can access the methodology employers use to calculate and report the pay gap.",[3466],{"start":34,"end":441,"type":44},{"type":39,"text":3468,"spans":3469,"direction":55},"These rights change the dynamic: employers need data-driven, objective evidence behind every pay decision, and a genuine collaboration with the workers' council throughout the pay equity process.",[],"article_text$8cc1fde8-3cf3-4dfa-afde-de82623cff21",{"variation":419,"version":420,"items":3472,"primary":3473,"id":3508,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":3474,"text_size":434,"background_color":435},[3475,3478,3481,3484,3488,3492,3496,3501,3505],{"type":425,"text":3476,"spans":3477,"direction":55},"How does beqom support the joint pay assessment and remediation?",[],{"type":39,"text":3479,"spans":3480,"direction":55},"A joint pay assessment, triggered when a significant pay gap exists, calls for more than manual data work. 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BA, Colgate University, English \u002F Creative Writing",{"link_type":97},"2025-01-21T11:00:00+0000","2026-07-03",[],"Email address to read",{"dimensions":3623,"alt":5,"copyright":5,"url":3624,"id":3560,"edit":3625,"preview":3626},{"width":353,"height":354},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FF2vCVpkZB9MB7oM-_BlogImage_2400x1260.jpg?auto=format,compress&rect=84,0,2232,1260&w=1240&h=700",{"x":359,"y":34,"zoom":35,"background":36},{"dimensions":3627,"alt":5,"copyright":5,"url":3628,"id":3560,"edit":3629},{"width":362,"height":363},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FF2vCVpkZB9MB7oM-_BlogImage_2400x1260.jpg?auto=format,compress&rect=81,0,2239,1260&w=828&h=466",{"x":366,"y":34,"zoom":35,"background":36},[3631],{"product":3632},{"id":118,"type":119,"tags":3633,"lang":14,"slug":121,"first_publication_date":122,"last_publication_date":123,"uid":124,"url":125,"data":3634,"link_type":97,"key":3371,"isBroken":99},[],{"title":116,"icon":3635,"preview_title":1190,"preview_image":3638,"meta_title":3066,"meta_description":3067},{"dimensions":3636,"alt":1186,"copyright":5,"url":1187,"id":1188,"edit":3637},{"width":1185,"height":375},{"x":34,"y":34,"zoom":35,"background":36},{"dimensions":3639,"alt":1195,"copyright":5,"url":1196,"id":1197,"edit":3640},{"width":1193,"height":1194},{"x":34,"y":34,"zoom":35,"background":36},[3642],{"topic":3643},{"id":1738,"type":1344,"tags":3644,"lang":14,"slug":124,"first_publication_date":1740,"last_publication_date":1741,"uid":124,"data":3645,"link_type":97,"key":3377,"isBroken":99},[],{"title":116},[3647,3661,3715,3766,3775,3852,3913,3950,4015,4026],{"variation":419,"version":420,"items":3648,"primary":3649,"id":3394,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":3650,"text_size":434,"background_color":435},[3651,3654,3657],{"type":39,"text":3652,"spans":3653,"direction":55},"Today's pay transparency laws have made compensation decisions more visible than ever to both current and prospective employees, raising the stakes for fair pay. When salaries don't reflect the current market or become imbalanced across teams, morale can drop, productivity can decline, and a company's reputation can suffer. The compa-ratio, short for \"comparison ratio,\" is a powerful metric that helps businesses assess whether employee salaries align with market and internal salary ranges.",[],{"type":39,"text":3655,"spans":3656,"direction":55},"By comparing an employee's salary to the midpoint of their salary range, the compensation ratio sheds light on pay equity, disparities, and alignment with compensation strategies. It helps organizations pay employees fairly while meeting budgetary and strategic goals, and it surfaces at-risk employees who may be underpaid or anomalies where someone is overpaid. ",[],{"type":39,"text":3658,"spans":3659,"direction":55},"Understanding compa-ratios is critical for designing effective pay structures, retaining top talent, and maintaining trust within the workforce.",[3660],{"start":34,"end":1068,"type":44},{"variation":419,"version":420,"items":3662,"primary":3663,"id":3436,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":3664,"text_size":434,"background_color":435},[3665,3668,3671,3674,3677,3683,3689,3704],{"type":483,"text":3666,"spans":3667,"direction":55},"Why is compa-ratio important?",[],{"type":39,"text":3669,"spans":3670,"direction":55},"The compa-ratio helps organizations gauge how closely employee compensation aligns with pay policies and the competitive market. It enables HR professionals to benchmark salaries against the midpoint of the salary range, using either the internal or market range. This metric is central to addressing issues such as pay equity and employee satisfaction.",[],{"type":483,"text":3672,"spans":3673,"direction":55},"Benefits of using a compa-ratio in compensation strategy",[],{"type":39,"text":3675,"spans":3676,"direction":55},"Using compa-ratios in compensation strategies provides organizations with a clearer picture of their overall pay structure. Some key benefits include:",[],{"type":509,"text":3678,"spans":3679,"direction":55},"Ensuring internal equity: By analyzing compa-ratios across employees, companies can identify pay disparities and adjust compensation where necessary.",[3680,3682],{"start":34,"end":2958,"type":479,"data":3681},{"label":501},{"start":34,"end":2958,"type":44},{"type":509,"text":3684,"spans":3685,"direction":55},"Market competitiveness: Organizations can align compensation with industry benchmarks to attract and retain top talent.",[3686,3688],{"start":34,"end":441,"type":479,"data":3687},{"label":501},{"start":34,"end":441,"type":44},{"type":509,"text":3690,"spans":3691,"direction":55},"Optimized decision-making: Compa-ratios help inform decisions during merit increases, promotions, or compensation planning.",[3692,3694,3695,3698,3699,3703],{"start":34,"end":3500,"type":479,"data":3693},{"label":501},{"start":34,"end":3500,"type":44},{"start":2231,"end":359,"type":47,"data":3696},{"link_type":49,"url":3697,"target":1951},"https:\u002F\u002Fwww.beqom.com\u002Fblog\u002Fa-comprehensive-guide-to-a-merit-increase-policy",{"start":2231,"end":359,"type":44},{"start":3700,"end":2792,"type":47,"data":3701},101,{"link_type":49,"url":3702,"target":1951},"https:\u002F\u002Fwww.beqom.com\u002Fblog\u002Funderstanding-compensation-management-salary-planning",{"start":3700,"end":2792,"type":44},{"type":509,"text":3705,"spans":3706,"direction":55},"Pay equity compliance: Compa-ratios are one tool to flag pay anomalies that could reflect pay inequity. The use of pay equity software can then determine if there are true pay gaps and help ensure compliance with equal pay regulations.",[3707,3709,3710,3714],{"start":34,"end":1957,"type":479,"data":3708},{"label":501},{"start":34,"end":441,"type":44},{"start":2260,"end":3711,"type":47,"data":3712},134,{"link_type":49,"url":3713,"target":1951},"https:\u002F\u002Fwww.beqom.com\u002Fproducts\u002Fpay-equity-by-payanalytics#pay-equity-analysis",{"start":2260,"end":3711,"type":44},{"variation":419,"version":420,"items":3716,"primary":3717,"id":3470,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":3718,"text_size":434,"background_color":435},[3719,3722,3725,3734,3738,3743,3747,3750,3753,3756,3760,3763],{"type":425,"text":3720,"spans":3721,"direction":55},"Limitations of compa-ratios and common pitfalls to avoid",[],{"type":39,"text":3723,"spans":3724,"direction":55},"While compa-ratios are valuable, they aren’t a one-size-fits-all solution. Knowing where they fall short keeps your analysis balanced. Some key limitations include:",[],{"type":509,"text":3726,"spans":3727,"direction":55},"Only accounts for base salary: Compa-ratios exclude bonuses, stock options, and other benefits, so they miss total compensation. Pairing them with compensation management software gives a more complete view.",[3728,3729,3733],{"start":34,"end":1391,"type":44},{"start":2120,"end":3730,"type":47,"data":3731},179,{"link_type":49,"url":3732,"target":1951},"https:\u002F\u002Fwww.beqom.com\u002Fproducts\u002Fcompensation-management",{"start":2120,"end":3730,"type":44},{"type":509,"text":3735,"spans":3736,"direction":55},"Sensitive to outliers: Unusually high or low compa-ratios can distort overall insights. Examine these cases on a case-by-case basis to see whether they need correction or reflect valid exceptions like exceptional performance.",[3737],{"start":34,"end":1556,"type":44},{"type":509,"text":3739,"spans":3740,"direction":55},"Only as accurate as the salary range: A compa-ratio is measured against the range midpoint, so outdated or poorly benchmarked ranges produce misleading results.",[3741],{"start":34,"end":3742,"type":44},36,{"type":509,"text":3744,"spans":3745,"direction":55},"Lacks context on its own: A single compa-ratio doesn't explain why someone earns what they do. Skills, tenure, and performance still need to be reviewed.",[3746],{"start":34,"end":1300,"type":44},{"type":425,"text":3748,"spans":3749,"direction":55},"How to calculate a compa-ratio: Formula and examples",[],{"type":39,"text":3751,"spans":3752,"direction":55},"The compa-ratio calculation is straightforward, but understanding its applications and implications requires a deeper dive. By mastering the formula and applying it to real-world scenarios, businesses can refine their compensation strategies.",[],{"type":39,"text":3754,"spans":3755,"direction":55},"Here’s how to calculate an employee's compa-ratio step by step, using the compa-ratio formula:",[],{"type":3757,"text":3758,"spans":3759,"direction":55},"o-list-item","Find the employee’s current salary and the midpoint of their assigned salary range.",[],{"type":3757,"text":3761,"spans":3762,"direction":55},"Divide the employee’s salary by the midpoint of the salary range.",[],{"type":3757,"text":3764,"spans":3765,"direction":55},"Multiply the result by 100 to convert it to a percentage.",[],{"variation":419,"version":420,"items":3767,"primary":3768,"id":3774,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":3769,"text_size":434,"background_color":2064},[3770],{"type":39,"text":3771,"spans":3772,"direction":55},"Compa-Ratio = (Employee's Salary ÷ Salary Range Midpoint) × 100",[3773],{"start":34,"end":2062,"type":44},"article_text$56a72dbf-a6d4-46e3-94e7-51a6ece0d884",{"variation":419,"version":420,"items":3776,"primary":3777,"id":3508,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":3778,"text_size":434,"background_color":435},[3779,3782,3787,3791,3795,3799,3802,3805,3809,3812,3815,3819,3822,3825,3828,3833,3837,3840,3843,3846,3849],{"type":39,"text":3780,"spans":3781,"direction":55},"Take, for example, this compa-ratio calculation:",[],{"type":509,"text":3783,"spans":3784,"direction":55},"Employee salary: $60,000",[3785],{"start":34,"end":3786,"type":44},15,{"type":509,"text":3788,"spans":3789,"direction":55},"Salary range for the position: $50,000 to $90,000",[3790],{"start":34,"end":1391,"type":44},{"type":509,"text":3792,"spans":3793,"direction":55},"Salary range midpoint: $70,000",[3794],{"start":34,"end":1556,"type":44},{"type":509,"text":3796,"spans":3797,"direction":55},"Calculation: ($60,000 ÷ $70,000) × 100 = 85.7%",[3798],{"start":34,"end":2152,"type":44},{"type":39,"text":3800,"spans":3801,"direction":55},"A compa-ratio of 85.7% indicates that this employee is paid below the midpoint, which may warrant further analysis.",[],{"type":39,"text":3803,"spans":3804,"direction":55},"Meanwhile, the following compa-ratio example looks at another employee:",[],{"type":509,"text":3806,"spans":3807,"direction":55},"Employee salary: $85,000",[3808],{"start":34,"end":3786,"type":44},{"type":509,"text":3788,"spans":3810,"direction":55},[3811],{"start":34,"end":1391,"type":44},{"type":509,"text":3792,"spans":3813,"direction":55},[3814],{"start":34,"end":1556,"type":44},{"type":509,"text":3816,"spans":3817,"direction":55},"Calculation: ($85,000 ÷ $70,000) × 100 = 121.4%",[3818],{"start":34,"end":2152,"type":44},{"type":39,"text":3820,"spans":3821,"direction":55},"This compa-ratio calculation of 121.4% indicates that this employee is paid well above the midpoint. HR or management can then assess whether there's a solid rationale for the employee to be at the high end of the range.",[],{"type":425,"text":3823,"spans":3824,"direction":55},"Real-world compa-ratio calculation examples",[],{"type":39,"text":3826,"spans":3827,"direction":55},"Consider a scenario where a manager wants to review their team’s compa-ratios against the market ranges:",[],{"type":509,"text":3829,"spans":3830,"direction":55},"Employee A earns $55,000 in a market range with a $65,000 midpoint. Their compa-ratio is about 85%.",[3831],{"start":34,"end":3832,"type":44},10,{"type":509,"text":3834,"spans":3835,"direction":55},"Employee B earns $72,000 in the same range. Their compa-ratio is about 111%.",[3836],{"start":34,"end":3832,"type":44},{"type":39,"text":3838,"spans":3839,"direction":55},"These figures reveal that Employee A is underpaid relative to the market range, while Employee B is paid above the midpoint. The manager can then review salaries against the employees' skills, performance, and tenure to determine whether the employees are being paid fairly relative to the market rate.",[],{"type":425,"text":3841,"spans":3842,"direction":55},"Using compa-ratio as a percentage vs a decimal",[],{"type":39,"text":3844,"spans":3845,"direction":55},"A compa-ratio can be expressed two ways: as a decimal (0.90) or as a percentage (90%). Both describe the same relationship between an employee's salary and the midpoint of their range. Both 0.90 and 90% mean the employee earns 90% of the midpoint; the difference is presentation, not calculation.",[],{"type":39,"text":3847,"spans":3848,"direction":55},"Decimals are often used in HR systems and spreadsheets, whereas percentages are easier for people to read at a glance, making them the better choice when sharing pay data with managers, leadership, or employees. Telling a manager their employee's compa-ratio is 90% is easier to grasp than 0.90.",[],{"type":39,"text":3850,"spans":3851,"direction":55},"Whichever format you use, the more important step is applying it consistently. Mixing decimals and percentages across reports or teams invites misreads, so it's worth standardizing on one across your compensation analysis.",[],{"variation":419,"version":420,"items":3853,"primary":3854,"id":3543,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":3855,"text_size":434,"background_color":435},[3856,3859,3864,3867,3875,3879,3883,3886,3889,3893,3897,3907],{"type":425,"text":3857,"spans":3858,"direction":55},"What is a good compa-ratio range?",[],{"type":39,"text":3860,"spans":3861,"direction":55},"The ideal compa-ratio range varies by industry, job level, and company goals. Generally, a range of 80% to 120% is considered acceptable, but understanding why this range matters is key to using compa-ratios effectively.",[3862],{"start":3863,"end":54,"type":44},100,{"type":483,"text":3865,"spans":3866,"direction":55},"The ideal compa-ratio range: 80% to 120% explained",[],{"type":509,"text":3868,"spans":3869,"direction":55},"Below 80%: Employees are being paid significantly below the range for the position. This can lead to dissatisfaction, low retention, and challenges in attracting talent.",[3870,3871,3874],{"start":34,"end":478,"type":44},{"start":2792,"end":2423,"type":47,"data":3872},{"link_type":49,"url":3873,"target":1951},"https:\u002F\u002Fwww.beqom.com\u002Fblog\u002Funderstanding-the-importance-of-employee-retention",{"start":2792,"end":2423,"type":44},{"type":509,"text":3876,"spans":3877,"direction":55},"Between 80% and 100%: Indicates that pay is below or at the range midpoint. This range is common for new hires or employees in roles with limited experience.",[3878],{"start":34,"end":2044,"type":44},{"type":509,"text":3880,"spans":3881,"direction":55},"Above 100%: Salaries in this range often reflect tenure, performance, or roles critical to business operations.",[3882],{"start":34,"end":3832,"type":44},{"type":483,"text":3884,"spans":3885,"direction":55},"Factors that influence compa-ratio variations",[],{"type":39,"text":3887,"spans":3888,"direction":55},"Several factors can lead to differences in compa-ratios across an organization, including:",[],{"type":509,"text":3890,"spans":3891,"direction":55},"Job type: Specialized roles may command higher compa-ratios due to unique skills or certifications, as compared to the market definition of the job.",[3892],{"start":34,"end":499,"type":44},{"type":509,"text":3894,"spans":3895,"direction":55},"Company size: Larger organizations may have more standardized pay structures, with ratios closer to market averages.",[3896],{"start":34,"end":3023,"type":44},{"type":509,"text":3898,"spans":3899,"direction":55},"Economic conditions: Market fluctuations can affect salary benchmarks, leading to pay compression.",[3900,3901,3904,3905],{"start":34,"end":1788,"type":44},{"start":2439,"end":43,"type":47,"data":3902},{"link_type":49,"url":3903,"target":1951},"https:\u002F\u002Fwww.beqom.com\u002Fblog\u002Fidentifying-and-fixing-pay-compression-in-your-organization",{"start":2439,"end":2105,"type":44},{"start":3906,"end":43,"type":44},86,{"type":39,"text":3908,"spans":3909,"direction":55},"When organizations regularly analyze compa-ratios with compensation management software, they can correct imbalances before they become larger issues.",[3910,3912],{"start":2376,"end":1639,"type":47,"data":3911},{"link_type":49,"url":3732,"target":1951},{"start":2376,"end":1639,"type":44},{"variation":419,"version":420,"items":3914,"primary":3915,"id":3949,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":3916,"text_size":434,"background_color":435},[3917,3920,3923,3926,3935,3938,3942,3945],{"type":425,"text":3918,"spans":3919,"direction":55},"3 types of compa-ratios",[],{"type":39,"text":3921,"spans":3922,"direction":55},"Compa-ratios can be analyzed at the individual, group, or organizational level, depending on what question the company is trying to answer. Each will surface compensation trends that reveal whether certain employees are being under- or overpaid.",[],{"type":3757,"text":3924,"spans":3925,"direction":55},"Individual compa-ratio: A focus on employee-level analysis",[],{"type":39,"text":3927,"spans":3928,"direction":55},"An individual compa-ratio assesses an employee’s pay compared to their range’s midpoint. This analysis highlights pay disparities that may affect retention or satisfaction.",[3929,3930,3934],{"start":1298,"end":2958,"type":44},{"start":3931,"end":2410,"type":47,"data":3932},114,{"link_type":49,"url":3933,"target":1951},"https:\u002F\u002Fwww.beqom.com\u002Fblog\u002Fhow-to-identify-and-address-pay-disparity-and-inequity",{"start":3931,"end":2410,"type":44},{"type":3757,"text":3936,"spans":3937,"direction":55},"Group compa-ratio: Insights for teams and departments",[],{"type":39,"text":3939,"spans":3940,"direction":55},"Group compa-ratios aggregate individual ratios for broader insights. Calculating the compa-ratio for a department can reveal trends, such as pay disparities or alignment with market benchmarks.",[3941],{"start":34,"end":1396,"type":44},{"type":3757,"text":3943,"spans":3944,"direction":55},"Comparing average compa-ratios across organizations",[],{"type":39,"text":3946,"spans":3947,"direction":55},"Benchmarking the average compa-ratio against industry standards can inform competitive compensation strategies. This process is essential for organizations striving to remain attractive to top talent while maintaining internal equity.",[3948],{"start":2408,"end":3742,"type":44},"article_text$98439451-699f-4cfb-ac84-5464321558ec",{"variation":419,"version":420,"items":3951,"primary":3952,"id":4014,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":3953,"text_size":434,"background_color":435},[3954,3957,3960,3963,3966,3970,3974,3988,3992,3995,3999,4003,4007,4011],{"type":425,"text":3955,"spans":3956,"direction":55},"How compa-ratios support your strategic goals",[],{"type":39,"text":3958,"spans":3959,"direction":55},"By analyzing compa-ratios, organizations can make data-driven decisions that address pay gaps, support compliance, and align compensation with broader business objectives. The same metric serves two connected goals: keeping pay equitable and defensible, and steering compensation toward what the business is trying to achieve.",[],{"type":483,"text":3961,"spans":3962,"direction":55},"Keep pay equitable and compliant",[],{"type":39,"text":3964,"spans":3965,"direction":55},"Compa-ratios help identify and address pay disparities that affect compliance with pay equity laws. By comparing employee salaries to the midpoint of their ranges, organizations can:",[],{"type":509,"text":3967,"spans":3968,"direction":55},"Spot inequities: A pattern of low compa-ratios across certain demographic groups (such as gender, race, or ethnicity) can signal potential pay inequities that need to be addressed to avoid legal and reputational risks.",[3969],{"start":34,"end":3786,"type":44},{"type":509,"text":3971,"spans":3972,"direction":55},"Ensure consistent pay policies: Compa-ratios enable HR teams to review compensation practices and ensure they are applied fairly across all employees, reducing the risk of unintentional biases.",[3973],{"start":34,"end":2415,"type":44},{"type":509,"text":3975,"spans":3976,"direction":55},"Support data-driven corrections: By using pay equity software and compa-ratio analysis together, organizations can adjust salaries transparently and equitably, ensuring compliance with laws such as the Equal Pay Act and other regional regulations.",[3977,3978,3981,3982,3987],{"start":34,"end":2566,"type":44},{"start":1561,"end":1817,"type":47,"data":3979},{"link_type":49,"url":3980,"target":1951},"https:\u002F\u002Fwww.beqom.com\u002Fproducts\u002Fpay-equity-by-payanalytics",{"start":1561,"end":1817,"type":44},{"start":3983,"end":3984,"type":47,"data":3985},202,215,{"link_type":49,"url":3986,"target":1951},"https:\u002F\u002Fwww.eeoc.gov\u002Fstatutes\u002Fequal-pay-act-1963",{"start":3983,"end":3984,"type":44},{"type":483,"text":3989,"spans":3990,"direction":55},"How do compa-ratios help to align pay with organizational goals?",[3991],{"start":34,"end":2709,"type":44},{"type":39,"text":3993,"spans":3994,"direction":55},"Compa-ratios also let organizations steer compensation toward specific objectives:",[],{"type":509,"text":3996,"spans":3997,"direction":55},"Controlling budget: Companies that manage costs can keep salaries closer to the midpoint to support financial sustainability without sacrificing fairness.",[3998],{"start":34,"end":2044,"type":44},{"type":509,"text":4000,"spans":4001,"direction":55},"Rewarding top talent: Compa-ratios above 100% for high performers align pay with contribution and incentivize excellence.",[4002],{"start":34,"end":2044,"type":44},{"type":509,"text":4004,"spans":4005,"direction":55},"Benchmarking against the market: Comparing compa-ratios to market benchmarks helps attract and retain talent.",[4006],{"start":34,"end":2566,"type":44},{"type":509,"text":4008,"spans":4009,"direction":55},"Driving transparency: Communicating compa-ratio policies openly builds trust, reduces turnover, and supports satisfaction.",[4010],{"start":34,"end":2044,"type":44},{"type":39,"text":4012,"spans":4013,"direction":55},"By regularly reviewing and adjusting compa-ratios, organizations can align their compensation strategies with priorities like innovation, equity, and market competitiveness.",[],"article_text$d316b758-2431-4fba-bc9b-b6991134d49e",{"variation":419,"version":420,"items":4016,"primary":4017,"id":4025,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":4018,"text_size":434,"background_color":435},[4019,4022],{"type":425,"text":4020,"spans":4021,"direction":55},"How to make compa-ratios part of your compensation strategy ",[],{"type":39,"text":4023,"spans":4024,"direction":55},"Used well, a compa-ratio shows whether employee pay aligns with both the market and the company's goals. Its real value comes from context. A high or low ratio means different things depending on an employee's role, skills, and tenure, so the goal is to read each one in that light and address any gaps in line with organizational goals and pay equity standards.",[],"article_text$29b96d32-1d5a-4ce8-a704-d6b67760fec5",{"variation":419,"version":420,"items":4027,"primary":4028,"id":3555,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":4029,"text_size":2063,"background_color":2064},[4030,4039],{"type":39,"text":4031,"spans":4032,"direction":55},"beqom's compensation management software streamlines the calculation, analysis, and optimization of compa-ratios. Paired with tools like pay equity software and pay intelligence, beqom helps organizations build fair and competitive compensation structures.",[4033,4038],{"start":4034,"end":4035,"type":47,"data":4036},161,177,{"link_type":49,"url":4037,"target":1951},"https:\u002F\u002Fwww.beqom.com\u002Fproducts\u002Fpay-intelligence",{"start":4034,"end":4035,"type":44},{"type":39,"text":4040,"spans":4041,"direction":55},"Ready to enhance your compensation strategy? Start a conversation with beqom today.",[4042,4044],{"start":2259,"end":2439,"type":47,"data":4043},{"link_type":49,"url":2965,"target":1951},{"start":2259,"end":2439,"type":44},"Compa-Ratio Guide: How to Set Fair Compensation | beqom","Learn how to calculate and interpret compa-ratios to ensure fair, competitive compensation. Discover how beqom helps you manage pay equity at scale.",{"dimensions":4048,"alt":5,"copyright":5,"url":3559,"id":3560,"edit":4049},{"width":28,"height":29},{"x":34,"y":34,"zoom":35,"background":36},"Compa-Ratio: Your Guide to Competitive Pay","Master the compa-ratio metric to build equitable and competitive compensation strategies for your organization.","Compa-Ratio: A Guide to Fair Pay","Learn how compa-ratios help organizations align salaries with market benchmarks and foster pay equity.",{"id":4055,"uid":4056,"url":4057,"type":1294,"href":4058,"tags":4059,"first_publication_date":4060,"last_publication_date":4061,"slugs":4062,"linked_documents":4064,"lang":14,"alternate_languages":4065,"data":4072},"ZtopSBIAACIA1Lwp","the-top-10-bonus-structure-examples","\u002Fblog\u002Fthe-top-10-bonus-structure-examples","https:\u002F\u002Fbeqom-com.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=aobhkhIAACgAyj7t&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22ZtopSBIAACIA1Lwp%22%29+%5D%5D",[],"2024-09-10T08:00:27+0000","2026-06-25T15:06:38+0000",[4063],"1.-goal-based-bonuses",[],[4066,4068,4070],{"id":4067,"type":1294,"lang":24,"uid":4056},"akec9xEAACkA5zlX",{"id":4069,"type":1294,"lang":21,"uid":4056},"aCduNhEAACUAou_H",{"id":4071,"type":1294,"lang":18,"uid":4056},"aiMpVRIAAC0A7v3j",{"title":4073,"excerpt":4074,"written_by":4078,"reviewed_by":4093,"publication_date":4094,"date_to_order_by":4095,"last_modified_date":4095,"last_modified_date_description":4096,"time_to_read":478,"blog_post_gating":3621,"button_label":5,"featured_image":4097,"products":4107,"topics":4119,"slices":4125,"meta_title":4537,"meta_description":4538,"meta_image":4539,"seo_index":57,"seo_follow":57,"og_title":4543,"og_description":4544,"twitter_title":4545,"twitter_description":4546,"do_not_display_in_list_of_blogs":99},"The Top 10 Bonus Structure Examples",[4075],{"type":39,"text":4076,"spans":4077,"direction":55},"Explore the top 10 bonus structures you can implement to empower your employees while driving innovation and promoting organizational growth.",[],{"id":3591,"type":1930,"tags":4079,"lang":14,"slug":3593,"first_publication_date":3594,"last_publication_date":3595,"uid":3593,"url":3596,"data":4080,"link_type":97,"key":4092,"isBroken":99},[],{"name":3598,"author_photo":4081,"job_title":3604,"company_name":1947,"company_url":4084,"is_a_former_beqom_employee":99,"author_information":4085,"areas_of_expertise":4089,"resides_in":3615,"education":3616},{"dimensions":4082,"alt":3598,"copyright":5,"url":3601,"id":3602,"edit":4083},{"width":1194,"height":1194},{"x":34,"y":34,"zoom":35,"background":36},{"link_type":49,"key":3606,"url":1950,"target":1951},[4086],{"type":39,"text":1809,"spans":4087,"direction":55},[4088],{"start":34,"end":3428,"type":44},[4090],{"type":39,"text":3613,"spans":4091,"direction":55},[],"49995e46-6107-4800-b7b2-d357e1ca6baa",{"link_type":97},"2026-06-25T21:54:00+0000","2026-06-25",[],{"dimensions":4098,"alt":4099,"copyright":5,"url":4100,"id":4101,"edit":4102,"preview":4103},{"width":353,"height":354},"Woman in a work setting smiling.","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FaUFJv3NYClf9oQbZ_Frame1597881451.jpg?auto=format%2Ccompress&rect=42%2C0%2C1116%2C630&w=1240&h=700","aUFJv3NYClf9oQbZ",{"x":1561,"y":34,"zoom":35,"background":36},{"dimensions":4104,"alt":4099,"copyright":5,"url":4105,"id":4101,"edit":4106},{"width":362,"height":363},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FaUFJv3NYClf9oQbZ_Frame1597881451.jpg?auto=format%2Ccompress&rect=40%2C0%2C1119%2C630&w=828&h=466",{"x":1401,"y":34,"zoom":35,"background":36},[4108],{"product":4109},{"id":118,"type":119,"tags":4110,"lang":14,"slug":121,"first_publication_date":122,"last_publication_date":123,"uid":124,"url":125,"data":4111,"link_type":97,"key":4118,"isBroken":99},[],{"title":116,"icon":4112,"preview_title":1190,"preview_image":4115,"meta_title":3066,"meta_description":3067},{"dimensions":4113,"alt":1186,"copyright":5,"url":1187,"id":1188,"edit":4114},{"width":1185,"height":375},{"x":34,"y":34,"zoom":35,"background":36},{"dimensions":4116,"alt":1195,"copyright":5,"url":1196,"id":1197,"edit":4117},{"width":1193,"height":1194},{"x":34,"y":34,"zoom":35,"background":36},"b2aa26ff-6d14-4dbd-85b8-66ff7cd52d43",[4120],{"topic":4121},{"id":1738,"type":1344,"tags":4122,"lang":14,"slug":124,"first_publication_date":1740,"last_publication_date":1741,"uid":124,"data":4123,"link_type":97,"key":4124,"isBroken":99},[],{"title":116},"de2e0099-30c8-4e73-8bc7-55823c24e194",[4126,4155,4269,4283,4399,4410,4467,4517],{"variation":419,"version":420,"items":4127,"primary":4128,"id":4154,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":4129,"text_size":2063,"background_color":435},[4130,4137,4140,4151],{"type":39,"text":4131,"spans":4132,"direction":55},"What gets people to do their best work, and how do you reward them when they do? Bonus plans and other employee incentives allow organizations to enhance employee motivation, productivity, and overall job satisfaction.",[4133],{"start":366,"end":4134,"type":47,"data":4135},92,{"link_type":49,"url":4136,"target":1951},"https:\u002F\u002Fwww.beqom.com\u002Fblog\u002Fengage-thrive-reward-developing-a-successful-bonus",{"type":39,"text":4138,"spans":4139,"direction":55},"But designing a bonus structure isn't only about motivating the right behaviors anymore. Today, it's about compliance and operations decisions just as much as it's about motivation and morale. When bonus structures live in spreadsheets or disconnected systems, the risks compound: calculation errors go undetected, audit trails disappear, and mid-cycle adjustments take weeks instead of hours. The rules around what employers must disclose about variable pay are tightening too, and the geography of where employees actually work is reshaping how bonuses get calculated, paid, and reported.",[],{"type":39,"text":4141,"spans":4142,"direction":55},"The most immediate pressure comes from US state-level pay transparency laws. In under a decade, the country went from no legislation to laws covering over 40% of the workforce, according to our US Pay Transparency Index. California, Colorado, Washington, New York, Illinois, and a growing list of other states now require employers to disclose pay ranges in job postings. Several extend the requirement to bonuses, commissions, and other variable compensation.",[4143,4148],{"start":4144,"end":4145,"type":47,"data":4146},189,190,{"link_type":49,"url":4147,"target":1951},"https:\u002F\u002Fwww.beqom.com\u002Fblog\u002Fus-pay-transparency-index",{"start":3552,"end":4149,"type":47,"data":4150},219,{"link_type":49,"url":4147,"target":1951},{"type":39,"text":4152,"spans":4153,"direction":55},"As you build out your incentive systems, explore these 10 bonus structure examples to determine which are right for your company.",[],"article_text$1e5e6698-b544-4f19-9ce6-352a70751161",{"variation":419,"version":420,"items":4156,"primary":4157,"id":4268,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":4158,"text_size":434,"background_color":435},[4159,4162,4165,4169,4173,4176,4179,4182,4186,4189,4192,4196,4200,4203,4206,4209,4213,4216,4219,4223,4226,4229,4232,4235,4239,4242,4245,4249,4252,4255,4258,4261,4265],{"type":425,"text":4160,"spans":4161,"direction":55},"1. Goal-based bonuses",[],{"type":39,"text":4163,"spans":4164,"direction":55},"When an employee or team reaches a predetermined objective, the company may award them goal-based bonuses. Organizations may grant goal-based bonuses regularly, such as biannually or annually, to incentivize employees to perform well and meet their goals. ",[],{"type":39,"text":4166,"spans":4167,"direction":55},"Example: Employees may receive a goal-based bonus after completing a project or reaching their quota within a set timeline, such as a quarter. ",[4168],{"start":34,"end":478,"type":44},{"type":39,"text":4170,"spans":4171,"direction":55},"Best for: ",[4172],{"start":34,"end":3832,"type":44},{"type":509,"text":4174,"spans":4175,"direction":55},"Roles with measurable outputs like sales targets, project deadlines, production quotas, or customer satisfaction scores.",[],{"type":509,"text":4177,"spans":4178,"direction":55},"Companies that want to tie individual performance to high-priority business outcomes.",[],{"type":509,"text":4180,"spans":4181,"direction":55},"Teams where the work breaks down into discrete, trackable goals.",[],{"type":39,"text":4183,"spans":4184,"direction":55},"Pro tip: Build the bonus around SMART (specific, measurable, achievable, relevant, and time-bound) goals. Vague targets like \"improve sales\" leave employees guessing, while a goal like \"close 15 enterprise deals by Q4\" gives both sides something measurable to track.",[4185],{"start":34,"end":478,"type":44},{"type":425,"text":4187,"spans":4188,"direction":55},"2. Sales-based bonuses",[],{"type":39,"text":4190,"spans":4191,"direction":55},"Sales-based bonuses give sales representatives additional opportunities to earn rewards tied to their performance. While commissions are direct compensation tied to individual sales, sales-based bonuses provide additional incentives beyond potential commissions. ",[],{"type":39,"text":4193,"spans":4194,"direction":55},"Example: Sales representatives can earn a quarterly sales target bonus in addition to their regular commissions. When sales targets are met or exceeded, representatives can receive a bonus equivalent to a percentage of their total sales revenue for that period.",[4195],{"start":34,"end":499,"type":44},{"type":39,"text":4197,"spans":4198,"direction":55},"Best for:  ",[4199],{"start":34,"end":2152,"type":44},{"type":509,"text":4201,"spans":4202,"direction":55},"Sales teams where you want to reward outcomes beyond individual deals, like team performance, client retention, or market expansion.",[],{"type":509,"text":4204,"spans":4205,"direction":55},"Companies looking to drive specific sales behaviors that commissions don't cover, like upselling existing customers or cross-selling new products.",[],{"type":509,"text":4207,"spans":4208,"direction":55},"Reps whose individual deals are unpredictable but whose contribution to the team or pipeline is steady.",[],{"type":39,"text":4210,"spans":4211,"direction":55},"Pro tip: Combine sales-based bonuses with other forms of sales incentive compensation to deliver measurable results within sales teams and drive financial success within your organization.",[4212],{"start":34,"end":478,"type":44},{"type":425,"text":4214,"spans":4215,"direction":55},"3. Attendance bonuses",[],{"type":39,"text":4217,"spans":4218,"direction":55},"Companies can reward employees for consistently showing up to work and meeting attendance targets with attendance bonuses. Awarding bonuses for attending work can reduce absenteeism and aid organizational productivity.",[],{"type":39,"text":4220,"spans":4221,"direction":55},"Example: Employees are eligible to receive an attendance bonus if they attend all scheduled shifts during a calendar month, or an additional five days of pay at the end of the year if they have not used sick leave. ",[4222],{"start":34,"end":478,"type":44},{"type":39,"text":4197,"spans":4224,"direction":55},[4225],{"start":34,"end":2152,"type":44},{"type":509,"text":4227,"spans":4228,"direction":55},"Industries where consistent staffing is operationally critical, like manufacturing, healthcare, customer service, and warehousing.",[],{"type":509,"text":4230,"spans":4231,"direction":55},"Hourly or shift-based workforces where a single absence creates coverage gaps.",[],{"type":509,"text":4233,"spans":4234,"direction":55},"Roles where short-notice call-outs translate directly into lost productivity or customer impact.",[],{"type":39,"text":4236,"spans":4237,"direction":55},"Pro tip: Build in clear exceptions for legally protected absences. Disability-related leave, medical leave, and other protected categories shouldn't disqualify an employee from the bonus, or you risk a discrimination claim. Document the exceptions in the policy itself so managers don't have to interpret them on a case-by-case basis.",[4238],{"start":34,"end":499,"type":44},{"type":425,"text":4240,"spans":4241,"direction":55},"4. Profit-sharing bonuses",[],{"type":39,"text":4243,"spans":4244,"direction":55},"Eligible employees can receive a percentage of the company’s profits, typically annually, through profit-sharing bonuses. These bonuses can be distributed as cash, stocks, or other forms of compensation and link employee performance with the company’s growth and prosperity. ",[],{"type":39,"text":4246,"spans":4247,"direction":55},"Example: A company’s annual profits are $100,000, and 10% of the profit is distributed as a bonus to five eligible employees who receive an amount relative to their salary. If employee A’s salary represents 25% of the company’s total salaries, they will receive 25% of the total bonus pool, ensuring fair distribution of the profit-sharing bonus. ",[4248],{"start":34,"end":499,"type":44},{"type":39,"text":4197,"spans":4250,"direction":55},[4251],{"start":34,"end":2152,"type":44},{"type":509,"text":4253,"spans":4254,"direction":55},"Companies with steady or predictable profit cycles, where the payout doesn't swing wildly year to year.",[],{"type":509,"text":4256,"spans":4257,"direction":55},"Organizations that want employees to think about company-wide outcomes, not just individual or team metrics.",[],{"type":509,"text":4259,"spans":4260,"direction":55},"Workforces where ownership mentality is part of the culture you're building.",[],{"type":39,"text":4262,"spans":4263,"direction":55},"Pro tip: Pair profit-sharing with another long-term incentive (LTI), such as equity grants or retention bonuses. Profits dip in down years, and a workforce that only sees a single profit-sharing payout will feel the swing. A second LTI smooths the experience and keeps people engaged through the lean stretches.",[4264],{"start":34,"end":499,"type":44},{"type":425,"text":4266,"spans":4267,"direction":55},"",[],"article_text$7528772c-2a7d-41c6-a230-4c7503e2a478",{"variation":419,"version":420,"items":4270,"primary":4271,"id":4281,"slice_type":4282,"slice_label":5},[],{"section_id":5,"image":4272,"caption":4280},{"dimensions":4273,"alt":4276,"copyright":5,"url":4277,"id":4278,"edit":4279},{"width":4274,"height":4275},1200,630,"Woman standing with her arms crossed.","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FZzNCD68jQArT0v-f_beqom_SEOblogonPerformanceImprovementPlans_PrismicBanner.jpg?auto=format,compress","ZzNCD68jQArT0v-f",{"x":34,"y":34,"zoom":35,"background":36},[],"article_image$67f90ca5-6696-4a49-8776-4ec8bd17eecc","article_image",{"variation":419,"version":420,"items":4284,"primary":4285,"id":4398,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":4286,"text_size":434,"background_color":435},[4287,4290,4293,4297,4300,4303,4306,4309,4317,4320,4323,4327,4330,4333,4336,4339,4343,4346,4349,4353,4356,4359,4362,4365,4369,4372,4375,4379,4383,4386,4389,4392,4396],{"type":425,"text":4288,"spans":4289,"direction":55},"5. Team-based bonuses",[],{"type":39,"text":4291,"spans":4292,"direction":55},"Companies can encourage teamwork and cooperation by awarding team-based bonuses. Rather than focusing solely on individual performance, team-based bonuses recognize the collaborative efforts of a group or department in achieving shared goals or project milestones. ",[],{"type":39,"text":4294,"spans":4295,"direction":55},"Example: A $20,000 bonus is awarded quarterly to a team that successfully completes a project within the timeline. Team leaders, along with senior management, can collaborate to determine how the bonus is allocated.  ",[4296],{"start":34,"end":478,"type":44},{"type":39,"text":4197,"spans":4298,"direction":55},[4299],{"start":34,"end":2152,"type":44},{"type":509,"text":4301,"spans":4302,"direction":55},"Projects or workstreams where outcomes depend on collaboration rather than individual heroics.",[],{"type":509,"text":4304,"spans":4305,"direction":55},"Cross-functional initiatives that pull people from different departments toward a single deliverable.",[],{"type":509,"text":4307,"spans":4308,"direction":55},"Workforces where you're trying to reduce internal competition and build a collaborative culture.",[],{"type":39,"text":4310,"spans":4311,"direction":55},"Pro tip: Document and share the criteria you use to split the pool. If team members can see how their share was calculated (project role, hours contributed, deliverables owned), the bonus reinforces collaboration rather than creating side conversations about who got what. Workforce analytics tools help surface the underlying performance data managers use to justify the split.",[4312,4313],{"start":34,"end":478,"type":44},{"start":4314,"end":4315,"type":47,"data":4316},273,298,{"link_type":49,"url":4037,"target":1951},{"type":425,"text":4318,"spans":4319,"direction":55},"6. Spot bonuses",[],{"type":39,"text":4321,"spans":4322,"direction":55},"Spot bonuses are given to employees instantly or spontaneously for their performance, actions, or behaviors. As opposed to other forms of bonuses, spot bonuses are often unexpected and are not tied to predetermined criteria or timelines.",[],{"type":39,"text":4324,"spans":4325,"direction":55},"Example: When a customer provides unsolicited feedback about an employee’s exceptional service, the employee is immediately awarded a monetary bonus, such as cash or a gift card, or a non-monetary bonus, like a certificate or extra paid time off. ",[4326],{"start":34,"end":499,"type":44},{"type":39,"text":4197,"spans":4328,"direction":55},[4329],{"start":34,"end":2152,"type":44},{"type":509,"text":4331,"spans":4332,"direction":55},"Reinforcing specific behaviors quickly, while the moment is fresh.",[],{"type":509,"text":4334,"spans":4335,"direction":55},"Workplaces where formal review cycles are too slow to capture day-to-day excellence.",[],{"type":509,"text":4337,"spans":4338,"direction":55},"Companies that want to give managers a flexible, low-overhead recognition tool.",[],{"type":39,"text":4340,"spans":4341,"direction":55},"Pro tip: Set a quarterly budget per manager and document the criteria for each spot bonus. Without those guardrails, spot bonuses tend to favor employees who are visible to leadership, and the rest of the team starts to notice the pattern. A simple \"I awarded this for X\" log keeps the program fair and gives you something to point to if anyone questions the distribution.",[4342],{"start":34,"end":499,"type":44},{"type":425,"text":4344,"spans":4345,"direction":55},"7. Retention bonuses",[],{"type":39,"text":4347,"spans":4348,"direction":55},"After staying with the company for an agreed-upon period, an employee becomes eligible for a retention bonus, a financial incentive that helps organizations retain key talent and minimize hiring costs. Companies may also offer retention bonuses to keep employees they suspect are exploring opportunities with competitors.",[],{"type":39,"text":4350,"spans":4351,"direction":55},"Example: A retention bonus is paid annually to eligible employees who remain with the company for a year. The bonus payout can coincide with the employee’s anniversary date or the end of the fiscal year, and is based on either a percentage of the employee’s salary or a flat rate set by HR.",[4352],{"start":34,"end":478,"type":44},{"type":39,"text":4197,"spans":4354,"direction":55},[4355],{"start":34,"end":2152,"type":44},{"type":509,"text":4357,"spans":4358,"direction":55},"Periods of organizational change, like mergers, acquisitions, or major restructurings, when uncertainty is high and people are scanning the job market.",[],{"type":509,"text":4360,"spans":4361,"direction":55},"Hard-to-replace roles where institutional knowledge would take a year or more to rebuild.",[],{"type":509,"text":4363,"spans":4364,"direction":55},"Specific employees who are identified as flight risks during tight labor markets.",[],{"type":39,"text":4366,"spans":4367,"direction":55},"Pro tip: Pair retention bonuses with conversations about why an employee is at risk of leaving. If a key contributor is restless due to growth, workload, or management issues, a retention bonus delays departure without preventing it. Use the bonus to open the conversation that does the actual retention work.",[4368],{"start":34,"end":499,"type":44},{"type":425,"text":4370,"spans":4371,"direction":55},"8. Referral bonuses",[],{"type":39,"text":4373,"spans":4374,"direction":55},"When employees refer candidates to the company, they can receive a referral bonus, typically in the form of cash, gift cards, or additional PTO. Companies may opt to offer referral bonuses as a flat rate, regardless of position type, or through a tiered structure that accounts for the level or importance of the position.",[],{"type":39,"text":4376,"spans":4377,"direction":55},"Example: Employees can refer candidates to a role by submitting their resumes through the company’s designated referral portal or directly to the HR department. The company can employ a tiered bonus system, with higher bonuses being granted for successfully referring candidates for hard-to-fill positions. ",[4378],{"start":34,"end":478,"type":44},{"type":39,"text":4380,"spans":4381,"direction":55},"Best for:",[4382],{"start":34,"end":478,"type":44},{"type":509,"text":4384,"spans":4385,"direction":55},"Companies hiring at scale, where the cost of external recruiting is climbing.",[],{"type":509,"text":4387,"spans":4388,"direction":55},"Roles where domain expertise matters, and current employees know who's good in the field.",[],{"type":509,"text":4390,"spans":4391,"direction":55},"Workforces with strong professional networks, especially in specialized industries like tech, healthcare, or finance.",[],{"type":39,"text":4393,"spans":4394,"direction":55},"Pro tip: Put the full role requirements in the referral request, beyond what's in the public job posting. The employee making the referral needs to know what the hiring team is looking for. A short internal brief that lists must-have skills, deal-breakers, and what success looks like in the first 90 days helps employees self-filter their network and refer candidates who can clear the interview.",[4395],{"start":34,"end":499,"type":44},{"type":425,"text":4266,"spans":4397,"direction":55},[],"article_text$40902cc2-5632-4a61-9280-61ed9f6aa67d",{"variation":419,"version":420,"items":4400,"primary":4401,"id":4409,"slice_type":4282,"slice_label":5},[],{"section_id":5,"image":4402,"caption":4408},{"dimensions":4403,"alt":4404,"copyright":5,"url":4405,"id":4406,"edit":4407},{"width":4274,"height":4275},"Man sitting in office setting and smiling","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FZzMfha8jQArT0uvJ_beqom-nurture_02_understanding-long-term-incentives_banner.jpg?auto=format,compress","ZzMfha8jQArT0uvJ",{"x":34,"y":34,"zoom":35,"background":36},[],"article_image$0421a89f-b05d-4028-8741-790cbd1dc905",{"variation":419,"version":420,"items":4411,"primary":4412,"id":4466,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":4413,"text_size":434,"background_color":435},[4414,4417,4420,4424,4427,4430,4433,4436,4440,4443,4446,4450,4453,4456,4459,4462],{"type":425,"text":4415,"spans":4416,"direction":55},"9. Safety bonuses",[],{"type":39,"text":4418,"spans":4419,"direction":55},"Safety bonuses encourage employees to adhere to safety protocols, regulations, and best practices, reducing accidents and promoting workplace responsibility. These bonuses are useful in manufacturing, warehousing, healthcare, construction, and other high-risk industries where safety is a priority. ",[],{"type":39,"text":4421,"spans":4422,"direction":55},"Example: All eligible employees receive a quarterly bonus for maintaining a zero-accident record over a specified period, such as each quarter.",[4423],{"start":34,"end":478,"type":44},{"type":39,"text":4197,"spans":4425,"direction":55},[4426],{"start":34,"end":2152,"type":44},{"type":509,"text":4428,"spans":4429,"direction":55},"High-risk industries like manufacturing, warehousing, healthcare, construction, and oil and gas.",[],{"type":509,"text":4431,"spans":4432,"direction":55},"Workforces where safety incidents have direct financial consequences, including downtime, OSHA penalties, or workers' compensation claims.",[],{"type":509,"text":4434,"spans":4435,"direction":55},"Sites with shift-based or team-based work where collective accountability reinforces individual behavior.",[],{"type":39,"text":4437,"spans":4438,"direction":55},"Pro tip: Tie the bonus to specific, observable behaviors rather than just incident-free streaks. Rewarding \"zero incidents this quarter\" can pressure workers to underreport injuries to keep the streak alive. Rewarding things like completing safety training on time, reporting near-misses, or wearing required PPE rewards the actual behavior you want without creating an incentive to hide problems.",[4439],{"start":34,"end":478,"type":44},{"type":425,"text":4441,"spans":4442,"direction":55},"10. Innovation bonuses",[],{"type":39,"text":4444,"spans":4445,"direction":55},"Innovation bonuses encourage employees to contribute fresh ideas, creative solutions, and unconventional approaches to solving problems and completing projects within the organization.",[],{"type":39,"text":4447,"spans":4448,"direction":55},"Example: Employees are encouraged to submit proposals for process enhancements, product improvements, AI use cases, cost-saving measures, or other initiatives that can positively impact the company. Proposals are evaluated for feasibility, potential impact, and alignment with the organization’s goals; promising ideas are implemented, and employees receive bonuses for their contributions.",[4449],{"start":34,"end":478,"type":44},{"type":39,"text":4197,"spans":4451,"direction":55},[4452],{"start":34,"end":2152,"type":44},{"type":509,"text":4454,"spans":4455,"direction":55},"Organizations that need to surface ideas from people closest to the work, especially in operations, manufacturing, or customer-facing roles.",[],{"type":509,"text":4457,"spans":4458,"direction":55},"Companies pushing continuous improvement, lean operations, or AI adoption and innovation.",[],{"type":509,"text":4460,"spans":4461,"direction":55},"Workforces where good ideas often go unspoken because there's no clear path from idea to action.",[],{"type":39,"text":4463,"spans":4464,"direction":55},"Pro tip: Innovation programs lose momentum fast when employees submit ideas into a black box and never hear back. Especially in AI use cases, where employees are already experimenting on their own, a slow process pushes those experiments into private workflows rather than formalizing them for the team to adopt. Simple status updates (\"under review,\" \"implementing,\" \"passed on, here's why\") signal that the program produces real outcomes.",[4465],{"start":34,"end":478,"type":44},"article_text$87e4ea47-9355-4ded-807f-b5b0e5e38ef1",{"variation":419,"version":420,"items":4468,"primary":4469,"id":4516,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":4470,"text_size":434,"background_color":1121},[4471,4474,4477,4480,4483,4486,4489,4492,4495,4498,4501,4504,4507,4510,4513],{"type":425,"text":4472,"spans":4473,"direction":55},"How do KPIs connect to bonus structures?",[],{"type":39,"text":4475,"spans":4476,"direction":55},"Most bonus structures only work if they're anchored to the right KPIs. A bonus plan without well-defined key performance indicators is a budget line without a purpose — it pays out without telling your people what you're actually rewarding, or why.",[],{"type":39,"text":4478,"spans":4479,"direction":55},"A KPI is bonus-worthy when it meets three criteria. It needs to be measurable, meaning you can produce a number at the end of the period without interpretation or debate. It needs to be attributable, meaning the employee or team can influence the outcome through their own actions. And it needs to be aligned to a business outcome that matters at the level above — so individual KPIs connect to team goals, and team goals connect to company priorities.",[],{"type":483,"text":4481,"spans":4482,"direction":55},"What makes a good bonus KPI?",[],{"type":39,"text":4484,"spans":4485,"direction":55},"The best KPIs are ones where the employee can draw a direct line between their daily decisions and the number on their statement. Vague KPIs — \"demonstrate leadership\" or \"contribute to team culture\" — fail this test because they require subjective interpretation at payout time, which creates inconsistency across managers and erodes trust in the program.",[],{"type":39,"text":4487,"spans":4488,"direction":55},"Strong bonus KPIs tend to share a few characteristics: they're quantitative (a count, a rate, a percentage, a dollar figure), they have a defined measurement window that matches the bonus cycle, and they're captured in a system rather than estimated by a manager after the fact. That last point matters more than it sounds — when KPI data has to be manually assembled at the end of a quarter, errors accumulate and disputes follow.",[],{"type":483,"text":4490,"spans":4491,"direction":55},"How does KPI selection differ by bonus type?",[],{"type":39,"text":4493,"spans":4494,"direction":55},"The right KPIs vary significantly depending on the bonus structure you're running. Choosing a KPI that doesn't fit the structure is one of the most common reasons bonus programs underdeliver.",[],{"type":39,"text":4496,"spans":4497,"direction":55},"For goal-based and sales-based bonuses, KPIs should be individual and output-focused — deals closed, revenue generated, quota attainment percentage, or customer satisfaction scores. These are roles where the individual's contribution is directly traceable, so the KPI should reflect that precision.",[],{"type":39,"text":4499,"spans":4500,"direction":55},"For team-based bonuses, KPIs should measure collective outcomes rather than aggregated individual scores. Project delivery on time and within budget, combined customer satisfaction metrics, or shared pipeline contribution are more useful here than summing up individual deal counts. If the KPI can be gamed by one high performer carrying the rest, it's the wrong KPI for a team structure.",[],{"type":39,"text":4502,"spans":4503,"direction":55},"For profit-sharing bonuses, company-level financial KPIs — revenue growth, EBITDA margin, operating profit — are the natural anchor. Because the payout is tied to outcomes that many employees influence only indirectly, it's worth pairing a company-level KPI with a secondary individual or team KPI so your people can see how their work connects to the number that drives their payout.",[],{"type":39,"text":4505,"spans":4506,"direction":55},"For innovation and spot bonuses, KPIs give way to criteria — defined standards for what qualifies for the award. For innovation bonuses, that typically means assessed feasibility, estimated impact, and alignment with strategic priorities. For spot bonuses, documented behavioral criteria matter more than metrics. Either way, the principle is the same: the basis for the award should be defined in advance, visible to employees, and applied consistently by managers.",[],{"type":483,"text":4508,"spans":4509,"direction":55},"What happens when KPIs are poorly defined?",[],{"type":39,"text":4511,"spans":4512,"direction":55},"Poorly defined KPIs don't just undermine the bonus program — they create downstream governance and compliance risks. When managers have to interpret vague targets at payout time, decisions become inconsistent across teams. That inconsistency is harder to defend as pay transparency requirements extend to variable compensation, and it gives employees legitimate grounds to question whether the program is being applied fairly.",[],{"type":39,"text":4514,"spans":4515,"direction":55},"The fix is to define KPIs at the point of program design, not at the point of payout. Document the metric, the measurement method, the data source, and the threshold for each tier of the bonus. When that definition lives in a governed system rather than a spreadsheet or a manager's memory, the program runs consistently at scale — and you have the audit trail to demonstrate it.",[],"article_text$8f2c1d24-3c61-44e1-8139-b5a6998df5ae",{"variation":419,"version":420,"items":4518,"primary":4519,"id":4536,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":4520,"text_size":434,"background_color":2064},[4521,4524,4527,4530],{"type":425,"text":4522,"spans":4523,"direction":55},"Choosing the right bonus structure for your team ",[],{"type":39,"text":4525,"spans":4526,"direction":55},"The right bonus structure depends on who's producing the work in a given industry and on the company's business objective. Each structure promotes a different outcome, from motivating individual performance to encouraging teamwork and innovation.",[],{"type":39,"text":4528,"spans":4529,"direction":55},"Companies should consider integrating a select few of these bonus structure examples to link their objectives to employee motivations, fostering a culture of recognition, collaboration, and innovation. The right compensation platform helps you build those structures with the governance and flexibility to adjust them as your workforce, business objectives, and employee expectations evolve — without depending on IT queues or manual reconciliation to make it happen.",[],{"type":39,"text":4531,"spans":4532,"direction":55},"Have a conversation with beqom about how you can build employee incentive programs that scale with your workforce. Book a demo",[4533],{"start":3931,"end":4534,"type":47,"data":4535},126,{"link_type":49,"url":2965,"target":1951},"article_text$cb9ba5b8-d65a-4ab8-a036-c4bf3a4c0382","Top 10 Bonus Structure Examples","Striving to boost employee performance? Get inspired with the top 10 bonus structure examples and drive innovation and growth in your company.",{"dimensions":4540,"alt":4099,"copyright":5,"url":4541,"id":4101,"edit":4542},{"width":28,"height":29},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FaUFJv3NYClf9oQbZ_Frame1597881451.jpg?auto=format%2Ccompress&w=2400&h=1260",{"x":34,"y":34,"zoom":35,"background":36},"Check out these top 10 bonus structures","Choosing the right bonus plan can boost company performance.","Bonus structures to boost performance","Check out these top 10 bonus structures to empower employees and get results.",{"id":4548,"uid":4549,"url":4550,"type":1294,"href":4551,"tags":4552,"first_publication_date":4553,"last_publication_date":4554,"slugs":4555,"linked_documents":4557,"lang":14,"alternate_languages":4558,"data":4563},"aiL91RIAACgA7rbq","eu-pay-transparency-directive-delay-implications","\u002Fblog\u002Feu-pay-transparency-directive-delay-implications","https:\u002F\u002Fbeqom-com.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=aobhkhIAACgAyj7t&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22aiL91RIAACgA7rbq%22%29+%5D%5D",[],"2026-06-09T15:38:25+0000","2026-08-10T11:28:13+0000",[4556],"1-the-european-commission-does-not-pause",[],[4559,4561],{"id":4560,"type":1294,"lang":24,"uid":4549},"aiwLCxcAAC8AAjgZ",{"id":4562,"type":1294,"lang":21,"uid":4549},"aiwK4xcAADEAAjfV",{"title":4564,"excerpt":4565,"written_by":4569,"reviewed_by":4584,"publication_date":4585,"date_to_order_by":4586,"last_modified_date":5,"last_modified_date_description":4587,"time_to_read":1298,"blog_post_gating":1969,"button_label":5,"featured_image":4588,"products":4598,"topics":4610,"slices":4616,"meta_title":4782,"meta_description":4783,"meta_image":4784,"seo_index":57,"seo_follow":57,"og_title":4785,"og_description":4786,"twitter_title":4787,"twitter_description":4788,"do_not_display_in_list_of_blogs":99},"EU Pay Transparency Directive: Four Reasons to Act Now Despite Delayed Legislation",[4566],{"type":39,"text":4567,"spans":4568,"direction":55},"Waiting for local EUPTD legislation before acting? Here's why that strategy could cost your organization more than compliance.",[],{"id":1929,"type":1930,"tags":4570,"lang":14,"slug":1932,"first_publication_date":1933,"last_publication_date":1934,"uid":1932,"url":1935,"data":4571,"link_type":97,"key":4583,"isBroken":99},[],{"name":1937,"author_photo":4572,"job_title":1946,"company_name":1947,"company_url":4575,"is_a_former_beqom_employee":99,"author_information":4576,"areas_of_expertise":4580,"resides_in":1962,"education":1963},{"dimensions":4573,"alt":1942,"copyright":5,"url":1943,"id":1944,"edit":4574},{"width":1940,"height":1941},{"x":34,"y":34,"zoom":35,"background":36},{"link_type":49,"key":1949,"url":1950,"target":1951},[4577],{"type":39,"text":1954,"spans":4578,"direction":55},[4579],{"start":34,"end":1957,"type":44},[4581],{"type":39,"text":1960,"spans":4582,"direction":55},[],"04fdd3a6-7cf1-417f-87d0-a412a55d5444",{"link_type":97},"2026-06-08T09:00:00+0000","2026-06-08",[],{"dimensions":4589,"alt":4590,"copyright":5,"url":4591,"id":4592,"edit":4593,"preview":4594},{"width":353,"height":354},"Visual of a map of the European Union.","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FaiL-wgeQX7-eW583_Frame1597881611.jpg?auto=format,compress&rect=336,0,8928,5040&w=1240&h=700","aiL-wgeQX7-eW583",{"x":1507,"y":34,"zoom":35,"background":36},{"dimensions":4595,"alt":4590,"copyright":5,"url":4596,"id":4592,"edit":4597},{"width":362,"height":363},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FaiL-wgeQX7-eW583_Frame1597881611.jpg?auto=format,compress&rect=322,0,8955,5040&w=828&h=466",{"x":1512,"y":34,"zoom":35,"background":36},[4599],{"product":4600},{"id":130,"type":119,"tags":4601,"lang":14,"slug":132,"first_publication_date":133,"last_publication_date":134,"uid":135,"url":136,"data":4602,"link_type":97,"key":4609,"isBroken":99},[],{"title":128,"icon":4603,"preview_image":4606,"meta_title":1992,"meta_description":1993},{"dimensions":4604,"alt":376,"copyright":5,"url":377,"id":378,"edit":4605},{"width":374,"height":375},{"x":34,"y":34,"zoom":35,"background":36},{"dimensions":4607,"alt":384,"copyright":5,"url":385,"id":386,"edit":4608},{"width":382,"height":383},{"x":34,"y":34,"zoom":35,"background":36},"fd4d7e0d-9e00-4e9c-bca6-879bd740893b",[4611],{"topic":4612},{"id":1516,"type":1344,"tags":4613,"lang":14,"slug":1518,"first_publication_date":1519,"last_publication_date":1519,"uid":1518,"data":4614,"link_type":97,"key":4615,"isBroken":99},[],{"title":1521,"plural_title":1521},"653e5bc4-9caa-4fa5-832a-62c117fa2b7f",[4617,4638,4671,4683,4700,4717,4734,4761,4772],{"variation":419,"version":420,"items":4618,"primary":4619,"id":4637,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":4620,"text_size":434,"background_color":435},[4621,4628,4631,4634],{"type":39,"text":4622,"spans":4623,"direction":55},"Although the EU Pay Transparency Directive took effect on June 7th, 2026, local transposition varied massively between countries. While a handful of member states met the deadline effectively, others have issued delayed dates for expected implementation, or have not yet passed legislation.",[4624],{"start":2945,"end":4625,"type":47,"data":4626},128,{"link_type":49,"url":4627,"target":1951},"https:\u002F\u002Fwww.beqom.com\u002Fblog\u002Feu-pay-transparency-directive-transposition-by-country",{"type":39,"text":4629,"spans":4630,"direction":55},"We’ve spoken to business leaders and decision-makers who reason that they should pause or delay starting their EU Directive compliance activities until they see what the legislation will look like in their local markets.",[],{"type":39,"text":4632,"spans":4633,"direction":55},"But here’s our take: waiting for the Directive’s transposition at the local level is risky. Organizations should act now across all their EU markets, regardless of whether local governments have delayed transposing the Directive.",[],{"type":39,"text":4635,"spans":4636,"direction":55},"Below, we’ll discuss four reasons why waiting to act may do more harm than good.",[],"article_text$6246c14b-f20b-442f-b01c-da80af696fa4",{"variation":419,"version":420,"items":4639,"primary":4640,"id":4670,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":4641,"text_size":434,"background_color":435},[4642,4645,4667],{"type":425,"text":4643,"spans":4644,"direction":55},"1) The European Commission does not pause",[],{"type":39,"text":4646,"spans":4647,"direction":55},"The Pay Transparency Directive is not the only piece of legislation that EU member states are required to transpose. There are other directives that member states are behind on implementing—and this is not necessarily in their best interest. European Commission infringement procedures can and do take place against nations that put off implementing directives.\nNations with EU Directive transposition delays may ultimately end up facing these proceedings, too. In fact, the Commission responded to a question from the Netherlands in December 2025 by reaffirming that nations were expected to implement the EUPTD by the deadline, signaling that its transposition is a high priority.",[4648,4652,4657,4662],{"start":4649,"end":4144,"type":47,"data":4650},149,{"link_type":49,"url":4651,"target":1951},"https:\u002F\u002Fec.europa.eu\u002Fimplementing-eu-law\u002Ftransposition-directives\u002Fen",{"start":4653,"end":4654,"type":47,"data":4655},262,285,{"link_type":49,"url":4656,"target":1951},"https:\u002F\u002Fec.europa.eu\u002Fimplementing-eu-law\u002Fmember-state-infringement-cases\u002Fen",{"start":4658,"end":4659,"type":47,"data":4660},501,530,{"link_type":49,"url":4661,"target":1951},"https:\u002F\u002Fwww.europarl.europa.eu\u002Fdoceo\u002Fdocument\u002FE-10-2025-004018_EN.html",{"start":4663,"end":4664,"type":47,"data":4665},551,562,{"link_type":49,"url":4666,"target":1951},"https:\u002F\u002Fwww.europarl.europa.eu\u002Fdoceo\u002Fdocument\u002FE-10-2025-004018-ASW_EN.html",{"type":39,"text":4668,"spans":4669,"direction":55},"This also has legal implications for employers, as it reinforces that compliance with the Directive is the expected norm across the EU. Consequently, organizations whose compliance lags in one or more markets may find themselves at a distinct disadvantage.",[],"article_text$582d3067-bb0e-4eda-bd09-214a92e9994c",{"variation":419,"version":420,"items":4672,"primary":4673,"id":4682,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":4674,"text_size":2063,"background_color":2064},[4675],{"type":39,"text":4676,"spans":4677,"direction":55},"How prepared is your organization? Download our 6-point EUPTD readiness checklist to help guide your Directive planning.",[4678,4679],{"start":34,"end":1375,"type":44},{"start":4680,"end":366,"type":47,"data":4681},48,{"link_type":49,"url":50,"target":1951},"article_text$53cf13b6-31d6-4af1-b35c-41095930a524",{"variation":419,"version":420,"items":4684,"primary":4685,"id":4699,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":4686,"text_size":434,"background_color":435},[4687,4690,4693,4696],{"type":425,"text":4688,"spans":4689,"direction":55},"2) Employee rights across the EU are different as of June 7th, even if local legislation did not change",[],{"type":39,"text":4691,"spans":4692,"direction":55},"Even where transposition is delayed at the local level, the Directive still granted EU employees certain rights on June 7th, 2026. These include the right to a pay comparison, compensation in cases of discrimination, information about how pay is determined, a pay secrecy ban, and a salary history ban for jobseekers. ",[],{"type":39,"text":4694,"spans":4695,"direction":55},"In member states that missed the EUPTD transposition deadline, employees may not be able to claim damages directly from an employer just yet. However, they may be able to claim compensation from the local government or file formal complaints. These open cases and complaints could cause significant reputational damage—and reputational risk extends beyond formal complaints. Employees will ask questions about pay regardless of transposition status, and \"we're not legally obliged yet\" is not a satisfying answer. ",[],{"type":39,"text":4697,"spans":4698,"direction":55},"Most organizations we speak to already have a plan to handle these requests: they may not be sharing everything the Directive will eventually require, but they are raising transparency anyway—typically starting with pay ranges—to protect employee trust and employer brand.",[],"article_text$664f500b-6756-40f9-83e8-ade91a5101dc",{"variation":419,"version":420,"items":4701,"primary":4702,"id":4716,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":4703,"text_size":434,"background_color":435},[4704,4707,4713],{"type":425,"text":4705,"spans":4706,"direction":55},"3) Local laws may differ—but not very much",[],{"type":39,"text":4708,"spans":4709,"direction":55},"We’ve kept a close eye on local legislation as it’s taken shape, and the local variations in the Directive’s transposition are marginal. Most differences involve definitions (like the exact definition of “benefits”) or deadlines (like employee request timeframes or snapshot dates). Only in rare cases does local law go beyond what the Directive requires.",[4710],{"start":2153,"end":4711,"type":47,"data":4712},89,{"link_type":49,"url":4627,"target":1951},{"type":39,"text":4714,"spans":4715,"direction":55},"Therefore, even in markets with delayed implementation, employers can be reasonably prepared by planning around the Directive’s core guidelines. They can also look to the legislation of nearby or similar markets to use as a planning framework.",[],"article_text$123fdadb-f822-4d08-9f92-b19639c2b7bc",{"variation":419,"version":420,"items":4718,"primary":4719,"id":4733,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":4720,"text_size":434,"background_color":435},[4721,4724,4727,4730],{"type":425,"text":4722,"spans":4723,"direction":55},"4) Data reporting will be retrospective",[],{"type":39,"text":4725,"spans":4726,"direction":55},"Even when gender pay gap reporting is postponed until 2027, these reports will require 2025\u002F26 data. What organizations operating in the EU do right now truly matters. This point was reinforced when Germany formally asked the European Commission to postpone the reference year for the first reporting cycle—and the Commission's response was unambiguous: the reporting must be based on data as of December 31, 2026, regardless of when national transposition occurs. Waiting for transposition, or hoping for a postponement of the reporting obligation, is a strategic mistake. The reference year will not change.",[],{"type":39,"text":4728,"spans":4729,"direction":55},"In addition, the Directive requires equitable job architectures, clearly defined criteria for pay, meaningful categories of workers, and the ability to run a pay equity assessment. These are all iterative processes, and few organizations get everything right on the first try.",[],{"type":39,"text":4731,"spans":4732,"direction":55},"We've found that it's best to spread this work out over time. This way, you can avoid the pain of a last-minute crunch when local implementation does take place, eliminating the risk of moving forward with a less-than-solid pay architecture. The same goes for closing gender pay gaps. If your organization identifies a pay gap now, and you have extra time before local laws take effect, you could spread the cost of remediation across two years to significantly reduce budget shock.",[],"article_text$23588a05-e746-4260-8ce3-79d162e1b3d7",{"variation":419,"version":420,"items":4735,"primary":4736,"id":4760,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":4737,"text_size":434,"background_color":435},[4738,4741,4744,4748,4752,4757],{"type":425,"text":4739,"spans":4740,"direction":55},"Best practices if transposition is delayed in your market(s)",[],{"type":39,"text":4742,"spans":4743,"direction":55},"Here is what we recommend for employers operating in markets where the EU Directive’s transposition is delayed:",[],{"type":509,"text":4745,"spans":4746,"direction":55},"Use the EU Directive and similar markets as a baseline for your policies. The final local laws may be slightly different, but not by much.",[4747],{"start":34,"end":2153,"type":44},{"type":509,"text":4749,"spans":4750,"direction":55},"Document key assumptions (like dates and definitions). This will make your work more defensible and easier to pivot if local laws end up requiring something different.",[4751],{"start":34,"end":2777,"type":44},{"type":509,"text":4753,"spans":4754,"direction":55},"Use the extra time to iterate processes and close pay gaps.",[4755],{"start":34,"end":4756,"type":44},59,{"type":39,"text":4758,"spans":4759,"direction":55},"These practices serve as vital EU pay transparency risk mitigation, helping you guarantee your employees the rights they are entitled to under EU law, protect your organization’s reputation, and ease the financial burden of compliance. Delaying is risky—start now.",[],"article_text$26c73c46-9c9b-40d1-b43d-2925d876d591",{"variation":419,"version":420,"items":4762,"primary":4763,"id":4771,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":4764,"text_size":434,"background_color":435},[4765,4768],{"type":425,"text":4766,"spans":4767,"direction":55},"How beqom can help",[],{"type":39,"text":4769,"spans":4770,"direction":55},"Our industry-leading software solution helps you create a job architecture for pay equity to deliver on the \"equal pay for equal work\" principle. The user-friendly interface provides deep insight into your organization’s pay structures and simplifies the process of pay equity analysis. When it’s time for retrospective data reporting, we provide compliance-ready reports that are both easy to generate and customize.",[],"article_text$063170b5-b36f-4822-ae22-a1e052cfc696",{"variation":419,"version":420,"items":4773,"primary":4774,"id":4781,"slice_type":437,"slice_label":5},[],{"section_id":5,"content":4775,"text_size":2063,"background_color":2064},[4776],{"type":39,"text":4777,"spans":4778,"direction":55},"Book a free demo to see how we can help your organization get Directive-ready ahead of local deadlines.",[4779],{"start":34,"end":2230,"type":47,"data":4780},{"link_type":49,"url":2965,"target":1951},"article_text$ca2adfe7-507c-419f-bb29-535ab9002b10","EU Pay Transparency Directive: Act Now","Local transposition is delayed — but that's no reason to wait. Four compelling reasons your organization should start EUPTD compliance work right now.",{},"Why delayed EUPTD transposition is no excuse to wait","Local legislation is taking its shape across EU member states, but your obligations — and your employees' rights — are already in effect. Here's what smart organizations are doing right now to stay ahead.","4 reasons to act on EU pay transparency now","Local laws may be delayed, but employee rights took effect June 7th. Waiting isn't a strategy — it's a risk. Here's why the time to act is now."]