Featured blog posts

A merit increase is a permanent raise based on performance. Learn how HR teams decide the amount and why two people with the same rating get different raises.

Market rates shift, but your salary structure doesn't have to break. Learn how to spot pay pressure early and adjust bands without losing control.

Market rates shift, but your salary structure doesn't have to break. Learn how to spot pay pressure early and adjust bands without losing control.

Figures vs beqom: which compensation platform fits your team? Compare scope, benchmarks, pay equity, EU directive tooling, setup and pricing.

How broad or narrow should worker categories be under the EU Pay Transparency Directive? Weighing the trade-offs to get it right.

Your gender pay gap is just the headline number. Learn how to break it down by role, tenure and location, and find out what you can actually explain and fix.

A total reward statement summarises the full value of an employee's compensation package. Learn what it includes and why it drives retention.

Learn what OTE (on-target earnings) means, how on-target pay is calculated, and how to judge whether an OTE offer is realistic.

A salary increase letter process for HR professionals: the must-have elements, five real scenarios, a UK template to adapt, and the tools to scale it.

Above-band offers, retention raises, off-cycle promotions: how to assess, approve and document compensation exceptions without weakening your salary bands.

Directive européenne sur la transparence salariale en Grèce : statut de transposition, obligations des employeurs, échéances clés et nouveau système de rémunération obligatoire à partir de 2026.

Can a developer and a customer service rep be paid the same? The Pay Transparency Directive redefines equal value: and it changes everything for comp teams.