Featured blog posts

In this article, we’ll explore the importance of transparency around total compensation, especially in the context of the EU Pay Transparency Directive.

Well, the best time to start preparing is right now. Here’s everything you need to know, including the directive’s purpose and key requirements. We’ve even included a step-by-step list of what you need to do.

This guide outlines how France’s existing systems will evolve under the directive and provides actionable strategies for compliance. For a broader overview of what the EU Pay Transparency Directive means for employers across Europe, see our comprehensive guide.

This guide outlines the critical changes and strategic steps for compliance ahead of the June 2026 implementation deadline.

This guide outlines the critical changes and strategic steps for employers preparing for the June 2026 implementation deadline. Understanding the fundamental principles of the EU directive provides essential context for Ireland's specific implementation approach. 

In this article, we’ll discuss an alternative compensation model that rewards employees directly for their contributions to the organisation: skills-based compensation. Read on for the pros and cons and our tips for implementation.

Should we be afraid of pay transparency?

In this article, we’ll explore the practicalities of implementing open salary bands, from the different levels of transparency you could opt for to the benefits of opening up about your salary structure. We’ll also share our top tips to help you navigate the process of introducing open salary bands — which is a big transformation for many organisations.

In this article, we explore why compensation analytics and reporting will become essential tools for ensuring compliance and fairness in the pay transparency era. We’ll also share some best practices for effective communication with employees about compensation under the new rules.

In this guide, we’ll show you how to set up your systems and processes so that every compensation decision is based on consistent, logical guidelines — and not intuition or subjective opinions. 

Read on to learn more about the many benefits of job levelling — plus how to build a robust, scalable levelling framework for your organisation.

I challenged one of the most commonly held beliefs in compensation & benefits circles: that managers like being able to make pay decisions for their teams.