Featured blog posts

Create competitive pay packages that attract top talent. Learn essential components and data-driven strategies for effective compensation.

Develop a strategic approach to compensation that attracts talent, ensures compliance, and balances competitive pay with financial realities.

If this is new territory for you, don’t worry: this article covers everything you need to know about salary transparency for jobseekers, including what you’ll need to share, when to share it and how to stay compliant. 

With a merit matrix, employees who are currently positioned towards the bottom of their salary band will receive larger percentage increases than those who are already at the top, helping to close pay gaps and standardise pay across the organisation.

Enter the calibration session: a crucial moment where managers come together to compare and review the performance ratings they’ve given their reports, ensuring they’re consistent and fair. We’ll talk more about the importance of calibration sessions — and our tips for running them successfully — in this article.

Let’s kick off this newsletter with a compensation & benefits case study.

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.