News and changes
New implementing acts, guidelines and supervisory opinions — and what they mean in practice.
Can I draw up the remuneration policy myself?
You may write a remuneration policy yourself, but the pay transparency rules set requirements for its content and the link with your job classification. This article shows where doing it yourself is sufficient and where structure is needed.
Read more →What is changing this year regarding the five percent gender pay gap signal?
The rule on the gender pay gap signal itself is already established, but this year many more employers will see what that signal means in practice. An overview of what is shifting and what remains unchanged.
Read more →The most common mistake after a pay gap signal of five percent
Many employers respond to a pay gap signal as if it were a verdict and skip the documentation step. That costs time in the six months that follow.
Read more →What documents support a pay difference during the six months following a signal?
After a gender pay gap signal of five percent or more, a six-month period begins in which you map the difference. This article lists which documents belong to this and why the substantiation per job category is the core point.
Read more →How long will the interim period for pay transparency rules last?
The interim period does not run the same for every country: it ends at the latest on the EU transposition date, but often earlier, and does not mean that nothing applies until then.
Read more →What does handling a pay transparency request cost?
There is no fixed fee for handling a pay transparency request; the costs are mainly in the time it takes internally and in the question of whether your remuneration policy is already documented.
Read more →Does the gender pay gap signal of five percent apply to my company?
The signal at a pay difference of five percent or more does not apply to every employer: it only arises from a report that you are already required to submit. This article shows when this is relevant for you and when it is not.
Read more →What is the information right of employees regarding their compensation?
The information right gives employees access to their own compensation and to average figures broken down by gender of colleagues in equal or equivalent positions — and this applies to every employer, regardless of the number of employees.
Read more →What happens if you fail to submit the pay gap report?
For employers with a hundred or more employees, reporting is not optional but mandatory. This article describes in straightforward terms what happens if that report is not submitted or arrives late, and what is already established on this matter and what remains uncertain.
Read more →Does the gender pay gap report differ per EU country?
The reporting obligation comes from one EU directive, but Member States implement it themselves: which authority receives it, in which format and via which channel can differ per country.
Read more →Can I handle a gender pay gap signal of five percent myself?
You can manage part of the follow-up to a gender pay gap signal internally, but assessing the difference itself falls outside what an employer or a system like Payria can or may do for you.
Read more →What is changing this year regarding the reporting obligation for employers with one hundred or more employees?
The reporting obligation concerning the gender pay gap has long been listed as forthcoming; this year it becomes concrete for employers with one hundred or more employees, as Member States incorporate the rules into national legislation. This article sets out what that means in practical terms.
Read more →The most common mistake with the two calendars in gender pay gap reporting
Employers who must report on the gender pay gap often get stuck on one point: confusing the measurement period with the reporting period. This article shows where things go wrong and how to prevent it.
Read more →What documents do you need after a gender pay gap signal of five percent?
After a gender pay gap signal of five percent or more, not only the calculation itself matters, but also the report of the joint assessment with worker representation. This is the list of documents that go with it.
Read more →How long does the gender pay gap report take for organisations with a hundred employees or more?
No fixed timeframe is mentioned anywhere; what is clear, however, is which steps take time and where organisations typically experience delays in practice.
Read more →What does the calculation module for the gender pay gap cost?
Not every employer pays the same for calculating the gender pay gap by category: the number of employees, the number of job categories and the status of your job classification determine the price.
Read more →Does the gender pay gap report also apply to my company?
The obligation to report on the gender pay gap applies from one hundred employees onwards, but how you count and from which point in time determines whether it affects you this year.
Read more →What are the two timelines for pay gap reporting?
The obligation to report on the pay gap does not start at the same time for everyone: the Directive operates with two separate timelines, depending on the number of workers.
Read more →What happens if you don't address a five percent gender pay gap signal?
A five percent or higher gender pay gap signal does not oblige you to provide an explanation within a few days, but the process it triggers does not stop on its own if you do nothing.
Read more →Does the job classification differ per EU country?
The pay transparency rules establish the same starting points across the EU, but the way job classification is implemented differs by Member State. For employers with operations in multiple countries, this means: one classification does not automatically suffice.
Read more →Can I handle a compensation information request myself?
When an employee asks for compensation information, you don't immediately need to involve a lawyer: you can handle part of the process yourself, while part requires a substantiated job classification or advice.
Read more →What is changing in job classification this year?
The criteria for job classification itself are already fixed, but this year it is becoming concrete in most member states how that classification must be recorded and used in reporting — with consequences for employers who still work with generic job titles.
Read more →The most common mistake in gender pay gap reporting
Many employers see gender pay gap reporting as a calculation, but most problems arise earlier: in the job classification, the count, or the documentation. This article sets out the most common mistakes.
Read more →What documents do you need when responding to a pay transparency request?
An employee asking for compensation information expects a substantiated answer within the prescribed deadline. These are the documents you must have ready for that.
Read more →How long does the job classification process take under the pay transparency rules?
There is no statutory deadline for the job classification itself, but in practice the timeframe varies from a few weeks to a couple of months. This article explains what causes this variation and where the process often gets stuck.
Read more →What does it cost to classify your jobs according to pay transparency rules?
There is no fixed amount for job classification: the costs depend on the number of jobs, the extent of preparation, and your choice between working it out yourself or using a system.
Read more →Does the salary band also apply to internal vacancies and promotions?
The band requirement is usually linked to external recruitment, but the question of whether it also applies to internal vacancies and promotions comes up increasingly often. This article explains where the distinction lies.
Read more →Do equal pay transparency rules apply to semi-public employers?
Healthcare facilities, housing associations and educational institutions sometimes think that their collective labour agreement exempts them from the EU equal pay transparency rules. This article explains why that assumption is not straightforward.
Read more →What happens if you don't include a salary range in the job posting?
A job posting without a range is not something that simply goes away: candidates can still request the information and supervisory authorities can look into it. What that concretely means, you can read here.
Read more →Are you still allowed to ask what a candidate currently earns abroad?
The ban on asking about current or previous salary applies across the entire EU, but the way member states implement and enforce this varies. For those recruiting across borders, this is relevant.
Read more →Can I prepare the gender pay gap report myself?
You can prepare part of the gender pay gap report yourself; the calculations per category are where most companies get stuck without a system that monitors the classification and corrections.
Read more →What changes this year in the obligations with no threshold?
The pay range in job postings, the ban on salary questions, gender-neutral criteria and the information rights already applied without a staff threshold. This year, mainly how countries implement and enforce these changes, not the core of the obligations themselves.
Read more →The most common mistake in job classification
When classifying jobs into equal value categories, many companies fall back on existing job titles and salary scales instead of the actual content of the work. This undermines precisely what the classification should demonstrate.
Read more →What documents do you need for the gender pay gap report?
An overview of the documents required to prepare the gender pay gap report for employers with one hundred or more employees, and why the link with job classification is central to the process.
Read more →How long does the period last after a pay gap signal of five percent?
After a pay gap signal of five percent or more, a follow-up process of six months follows. What fills that period in practice and where it often takes longer than planned, you can read here.
Read more →What does the gender pay gap report cost for organizations with a hundred or more employees?
The cost of the gender pay gap report is not a fixed amount: it depends on the number of employees, the number of job categories, and how much of the job classification is already in place. This article explains which factors determine the amount.
Read more →Is the hundred-employee threshold counted per location or for the entire company?
The reporting obligation on the gender pay gap applies from one hundred employees, but how this threshold is counted across multiple locations or a group of companies is not equally clear everywhere.
Read more →What is a gender pay gap signal of five percent or more?
A gender pay gap signal arises when the compensation difference between men and women in a category of work of equal value exceeds the threshold of five percent and cannot be explained on objective grounds. This article explains what that signal is precisely and what follows thereafter.
Read more →What happens if you don't respond to a compensation information request on time?
An employee may ask about remuneration levels and the criteria behind them, and that request doesn't simply disappear. This article describes what happens in practice if you don't respond, respond late, or respond incompletely.
Read more →Do the transparency rules on remuneration apply the same way in every EU country?
The European Directive on transparency of remuneration establishes a common floor, but each EU country fills in thresholds, sanctions and procedures itself. For employers with operations in multiple countries, that makes a difference.
Read more →Can I create the job classification myself?
You are under no obligation to engage an external agency for job classification, but applying objective and gender-neutral criteria consistently requires more than a checklist. This article shows where doing it yourself works well and where a system saves time and ensures consistency.
Read more →What is changing in pay transparency rules this year?
The deadline for EU member states to transpose the pay transparency directive into national legislation has passed this year. This does not mean the same rules suddenly apply everywhere, but it does mean that most countries now have or will soon have their own legislation.
Read more →The most common mistake with salary ranges in job postings
Many job postings mention a range, but a margin that is too broad or devised independently of the role undermines its purpose. This article shows where things go wrong and how to establish a range that actually works.
Read more →What documents do you need for job classification?
An overview of the documents that belong to a job classification, and why recording the criteria is just as important as the classification itself.
Read more →How long does it take to process a compensation information request?
An employee can request remuneration information; how long the processing takes depends on the phase your organization is in and on what has already been documented.
Read more →What does it cost to comply with pay transparency rules?
There is no fixed amount for pay transparency: the costs depend on your company size, whether you already have an objective job classification, and whether the reporting obligation applies to you.
Read more →Does the pay transparency obligation apply to your company?
The main obligations regarding pay transparency have no minimum number of employees; only the reporting obligation and the calculation module apply from one hundred employees onwards.
Read more →May you still ask a candidate what they currently earn?
The ban on salary history questions is one of the obligations that already apply, regardless of the number of employees. What this means in practice for your job interviews and your job postings.
Read more →Payria enables pay transparency for small and medium-sized enterprises. What begins with a well-written job posting ends with clear insight into your personnel costs. In between are numerous steps where many SME entrepreneurs stumble.
Wage-setting regulations are becoming increasingly strict. Employers must be able to demonstrate that their remuneration policy is fair. Women and men in the same role earn the same. That sounds logical, but in practice many companies are not in control. Salaries grow historically, figures are scattered across spreadsheets, and no one has a proper overview.
With Payria, you bring order to your pay structure. From the moment you create a position through monthly reporting. You see where your money goes. Who earns what, why, and whether that is defensible. No hassle with consultants or expensive salary advisors. You handle it yourself in Payria.
Pay transparency doesn't have to be complicated. It's healthy for your business. Employees value fairness. Recruiters see that you have your affairs in order. Auditors are satisfied. And you sleep better, knowing your personnel administration is correct.
Payria is built for companies that want to grow without compliance problems. Because SMEs don't have the same time, budget, and expertise as large corporations. But they have the same responsibility towards their employees.