EU Pay Transparency Directive Guide

Pay Transparency

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EU Pay Transparency Directive Guide

EU Pay Transparency Directive Guide

De EU Pay Transparency Directive verplicht werkgevers met meer dan 100 werknemers in elke EU-lidstaat om tegen de tweede helft van 2027 hun eerste verslag over loontransparantie in te dienen, met als doel gelijke beloning voor gelijk werk te garanderen en loonverschillen tussen mannen en vrouwen aan te pakken.

Aon heeft deze guide samengesteld om organisaties te helpen zich voor te bereiden op de EU Pay Transparency Directive door uitgebreide ondersteuning te bieden voor naleving en de bredere zakelijke voordelen van gelijke beloning en transparantie te benadrukken. Deze guids geeft inzicht in de noodzakelijke stappen die organisaties moeten nemen. Van het begrijpen van de regelgeving tot het implementeren van frameworks en het ontwikkelen van effectieve communicatiestrategieën.

 

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The EU Pay Transparency Directive reinforces equal pay for equal work and addresses gender pay gaps. Aon’s guide helps organisations understand the Directive's implications and provides a roadmap for pay transparency readiness.

Adithi Jagannathan
Human Capital Solutions Advisory Partner, UK

Download de guide voor meer informatie over:

  1. Implementatie van de richtlijn:  Werkgevers met meer dan 100 medewerkers in een EU-lidstaat, inclusief bedrijven van buiten de EU, moeten in de tweede helft van 2027 aan de richtlijn voldoen.
  2. Kernprincipes: De richtlijn verplicht tot het identificeren en aanpakken van beloningsverschillen tussen mannen en vrouwen en het garanderen van gelijke beloning voor gelijk werk.
  3. Rapportageverplichtingen: Werkgevers moeten loonverschillen tussen mannen en vrouwen binnen het bedrijf en binnen functiecategorieën rapporteren en actieplannen opstellen om ongerechtvaardigde loonverschillen van 5% of meer te corrigeren.
  4. Compliance tijdlijn: EU-lidstaten hebben tot 7 juni 2026 de tijd om de richtlijn om te zetten in nationale wetgeving en werkgevers moeten onmiddellijk beginnen met de voorbereidingen voor naleving.
  5. Voordelen: Naleving van de richtlijn kan bedrijven helpen een eerlijker beloningsbeleid te creëren, DE&I-strategieën te versterken en talentmanagement te verbeteren.

13%

Gemiddelde loonkloof in de EU.