Pay transparency, or a chance to close the pay gap?
In principle, both, but calling the EU directive, which will come into force in 2026, “pay transparency” is a big understatement and trivializes this very important topic in the business space.
The fantastic meeting, organized by Michael Page, and specifically by Agnieszka Gołębiewska, Sylwia Podpłońska and Karolina Likos, consisted of lectures by two specialists in the field of: job valuation – Joanna Liksza and law – Michał Lisawa, as well as a discussion panel, which was full of interesting conclusions drawn on the basis of questions from HR experts present at the lecture.
And here’s an interesting fact – among the audience, the underestimated group were men due to the predominance of women in this business area – this also happens! 💡
There are several important facts worth noting:
📍 Companies with more than 150 employees will have to report the pay gap and justify its occurrence as early as June 2027. This means that preparatory work should start now, because reporting will concern the previous year. This is really “the last call”.
📍 It is difficult to say whether the expected transparency of salaries in job offers will actually happen. The directive does not specify this at all. Candidates should be informed about the salary range during the recruitment process, which does not mean that the employer has to fulfill this requirement as part of the published job offer.
📍 Smaller companies do not have to report the pay gap, which does not mean that the directive and proactive action in accordance with its guidelines do not apply to them.
📍 Even if you do not have to inform about the salary range in the job offer, or no one will hold you accountable for the amount of the pay gap – it is worth taking these actions a thousand times over 🔥
👉 For current and future employees.
👉 For women and men.
👉 For equal opportunities.
👉 For building diverse teams.
👉 For transparent and fair remuneration rules.
