While we’re all excited at the prospect of a fairer compensation landscape in Europe, we don’t want to neglect our neighbours across the Channel. That’s why today’s blog post is dedicated to exploring the state of pay transparency in the UK.
Although they’re definitely related, they have different meanings — and it’s important to understand them if we want a chance at dismantling the gender pay gap.
From why salary benchmarking matters to how it can help you meet regulations like the EU Pay Transparency Directive and how to implement this compensation strategy successfully, here’s everything you need to know.
Get the best insights from our latest webinar about the pay transparency directive and its implications on compensation.
In this article, we’ll take a deep dive into what really matters to each generation of employees. By the end, you’ll have all the information you need to build a benefits programme that works for every single member of your team, whether they’re 21 or 81.
We’ve put together this guide to help HR teams banish burnout in 2024 — so they can continue to support their organisations through whatever challenges the next 12 months bring.
As part of our series of interviews with HR and comp & ben leaders around the world, we recently sat down with Halina Ellis, Global Compensation & Benefits Manager at CRC Evans.
The fact is, there are all sorts of reasons why your pay systems might not be as fair as you think they are — we’ll discuss some of the most common ones in this article.
By the end of this article, you’ll be equipped with five key compensation metrics to start tracking this year, setting you on the path to compensation success.
Before the end of the year, we wanted to share our thoughts about the biggest trends that are likely to have an impact in 2024.
We’ve recently been chatting with HR and people leaders to hear their thoughts on the world of HR and compensation. And we were super stoked to catch up with our recent guest, Hatty Choudhury.
Many companies are thinking hard about how they can get the most out of their salary increase budget. So here’s the big question: do you need to give every employee who gets a promotion a raise as well as a change in job title?
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