Med PayAnalytics programvara är det enklare än någonsin att uppfylla lokala krav och bestämmelser så att organisationer kan göra analyser av lönerättvisa för att upptäcka eventuella löneskillnader. Programvaran erbjuder också integrerade rapporter och andra funktioner som hjälper dig i varje steg på vägen. PayAnalytics är en global lösning som omfattar alla marknader och som för närvarande används i över 75 länder. Vi har sammanställt en lista med artiklar som ger information om vissa lokala krav som många av våra kunder måste leva upp till.
Although no gender pay gap reporting per se is required, some demographic data reporting is required in the US. This article outlines the types of EEO-1 reports, which organizations should submit them, and how to use PayAnalytics to meet US reporting requirements.
With an eye to eliminating direct and indirect pay discrimination, Spain updated its pay equity legislation in 2021. All companies must now complete a remuneration register annually, and companies with 50 or more employees also need to do a job evaluation, a remuneration audit, and an equality plan.
This page describes Israel’s legal requirements for pay equity reporting. Subjects include: which organizations are subject to requirements, the necessary deliverables, how to begin, and how PayAnalytics can help companies meet the requirements.
For companies operating in France, this article provides information on pay equity reporting and associated legal requirements. This includes what the requirements are, what employers are subject to them, what steps to take, and how PayAnalytics may help.
Norway requires annual and biannual pay equity analyses focused on gender pay equity. The necessary reports include a metrics-based gender equality overview and a more in-depth pay gap analysis. We outline the requirements and how PayAnalytics can help on our resource page.
In Sweden, all employers need to conduct an annual pay equity analysis, with several major requirements. This page gives an overview of those requirements and how PayAnalytics can help.
Companies operating in Canada should be prepared to comply with federal pay equity analysis and reporting laws. Some provincial regulations also exist. We give readers an overview of Canada’s detail-oriented requirements.
This article provides information on legally required pay equity reporting in Ireland. It gives an overview of which employers need to take action, what the deliverables are, how to get started, and how to use the PayAnalytics software to help meet the local requirements.
In the US state of California, pay equity legislation is relatively progressive. It includes both a data reporting requirement and a pay transparency law. This article goes through the requirements for all aspects of the law and how PayAnalytics can help support employers.
For organizations with 250+ employees in the UK, annual pay gap reports are required. This page covers UK reporting requirements, why smaller organizations may want to report, and how PayAnalytics can help organizations of all sizes.
In January of 2023, the EU enacted a new directive: the Corporate Sustainability Reporting Directive, or CSRD. With roots in the EU Green Deal, this legislation modernizes rules around the information on sustainability, both social and environmental, that companies have to report.
In a climate of pay secrecy, employers may perceive pay transparency as a challenge or even a risk. But pay transparency delivers major employer benefits including improved performance, reduced pay discrimination, and better recruitment. This article explains the benefits of pay transparency, pay transparency laws, and how transparency can be a tool for positive change in the workplace.
Although no gender pay gap reporting per se is required, some demographic data reporting is required in the US. This article outlines the types of EEO-1 reports, which organizations should submit them, and how to use PayAnalytics to meet US reporting requirements.