Pay transparency – new responsibilities and an opportunity for development
The European Union is introducing changes that will help guarantee equal treatment for employees in the area of pay. Directive (EU) 2023/970 requires employers to disclose information about pay structures, so that any employed person can check whether they are being paid fairly for doing the same job. The deadline for implementation of this legislation is 7 June 2026.
What does this mean in practice?
- Companies above a certain number of employees will be obliged to report gender pay gaps.
- Candidates for a position will gain insight into the intended salary or salary range already at the recruitment stage.
- Pay-setting criteria will become transparent and free of bias.
Salary transparency – new responsibilities. How will the Quatra Max ERP system deal with these challenges?
Our solution already enables:
- Manage remuneration criteria and employee evaluations in one place.
- Entering and updating salary spreads with job-specific accuracy.
- Flexible design of reports taking into account salary, employment or performance data.
Quatra Max allows you to present the data you have entered into the System, according to expected standards or schemes.
This allows you to quickly adapt to the requirements arising from new regulations and obtain the data needed to produce reports that meet the provisions of the directive.
Would you like to know more?
Contact us and together we will see how Quatra Max can make it easier for your company to meet future legal obligations in the area of transparent remuneration.
