End to the secrecy surrounding salaries: The EU Pay Transparency Directive obliges employers to greater openness. We show you the most important deadlines and steps to avoid compliance risks and create fair remuneration structures.
Many companies are currently dealing with the EU Pay Transparency Directive (Directive (EU) 2023/970) and are focusing primarily on basic salaries. However, this is precisely where a decisive error in thinking lies.
The Directive instructs the EU Member States to incorporate the new transparency rules into national law by 7 June 2026. While the transposition has not yet been completed in all Member States, it is to be expected that all EU countries will implement the Directive swiftly in accordance with the EU timeline.
Anyone who waits now risks coming under time pressure. That is why it is advisable to address the topic immediately and actively, not only on the part of the HR department, but also from the perspective of the audit department as well as the sales management and sales control.
A very widespread error in thinking is the assumption that the Directive mainly concerns basic salary. In fact, it goes much further: variable remuneration systems – bonuses, commissions, incentives and other additional benefits – are also coming strongly into focus.
It is precisely here that the greatest compliance risks lie in many companies.Grown remuneration models, individual special regulations and non-transparent calculation logics make it increasingly difficult to prove fairness and equal treatment.
In addition: In order to be able to fulfil all requirements later and to be able to provide information or reports credibly, remuneration decisions must be reasonably and completely documented – including subsequent changes, one-off exceptions or special agreements.
Manual, spreadsheet-based processes are usually not sufficient here, as they are often not auditable or traceable.
Typical challenges:
- Non-transparent bonus and incentive structures
- Lack of comparability between roles, locations, and regions
- Non-auditable calculation logic
- Too many individual and rarely documented special rules and exceptions
At the same time, a great opportunity arises:
Anyone who acts now can not only avoid future compliance risks, but also raise their remuneration models to the next level – fairer, more efficient, more controllable and future-proof – to the benefit of audit security and a modern, high-performance sales management and control.
Are you ready?
In our webinar we’ll show you:
✓ What the directive means in practice for variable compensation
✓ Where typical risks—and quick wins—lie
✓ How to achieve transparency and governance with solutions like SAP SPM
¿Estás listo?
En nuestro seminario web te mostraremos:
✓ Qué implica la directiva en la práctica para la remuneración variable
✓ Cuáles son los riesgos habituales —y las oportunidades inmediatas—
✓ Cómo lograr transparencia y gobernanza con soluciones como SAP SPM
