2026 Data Discrimination Interview Software 
Trusaic
APRIL 4, 2023
Measures such as enhanced pay data reporting, public posting of pay ranges in job listings, and salary history bans are increasingly passing in US legislation. Our pay equity software solution , PayParity, delivers a clear picture of disparities and offers the tools to create a more equitable workforce.
Trusaic
FEBRUARY 27, 2024
Quick Action Items for Beligan Employers Belgium’s current pay data reporting requirement is good preparation for what will be asked of Belgian employers once the EU Directive is adopted into Belgium law. Accounting for intersectional discrimination in pay practices and considering needs of workers with disabilities.
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Trusaic
MARCH 14, 2024
In response to the EU Pay Transparency Directive, which requires employers operating in European Union member states to report on pay data, Trusaic will be evaluating the state of each country in the EU’s current gender pay gaps and the path toward compliance. In cases of alleged pay discrimination, the burden of proof is on the employer.
Trusaic
AUGUST 1, 2023
The recovery period for back pay for successful pay discrimination claims has also been increased from three years to six years. Further, the legislation also prohibits pay discrimination based on any protected category under Hawaii law, not just sex. Hawaii: On July 3 rd , 2023, SB1057 was signed into law by Governor Josh Green.
Trusaic
SEPTEMBER 7, 2023
Organizations have three years – until June 7, 2026 – before pay transparency legislation is transposed into law. Some countries lack comprehensive data on their gender pay gap but have taken steps to address that issue. 2021 data shows that women working full-time in Luxembourg earn 0.2% But the headline data is misleading.
Trusaic
MAY 16, 2023
Pay discrimination – coupled with a lack of pay transparency – has been highlighted as one of the key factors behind its stagnation. The EU Pay Transparency Directive also introduces a “shift of burden of proof’’ in cases of alleged pay discrimination. There is no cap on compensation.
Peoplebox
MAY 4, 2024
Pay structures need to be designed to objectively assess the value of work based on predefined gender-neutral criteria such as: Skills Effort Responsibility Working conditions Employers must share what tools and methodologies they use to evaluate and classify jobs. Starting early allows for a gradual correction of pay gaps.
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