2026 Compliance Discrimination Interview Software 
Trusaic
APRIL 4, 2023
Addressing potential pay discrimination in your company Employers can ensure compliance with the CSRD and Pay Transparency directives in two key ways: Carry out a pay equity analysis to identify the existing disparities within your compensation structures. By 2031 , all smaller employers (100 or more employees) will have to comply.
Trusaic
FEBRUARY 27, 2024
Accounting for intersectional discrimination in pay practices and considering needs of workers with disabilities. Employers can lean on pay equity software solutions to expedite this process and determine root causes of potential pay disparities. In cases of alleged pay discrimination, the burden of proof is on the employer.
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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
SEPTEMBER 7, 2023
Organizations have three years – until June 7, 2026 – before pay transparency legislation is transposed into law. Even employers in the EU nation with the lowest gender pay gap may face obstacles to compliance. In cases of alleged pay discrimination, the burden of proof is on the employer. But the headline data is misleading.
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.
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.
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.
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