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What do line managers need to know about EU pay transparency to avoid disruption?

As multinational organisations expand at pace, their benefits strategies face growing pressure to deliver consistency, competitiveness, and cultural relevance. Yet the diversity of global markets, from regulation to healthcare systems and employee expectations, means alignment is never straightforward.

A recent masterclass hosted by Benifex tackled issues surrounding pay transparency. Gethin Nadin, chief innovation officer at Benifex, spoke to Konstantinos Karavidas, global head of reward at Ingka Group (IKEA), to see how ready the Swedish retail group is.

With fewer safety nets available to individuals, financial shock is becoming an increasing risk for more and more people.

Salary sacrifice is often viewed as a pensions-only mechanism. But if you’re looking for ways to stretch budgets further, support employee wellbeing and create long-term cost stability, it’s worth looking again. The opportunities extend beyond pensions, and many employers are finding that big savings come from areas they hadn’t previously considered.

What the Employment Rights Act 2025 requires from a menopause action plan and how to build one that holds up.

The National Minimum Wage has risen significantly in the past five years so what has the impact been on reward strategies?

Around 10% of employees opt out of their workplace pensions. This means millions of workers are losing out on employer contributions and a better financial future. 

When used well, benchmarking provides a clear external reference point for internal pay decisions and helps maintain a balance between competitiveness, fairness and affordability.

Budgets are getting tighter and HR and reward leaders are somehow having to squeeze more value out of existing benefits.

Being proactive when it comes to pay transparency and related legislation changes builds trust and shows that organisations are living up to their commitments on fairness and equity.

As pay constraints continue to dictate the employment landscape, budgets are feeling the squeeze as increasingly expensive benefits are stretched to fill the gap.

Pay transparency won’t be undermined by bad data. It will be derailed by unprepared managers.