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This webinar, hosted by two 3R reward team experts, Rameez Kaleem and Juan Novoa, outlines the three key areas for consideration to prepare for the legislation.

Tackling the gender pay gap effectively, is critical if we want to close the gender pension gap. 

With the EU Pay Transparency Directive deadline less than 12 months away, now is the time to move from planning to action.

Ensuring recognition and reward strategies remain inclusive and equitable in 2025 should be at the top of every employer's priority list.

Your HR team has a readiness role to play – ensuring that reward systems are critically assessed and revamped to get ready for the EU Pay Transparency Directive next June. You need to ensure you have systems that report accurately, cut down on human error, and boost team efficiency. Ultimately, you are helping your organisation navigate significant changes across policies, systems and wider corporate culture.

As the conversation on pay transparency intensifies, we need to dig deeper into what truly sustains the gender pay gap. It’s not just a numbers issue. It’s a structural, cultural and mindset challenge. In this thought piece, Eileen Hanna, independent reward consultant and owner of EHR Consulting, explores why fair pay requires more than good data. It demands a fundamental rethink of how we design work, value contribution and lead change.

How can employers support women when midlife challenges such as caring responsibilities or divorce disrupt their financial wellbeing? 

More and more women are calling for more employer support in employee benefits packages.

HR tech can help employers capitalise on the vast amount of data they have buried in pay spreadsheets and databases.

Understand the impact of pay transparency on employee trust and satisfaction and explore best practices for implementing equitable compensation structures.

European legislation which comes into effect next year should be the catalyst for a more holistic strategy of equity.

Mental health awareness is more than just looking out for signs of burnout or stress in the workplace. It often starts with basics such as fair and transparent compensation.