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As implementation looms, employers still have time to futureproof their reward offerings, strengthen trust and build more equitable workplaces for the long term.

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

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.

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

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.

Taking steps now to set up gender pay gap actions plans will ensure employees are supported at an earlier stage and help avoid any compliance headaches down the line.

As the EU Pay Transparency Directive deadline looms, employers have time to take one last look at whether their pay decisions are objective, consistent and gender-neutral.

Sara Hill, founder & CEO of RoleMapper, explains how small tweaks can end up destroying your job architecture.

The Employment Rights Act 2025 reshapes UK employment law, expanding worker protections and requiring employers to rethink policies, practices and compliance.

Some lateral thinking can help employers and reward leaders think beyond the role of traditional benefits and statutory contributions when it comes to supporting the financial wellbeing of employees.