Innecto whitepaper: Preparing for pay transparency, leveraging change and setting new standards for fair pay

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?