{"id":148126,"date":"2025-12-16T12:03:00","date_gmt":"2025-12-16T12:03:00","guid":{"rendered":"https:\/\/www.frazerjones.com\/?p=148126"},"modified":"2026-01-27T17:40:38","modified_gmt":"2026-01-27T17:40:38","slug":"preparing-for-eu-pay-transparency-key-focus-areas-and-the-talent-youll-need","status":"publish","type":"post","link":"https:\/\/www.frazerjones.com\/de\/regional-focus\/europe\/preparing-for-eu-pay-transparency-key-focus-areas-and-the-talent-youll-need\/","title":{"rendered":"Preparing for EU pay transparency: key focus areas and the talent you\u2019ll need"},"content":{"rendered":"\n<div class=\"wp-block-columns alignwide post-content-columns is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:66.66%\">\n<div class=\"wp-block-group is-layout-constrained wp-block-group-is-layout-constrained\">\n<p class=\"wp-block-paragraph\">Many organisations across EU member states are still in the early stages of preparing for the <a href=\"https:\/\/eur-lex.europa.eu\/eli\/dir\/2023\/970\/oj\/eng\">EU pay transparency directive<\/a>. With the directive set to be transposed into national law in the Netherlands by January 2027, now is the time to act.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This legislation will reshape how businesses across Europe approach pay equity, pay levels and working conditions. But it\u2019s not just about avoiding non-compliance, it\u2019s about building trust, fairness and transparency into the fabric of your organisation.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">To support a successful transition,\u00a0HR\u00a0teams in the Netherlands must focus on four core areas. Each one demands specific expertise and leadership. In this article, I\u2019ll introduce these areas and the key talent you\u2019ll need to lead the way.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-step-1-audit-existing-pay-data\">Step 1: audit existing pay data<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Before anything else, organisations need to understand where they stand. A thorough pay audit of current pay structures is essential to identify discrepancies, inequities, and opportunities for improvement. This foundational step ensures that future pay decisions are based on accurate and equitable data.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">It also lays the groundwork for gender pay gap reporting, helping organisations meet new reporting requirements and demonstrate their commitment to equal pay for equal work.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-key-talent-to-support-this-step\"><strong>Key talent to support this step:<\/strong><\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Compensation and Benefits Analyst<\/li>\n\n\n\n<li>People Analytics Specialist<\/li>\n\n\n\n<li>Total Rewards Executive or Manager<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-secondary\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/www.frazerjones.com\/regional-focus\/europe\/step-1-to-eu-pay-transparency-the-talent-youll-need-to-audit-your-existing-pay-data\/\">Read our detailed article<\/a><\/div>\n<\/div>\n\n\n\n<div style=\"height:33px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-step-2-build-a-grade-and-pay-banding-framework\">Step 2: build a grade and pay banding framework<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Creating a transparent and consistent job architecture with clear salary bands and pay ranges helps ensure fairness across roles and departments. It also supports career progression, internal mobility and retention, three areas that are increasingly important to today\u2019s workforce.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This step may also involve a job evaluation process using gender-neutral criteria and objective criteria to assess work of equal value across different categories of workers.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-key-talent-to-support-this-step-0\"><strong>Key talent to support this step:<\/strong><\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Compensation and Benefits Analyst or HR Business Partner (with compensation expertise)<\/li>\n\n\n\n<li>Total Rewards Executive or Manager<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-secondary\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/www.frazerjones.com\/regional-focus\/europe\/step-2-to-eu-pay-transparency-building-a-grade-and-pay-banding-framework\/\">Read our detailed article<\/a><\/div>\n<\/div>\n\n\n\n<div style=\"height:33px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-step-3-review-recruitment-processes-for-compliance\">Step 3: review recruitment processes for compliance<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Under the directive, organisations must include salary ranges in job postings and avoid using a candidate\u2019s salary history as a benchmark. This requires a careful review and redesign of pay policies, pay practices, and recruitment workflows to ensure fairness and legal compliance.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">It\u2019s also important to align job descriptions, job titles, and job levels with your broader job architecture to support consistent and transparent pay information.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-key-talent-to-support-this-step-1\"><strong>Key talent to support this step:<\/strong><\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li>HR Policy and Compliance Specialist<\/li>\n\n\n\n<li>Talent Acquisition Lead (with compliance experience)<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-secondary\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/www.frazerjones.com\/regional-focus\/europe\/step-3-to-eu-pay-transparency-reviewing-recruitment-processes-for-compliance\/\">Read our detailed article<\/a><\/div>\n<\/div>\n\n\n\n<div style=\"height:33px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-step-4-lead-cultural-change-toward-transparency\">Step 4: lead cultural change toward transparency<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Pay transparency is not just a compliance issue, it\u2019s a cultural shift. Organisations must foster open communication, build trust and engage employees in meaningful dialogue about pay progression, average pay, and the principle of equal pay.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This step may involve working with employee representatives, workers\u2019 representatives, and other internal stakeholders to co-create an action plan for change. In some cases, a joint pay assessment may be required to address historical pay discrimination or gender pay gap disparities.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-key-talent-to-support-this-step-2\"><strong>Key talent to support this step:<\/strong><\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Employee Experience or Engagement Lead<\/li>\n\n\n\n<li>Chief People Officer or HR Director<\/li>\n\n\n\n<li>Organisational Development Specialist or Consultant<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-secondary\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/www.frazerjones.com\/regional-focus\/europe\/step-4-to-eu-pay-transparency-leading-cultural-change-toward-transparency\/\">Read our detailed article<\/a><\/div>\n<\/div>\n\n\n\n<p class=\"wp-block-paragraph\">The EU directive presents a unique opportunity for organisations across EU member states to strengthen trust, fairness and employee engagement. By investing in the right talent and focusing on these strategic areas, HR leaders can guide their organisations through this transformation with confidence.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">At Frazer Jones, we specialise in helping businesses find the HR professionals they need to lead change. If you\u2019re preparing for transparent pay and want to discuss your hiring needs, we\u2019re here to help. <br><\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/www.frazerjones.com\/submit-a-vacancy\/\">Submit a vacancy<\/a><\/div>\n\n\n\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/www.frazerjones.com\/consultants\/clair-schindler\/\">Get in touch<\/a><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:25%\">\n\t<div class=\"hd-block hd-block-author\" id=\"block_ea14d7c3f101cc036f871e2d918fd935\">\n\n\t\t<div class=\"eyebrow-group\">\n\t\t\t<h3 class=\"hd-block-job__title is-style-eyebrow eyebrow-group__title\">Author<\/h3>\n\t\t<\/div>\n\n\t\t<div class=\"cards cards--people\">\n\n\t\t\t\n<div class=\"card card--person post-122278 hd_person type-hd_person status-publish has-post-thumbnail hentry hd_person_experience_focus-executive-search hd_person_experience_focus-experienced-hires hd_person_sector-professional-services hd_person_seniority-director-group-manager hd_person_specialism-reward hd_person_location-belgium hd_person_location-luxembourg hd_person_location-netherlands\" id=\"block_ea14d7c3f101cc036f871e2d918fd935-person-122278\">\n\n\t<div class=\"card--person__inner\">\n\n\t\t\n\t\t\t<figure class=\"card__image-wrapper\">\n\t\t\t\t<a href=\"https:\/\/www.frazerjones.com\/de\/consultants\/liza-knapp-fadani\/\"><img loading=\"lazy\" decoding=\"async\" width=\"300\" height=\"300\" src=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2019\/01\/Liza-Knapp-Fadani-2-300x300.jpg\" class=\"card__image test\" alt=\"\" sizes=\"(max-width: 600px) 100vw, (max-width: 781px) 50vw, (max-width: 1023px) 40vw, (max-width: 1200px) 25vw, 370px\" srcset=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2019\/01\/Liza-Knapp-Fadani-2-300x300.jpg 300w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2019\/01\/Liza-Knapp-Fadani-2-150x150.jpg 150w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2019\/01\/Liza-Knapp-Fadani-2-768x768.jpg 768w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2019\/01\/Liza-Knapp-Fadani-2.jpg 1000w\" \/><\/a>\t\t\t<\/figure>\n\n\t\t\t\t\t\t<div class=\"card__titles\">\n\t\t\t\t\t\t\t<h2 class=\"card__title\"><a href=\"https:\/\/www.frazerjones.com\/de\/consultants\/liza-knapp-fadani\/\">Liza Knapp-Fadani<\/a><\/h2>\n\t\t\t\t\t\t\t\t<h3 class=\"card__subtitle\"><a href=\"https:\/\/www.frazerjones.com\/de\/consultants\/liza-knapp-fadani\/\">Director<\/a><\/h3>\n\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<div class=\"card__location\">Belgium, Luxembourg, Netherlands<\/div>\n\t\t\t\t\t\t<div class=\"card__email\">\n\t\t\t\t<a class=\"card__contact-link card__contact-link--email\" href=\"mailto:lizaknapp-fadani@frazerjones.com\">lizaknapp-fadani@frazerjones.com<\/a>\n\t\t\t<\/div>\n\t\t\t\t\t\t<div class=\"card__tel\">\n\t\t\t\t<a class=\"card__contact-link card__contact-link--tel\" href=\"tel:+31621984742\">+31 62 198 4742<\/a>\n\t\t\t<\/div>\n\t\t\t\t\t\t<div class=\"card__linkedin\">\n\t\t\t\t<a class=\"card__contact-link card__contact-link--linkedin\" target=\"_blank\" href=\"https:\/\/www.linkedin.com\/in\/liza-knapp-fadani-372565116\/\">Connect<\/a>\n\t\t\t<\/div>\n\t\t\t\n\t<\/div>\n\n<\/div>\n\n\n\t\t<\/div>\n\n\t<\/div>\n\n\t\n\n\n\t<div class=\"hd-block hd-block-jobs is-style-reduced alignwide\" id=\"block_ef21c257009e8f5319099a213d27ccc8\" style=\"\">\n\n\t\t\n\t\t\t<div class=\"eyebrow-group\">\n\n\t\t\t\t\t\t\t\t\t<h3 class=\"hd-block-job__title is-style-eyebrow eyebrow-group__title\">Jobs<\/h3>\n\t\t\t\t\t\n\t\t\t<\/div>\n\n\t\t\t\n\t\t<div class=\"cards cards--jobs\">\n\n\t\t\t\n<div class=\"card card--job post-188516 job_listing type-job_listing status-publish hentry\" id=\"block_ef21c257009e8f5319099a213d27ccc8-job-188516\">\n\n\t<a class=\"card__link\" href=\"https:\/\/www.frazerjones.com\/de\/job\/talent-development-specialist-188516\/\">\n\n\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_job_industry\">Retail\/e-commerce<\/li>\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_job_contract\">Permanent<\/li>\n\t\t\t\t\t\n\t\t\t<\/ul>\n\n\t\t\t\t\t\t<h4 class=\"card__title\">Talent Development Specialist<\/h4>\n\t\t\t\t\t\t<div class=\"card__content\">Action is one of Europe&#8217;s most successful retail growth stories. Founded in the Netherlands in 1993, the company has grown into the fastest-growing non-food discount retailer in Europe, operating more than 3,400 stores across 15 countries and employing over 84,000 colleagues. Despite its size, Action remains entrepreneurial, pragmatic, and highly people-focused. As the business continues [&hellip;]<\/div>\n\t\t\t\n\t\t<ul class=\"meta__list meta-list--icons\">\n\n\t\t\t\t\t\t\t<li class=\"card__published-date meta__item\"><span class=\"meta__item-label\">Posted<\/span> <span class=\"meta__item-value\">Ver\u00f6ffentlicht vor 5 Tagen<\/span><\/li>\n\t\t\t\t\n\t\t<\/ul>\n\n\t\t\n\t\t<p class=\"card__read-more\">Read more<\/p>\n\n\t<\/a>\n\n<\/div>\n<div class=\"card card--job post-185899 job_listing type-job_listing status-publish hentry\" id=\"block_ef21c257009e8f5319099a213d27ccc8-job-185899\">\n\n\t<a class=\"card__link\" href=\"https:\/\/www.frazerjones.com\/de\/job\/senior-hr-business-partner-emea-sales-marketing-185899\/\">\n\n\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_job_industry\">Engineering\/manufacturing\/industrial<\/li>\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_job_contract\">Permanent<\/li>\n\t\t\t\t\t\n\t\t\t<\/ul>\n\n\t\t\t\t\t\t<h4 class=\"card__title\">Senior HR Business Partner EMEA Sales &amp; Marketing<\/h4>\n\t\t\t\t\t\t<div class=\"card__content\">Senior HR Business Partner EMEA Sales &amp; Marketing For our client, an international and fast-growing organisation with its EMEA headquarters in Utrecht, we are looking for a Senior HR Business Partner EMEA Sales &amp; Marketing. This is a highly strategic HR Business Partner role supporting a rapidly expanding Sales &amp; Marketing organisation across 27 countries [&hellip;]<\/div>\n\t\t\t\n\t\t<ul class=\"meta__list meta-list--icons\">\n\n\t\t\t\t\t\t\t<li class=\"card__published-date meta__item\"><span class=\"meta__item-label\">Posted<\/span> <span class=\"meta__item-value\">Ver\u00f6ffentlicht vor 4 Wochen<\/span><\/li>\n\t\t\t\t\n\t\t<\/ul>\n\n\t\t\n\t\t<p class=\"card__read-more\">Read more<\/p>\n\n\t<\/a>\n\n<\/div>\n\t\t<\/div>\n\t\n\t<\/div>\n\n\t\n\n\n<div class=\"wp-block-group is-layout-constrained wp-block-group-is-layout-constrained\"><\/div>\n<\/div>\n<\/div>\n\n\n\n\t<div class=\"hd-block hd-block-posts is-template-grid alignwide\" id=\"block_76e5f984b360d2e3fe7b340db32d1361\">\n\n\t\t\n\t\t\t<div class=\"eyebrow-group\">\n\n\t\t\t\t\t\t\t\t\t<h2 class=\"hd-block-job__title is-style-eyebrow eyebrow-group__title\">Featured Content<\/h2>\n\t\t\t\t\t\t\t\t\t\t<div class=\"wp-block-button is-style-arrow eyebrow-group__button\">\n\t\t\t\t\t\t<a class=\"hd-block-posts__button button wp-block-button__link eyebrow-group__link\" href=\"https:\/\/www.frazerjones.com\/tag\/pay-transparency\/\">See all pay transparency updates<\/a>\n\t\t\t\t\t<\/div>\t\n\t\t\t\t\t\n\t\t\t<\/div>\n\n\t\t\t\n\t\t<div class=\"cards cards--posts\">\n\n\t\t\t\n<div class=\"card card--post post-148127 post type-post status-publish format-standard has-post-thumbnail hentry category-career-progression category-europe category-finding-talent category-hiring-advice category-leadership category-the-netherlands tag-eu tag-pay-transparency\" id=\"block_76e5f984b360d2e3fe7b340db32d1361-job-148127\">\n\n\t<a class=\"card__link\" href=\"https:\/\/www.frazerjones.com\/de\/regional-focus\/europe\/step-4-to-eu-pay-transparency-leading-cultural-change-toward-transparency\/\">\n\n\t\t\n\t\t\t<div class=\"card__image-wrapper\">\n\n\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"300\" height=\"225\" src=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/Dublin_5-300x225.jpg\" class=\"card__image\" alt=\"\" sizes=\"(max-width: 481px) 100vw, (max-width: 599px) 50vw, (max-width: 1240px) 33vw, 370px\" srcset=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/Dublin_5-300x225.jpg 300w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/Dublin_5-1024x768.jpg 1024w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/Dublin_5-768x576.jpg 768w\" \/>\n\t\t\t<\/div>\n\n\t\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag\"><\/li>\n\t\t\t\t\t\t\n\t\t\t<\/ul>\n\n\t\t\t\t\t\t<h3 class=\"card__title\">Step 4 to EU pay transparency: leading cultural change toward transparency<\/h3>\n\t\t\t\n\t\t<ul class=\"meta__list\">\n\n\t\t\t\t\t\t\t<li class=\"card__published-date meta__item\"><span class=\"meta__item-label\">Posted<\/span> <span class=\"meta__item-value\">Dezember 16, 2025<\/span><\/li>\n\t\t\t\t\n\t\t<\/ul>\n\n\t\t\t\t\t<div class=\"card__content\">The EU pay transparency directive is not just a legal requirement. It represents a cultural shift that challenges organisations to rethink how they communicate, lead and engage. Across EU member states, businesses must now go beyond compliance and embed transparency into their culture. This means fostering open dialogue about pay progression, average pay and the [&hellip;]<\/div>\n\t\t\t\n\t<\/a>\n\n<\/div>\n<div class=\"card card--post post-148128 post type-post status-publish format-standard has-post-thumbnail hentry category-career-progression category-europe category-finding-talent category-hiring-advice category-the-netherlands tag-eu tag-pay-transparency\" id=\"block_76e5f984b360d2e3fe7b340db32d1361-job-148128\">\n\n\t<a class=\"card__link\" href=\"https:\/\/www.frazerjones.com\/de\/regional-focus\/europe\/step-3-to-eu-pay-transparency-reviewing-recruitment-processes-for-compliance\/\">\n\n\t\t\n\t\t\t<div class=\"card__image-wrapper\">\n\n\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"300\" height=\"225\" src=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/Dublin_2-300x225.jpg\" class=\"card__image\" alt=\"\" sizes=\"(max-width: 481px) 100vw, (max-width: 599px) 50vw, (max-width: 1240px) 33vw, 370px\" srcset=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/Dublin_2-300x225.jpg 300w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/Dublin_2-1024x768.jpg 1024w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/Dublin_2-768x576.jpg 768w\" \/>\n\t\t\t<\/div>\n\n\t\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag\"><\/li>\n\t\t\t\t\t\t\n\t\t\t<\/ul>\n\n\t\t\t\t\t\t<h3 class=\"card__title\">Step 3 to EU pay transparency: reviewing recruitment processes for compliance<\/h3>\n\t\t\t\n\t\t<ul class=\"meta__list\">\n\n\t\t\t\t\t\t\t<li class=\"card__published-date meta__item\"><span class=\"meta__item-label\">Posted<\/span> <span class=\"meta__item-value\">Dezember 16, 2025<\/span><\/li>\n\t\t\t\t\n\t\t<\/ul>\n\n\t\t\t\t\t<div class=\"card__content\">As part of the EU pay transparency directive, organisations across EU member states must take a closer look at how they attract and hire talent. This includes updating recruitment workflows to meet new requirements and support fair pay practices. Under the directive, businesses must include salary ranges in job advertisements and avoid using a candidate\u2019s [&hellip;]<\/div>\n\t\t\t\n\t<\/a>\n\n<\/div>\n<div class=\"card card--post post-148129 post type-post status-publish format-standard has-post-thumbnail hentry category-career-progression category-europe category-finding-talent category-hiring-advice category-reward category-the-netherlands tag-eu tag-pay-transparency\" id=\"block_76e5f984b360d2e3fe7b340db32d1361-job-148129\">\n\n\t<a class=\"card__link\" href=\"https:\/\/www.frazerjones.com\/de\/regional-focus\/europe\/step-2-to-eu-pay-transparency-building-a-grade-and-pay-banding-framework\/\">\n\n\t\t\n\t\t\t<div class=\"card__image-wrapper\">\n\n\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"300\" height=\"225\" src=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/Dublin_3-300x225.jpg\" class=\"card__image\" alt=\"\" sizes=\"(max-width: 481px) 100vw, (max-width: 599px) 50vw, (max-width: 1240px) 33vw, 370px\" srcset=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/Dublin_3-300x225.jpg 300w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/Dublin_3-1024x768.jpg 1024w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/Dublin_3-768x576.jpg 768w\" \/>\n\t\t\t<\/div>\n\n\t\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag\"><\/li>\n\t\t\t\t\t\t\n\t\t\t<\/ul>\n\n\t\t\t\t\t\t<h3 class=\"card__title\">Step 2 to EU pay transparency: building a grade and pay banding framework<\/h3>\n\t\t\t\n\t\t<ul class=\"meta__list\">\n\n\t\t\t\t\t\t\t<li class=\"card__published-date meta__item\"><span class=\"meta__item-label\">Posted<\/span> <span class=\"meta__item-value\">Dezember 16, 2025<\/span><\/li>\n\t\t\t\t\n\t\t<\/ul>\n\n\t\t\t\t\t<div class=\"card__content\">After auditing existing pay data, the next step in preparing for the EU pay transparency directive is to build a clear and consistent framework for pay. This involves designing a transparent job architecture with defined salary bands and pay ranges that reflect the value of roles across the organisation. A well-structured framework helps ensure fair [&hellip;]<\/div>\n\t\t\t\n\t<\/a>\n\n<\/div>\t\t\n\t\t<\/div>\n\n\t\t\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Many organisations across EU member states are still in the early stages of preparing for the EU pay transparency directive. With the directive set to be transposed into national law in the Netherlands by January 2027, now is the time to act. This legislation will reshape how businesses across Europe approach pay equity, pay levels [&hellip;]<\/p>\n","protected":false},"author":691,"featured_media":148873,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"templates\/post-original.php","format":"standard","meta":{"_acf_changed":true,"_cn_metabox_post_checkbox_dont_send_once":false,"_cn_metabox_post_checkbox_dont_send_ever":false,"footnotes":""},"categories":[649,58,26,24,29],"tags":[650,642],"hd_author":[],"class_list":["post-148126","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-europe","category-finding-talent","category-hiring-advice","category-market-insight","category-the-netherlands","tag-eu","tag-pay-transparency"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v28.2 (Yoast SEO v28.5) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Preparing for EU pay transparency changes | Frazer 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