5 ways continuous payroll is shaping the future of work
The Payroll Navigator 2024
Big and Small: How SAP SuccessFactors Supports Companies of All SizesSAP solutions
Payroll outsourcing: 4 tips on which tasks to outsourceHR & Payroll Outsourcing
5 ways to make talent management more transparentTalent management
How can HR balance pay transparency with employee privacy?
Transparency doesn’t mean revealing everything. The Directive is designed to make pay systems fairer and clearer — not to expose individual salaries.
How can companies address pay gaps without disrupting internal morale?
Pay transparency shines a light on gaps that may have gone unnoticed before. Correcting those gaps isn’t just about adjusting numbers - it’s about how you plan, communicate, and support the process.
Can we still negotiate individual salaries under the pay transparency rules?
The short answer is yes - the Directive doesn’t ban individual salary negotiations. Employers can still adjust offers based on skills, experience, or market demand.
What’s the minimum sample size for pay gap reporting, and what if we don’t meet it?
The Directive doesn’t set a hard minimum group size for pay reporting. But the general principle is clear: avoid reporting on groups so small that individual employees could be identified.
What is a “category of workers,” and how should we define it for reporting?
To report meaningfully on pay gaps, employers need to group employees into “categories of workers” - clusters of roles that can fairly be compared.
What does “equal work of equal value” mean, and how do we define it?
The Directive goes beyond equal pay for the same job. It also requires employers to ensure equal pay for different jobs that are of equal value.
How should companies calculate gender pay gaps under the Directive?
The Directive requires employers to report on both unadjusted and adjusted gender pay gaps. These two figures tell different but equally important stories
What counts as “pay” under the EU Directive?
The Directive takes a broad view of pay. Base salary is only one part of the picture — employers must also include bonuses, allowances and non-cash benefits
Which employees are included in the scope of the Pay Transparency Directive?
The Directive applies broadly - not just to full-time staff, but to almost anyone with an employment relationship.
What is pay transparency, and what does it require under the EU Directive?
The EU Pay Transparency Directive is a new law designed to make pay across Europe more transparent, consistent, and fair.
The Great HR Knowledge Exodus: How Retiring Professionals Are Taking Decades of Wisdom With Them
Picture this: Margaret, your company's payroll manager for 28 years, announces her retirement. She's the one who knows exactly why certain employees get that mysterious quarterly adjustment, how to navigate the labyrinthine state tax codes for your multi-location business, and which vendor relationships took years to cultivate. In three weeks, she'll be gone—and with her, nearly three decades of hard-earned expertise that no manual or system documentation could ever capture.
Margaret's story isn't unique. Across organisations worldwide, a seismic shift is reshaping the HR and payroll landscape as baby boomers retire at a rate of 10,000 a day, taking with them an irreplaceable treasury of institutional knowledge, relationship dynamics, and battle-tested problem-solving approaches that can't be easily transferred through a handover document.
5 Ways to Support Work-Life Balance in Your Organisation (Inspired by SD Worx)
In today’s competitive talent landscape, work-life balance is no longer a nice-to-have—it’s a strategic priority. At SD Worx, we’ve made it part of our DNA, not only to attract and retain top talent, but to foster a culture where people thrive. Here are five practical ways organisations can support work-life balance, with examples from our own journey.