The future is already here. Are you ready to shape it? This article features a summary of the four pillars featured in our HR Trends 2026: Focus on the Moment report.

The fourth pillar of our HR Trends 2026 report is the Flow Architect, which looks at how to build flexible, adaptive systems for the future.

The third pillar of our HR Trends 2026 report is the Experience Shaper, which provides insights on how to design experiences that empower your people.

The second of our HR Trends 2026 pillars is the Value Creator, which explains how to drive measurable value through growth and sustainability.

The first pillar of our HR Trends 2026 report is the Digital Ally, which explains how to utilise AI as your trusted partner in humanising work.

We believe that shaping the future of work beings with paying attention to the present. That’s why this year, our HR Trends report invites you to focus on the moment – to pause and reflect on where we are now.

Read about how our client, leading publisher Pelckmans, has built a people-first, support-driven culture for their employees.

The SD Worx team recently attended UNLEASH World 2025 in Paris. Here are our key takeaways from the event.

Transparency doesn’t mean revealing everything. The Directive is designed to make pay systems fairer and clearer — not to expose individual salaries.

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.

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.
 

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.