Ulla Iversen· Total Rewards Manager, Aurora Hospitality
Posted in Berlin Chapter ·
We have lived with the Entgelttransparenzgesetz for some years, and honestly the individual information right has been used by perhaps fifteen employees out of 2,200. So my management tends to assume the Directive will be similarly quiet.
I do not share that view. As we understand the Directive, it adds things the current law does not have in the same form: pay information for applicants, regular gap reporting, and a joint assessment with employee representatives where a gap cannot be justified. I am still waiting for the final German implementing text. What are others preparing now, and what are you leaving until then?
1 helpful · 1 insightful · 2 replies · 19 views
Compensation Manager, Pinehurst Foods
We are preparing the things that take long whatever the final wording says: a clean job architecture, documented criteria for each pay decision, and a first internal gap analysis by comparable group. What we are leaving is everything about the format and timing of reports. Our counsel advised us not to build reporting templates against a draft.
Compensation Manager, Pinehurst Foods
The applicant side is what changes daily work for us. We hire about 400 people a year and recruiters ask for salary history out of habit. Our reading is that this will have to stop and that ranges will have to be given early. We started training recruiters in September and removed the field from the application form.
