Articoli e blog

Japan has the largest gender pay gap of any G7 nation. To promote workplace equality, keep women in the labor force after childbirth, and increase advancement opportunities, the country recently made changes to its pay gap reporting requirements.

PayAnalytics’ new Workplace Equity feature helps organizations move beyond equity in pay alone. This feature helps companies analyze diversity and representation among current employees, new hires, and employees who exit the organization, and it looks for demographic differences in who receives raises and promotions.

In 2023, Washington State expanded its pay transparency requirements ​​by creating the Equal Pay and Opportunities Act (EPOA). Rather than disclosing a job’s minimum pay when making an applicant a job offer, the EPOA requires employers to disclose pay ranges in the job posting. In 2025, an amendment was passed to give employers a short window to correct noncompliant postings, to reduce statutory damages for noncompliance, and to clarify the wage information required in postings.

In summer 2022, Ireland implemented a far-reaching pay equity legislation, the Gender Pay Gap Information Act 2021. This legislation requires employers to begin reporting on their gender pay gaps. Companies will need to report differences in the mean and median pay between male and female employees. And if there’s a pay disparity, the company will need to provide a written explanation for it and outline any steps planned to close the gap.

As pay transparency laws continue to gain traction across the US, California employers are getting ready to comply with the state’s new pay reporting and pay disclosure law. It was signed by Governor Newsom on September 27, 2022.

PayAnalytics looks back on a productive 2022. We rolled out several new features to support customers on their pay equity journeys, and we celebrated big milestones for several of our customers. In addition, our team presented at conferences and published their research to promote pay equity worldwide.

Companies hiring in New York City have been changing the way they advertise job openings in response to the new pay transparency law. The New York City pay transparency law's effective date was November 1, 2022, and since then, companies with four or more employees must post the pay range for every job posting. The law covers all NYC-based companies. It also covers companies beyond city limits posting remote jobs that may be filled by NYC-based workers.

Nel panorama attuale, in cui organizzazioni e governi cercano soluzioni per garantire la parità retributiva, i divari retributivi demografici sono una questione di crescente importanza. Con l’espressione "divario retributivo" ci si riferisce regolarmente a due concetti. Qual è la differenza tra il divario retributivo rettificato e il divario retributivo non rettificato?

At PayAnalytics, we often talk about equal pay for work of equal value. Canada’s Pay Equity Act, implemented August 2021, takes a unique approach to achieving this objective. Typically, pay equity requirements focus on how men and women doing similar jobs are paid, but Canada now focuses on the value of the job to the employer.

Last week, our founders David Anderson and Margret Bjarnadottir presented their academic work at the WorldatWork Workplace Equity Forum 2022 in Austin, Texas.

"With the right tools, supported with the right data, we can bring about workplace transformation and pay equity."

In the latest issue of Dynamic Magazine, our founder Margrét shares valuable insights for leaders using data analytics or AI on their pay equity journeys.

In a recent blog post for the German HR magazine Trend Report, PayAnalytics Co-founder Margrét Bjarnadóttir explained how important it is to recognize the limitation of AI-based HR tools when making important decisions about hiring, compensation, promotions, and training opportunities. Even when workplaces do strive for equity, their data can still reflect historical biases and discriminate on the basis of ethnicity, gender, and class. Hence, to improve pay equity, companies need to find the right tools, identify where there are potential biases, and take the necessary steps to eliminate those biases.