Resources on HR Trends & Analytics

Equip your managers to navigate every compensation conversation with total confidence. Building trust during pay conversations starts with your managers. Getting it right retains top talent—getting it wrong costs you.

With the EU Pay Transparency Directive now in effect, compensation compliance is no longer a future deadline—it is an operational reality. However, our new data reveals a critical gap: many organizations lack the infrastructure to support this shift, with 38% already outgrowing their current systems.

Governments worldwide have adopted pay transparency legislation as a way to improve pay equity, and in many regions, the United States is following this trend. In under a decade, the U.S. went from having no pay transparency laws to legislation that covers about 40% of the working population.

Discover how a well-designed job architecture lays the foundation for pay equity, transparency, and trust within your organization.

Fair compensation and pay transparency are effective recruitment tools. But when salaries for new hires are competitive, how can you make sure current employees don’t feel undervalued? This article explains how to balance recruitment and retention using fair pay practices.

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.