The deadline by which Germany should have incorporated the EU Pay Transparency Directive into national law passed on June 7th. But companies should know: The contents of the EU directive also apply if they have not yet been incorporated into national law. It is also to be expected that courts will make EU-friendly rulings when it comes to lawsuits regarding pay transparency. Despite the long announcement, not all companies are well prepared for pay transparency. In an interview, Annika in der Beek, CHRO at Statista, explains how her company prepared and what quick wins there are now for unprepared companies.
Human resources management: Ms. in der Beek, how far is your company on the path to pay transparency?
Annika in der Beek: Statista started working on the topic in the second half of 2024. The hard issues surrounding data quality, reporting obligations and legal aspects have now been completed. The roll-out is now before us. It must be ensured that managers understand the salary ranges and can understand the benchmarking. Training of managers and communication within the organization play a central role for us. That’s our turn.
