If you have employees in the European Union, or even some working remotely in an EU member state, then there’s a new law you need on your radar. It’s the EU Pay Transparency Directive. It was adopted in April 2023 with an objective to close the gender pay gap by requiring pay transparency, a structured reporting process, and employee access to compensation data.  

Here's What You'll Learn

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Rules around compensation and pay transparency continue to increase across the country with more states enacting new pay transparency laws.  Delaware House Bill 105 (HB 105) is one of the latest of these new pay transparency laws. Starting in 2027, Delaware will require job postings to include salary or wage ranges and benefits information.   

Why does this matter? Because employee expectations are changing, regulators are increasingly active, and the compliance risk is real. For HR professionals, understanding this law isn’t an option. It’s become a strategic imperative.

Here's What You'll Learn

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If you haven’t yet heard, the U.S. Department of Labor’s (DOL) Payroll Audit Independent Determination program (PAID) is officially back, with some changes and updates. For HR professionals, especially those working on compensation, compliance, and employee trust, this is a development worth paying attention to.  

Neil Dickinson The PAID Program Is Back

As the fourth quarter rolls around and HR professionals begin prepping for performance reviews, compensation planning, and end of year reporting, be sure to save a spot on your planning and strategic checklist for a pay equity check-up. 

Neil Dickinson Pay Equity Check-Up: Why Q4 is the Time to Close Gaps

Pay transparency continues to be a hot topic, especially as more and more states enact pay transparency laws. It’s one of those topics many companies recognize as critical, but when it comes to practical, day-to-day implementation, things can get tricky. It’s one thing to know that pay transparency matters, and quite another to get it right.  

Neil Dickinson Beyond the Basics: Implementing Pay Transparency Best Practices

As an HR leader, you already know that developing an effective compensation strategy is more than just setting salaries. It's about building a system that motivates your people, syncs with company goals, and helps attract and retain top talent.  

Neil Dickinson What is Variable Compensation?

Let’s be honest, talking about pay isn’t always easy. In today’s job market, avoiding the conversation around compensation can cost your company more than a few awkward moments. You could end up facing hefty fines, costly legal battles, and a damaged reputation. Fair, transparent, and competitive pay continues to be a critical part of successful HR strategy, especially when it comes to attracting and retaining top talent. 

Neil Dickinson 6 Benefits of an Annual Compensation Review

Pay transparency laws are on the rise in the United States.  Colorado led the charge on this initiative by implementing the first pay transparency state law in 2019 and many other states have followed since. While pay and salary was once considered a topic no one discussed, it is now gaining traction and requiring employers to be upfront and honest in job listings when it comes to disclosing salary ranges and benefits.

Neil Dickinson Ultimate Guide to Pay Transparency Laws by State

Think of your compensation strategy as the blueprint for pay. It defines how your organization sets, manages, and explains compensation. This includes base pay, bonuses, benefits, raises, and the reasoning behind each. A strong strategy ensures pay is competitive, consistent, and aligns with business goals and employee expectations. 

Neil Dickinson Choosing the Right Partner for Compensation Strategy and Pay Equity

Today’s job market is fiercely competitive. Top candidates often have options when it comes to job offers and employers. That’s where it pays to have a competitive compensation structure, so your organization will stand out as an employer of choice for top candidates.  

Neil Dickinson 5 Strategic Benefits of Pay Equity Compliance