A year focused on OSH - but where did the pay transparency go?
Pay transparency requires a clear structure for jobs, roles, and salaries. In this article, we explore how AI can help HR analyze existing HR data and suggest a structure that makes the work with pay transparency faster and easier to manage.
Focus on work environment, well-being and digitalization
The legislative programme points to a continued strengthening of the working environment and well-being, including initiatives aimed at ensuring a better balance between flexibility and protection in the labour market.
In addition, we see an increased focus on digitizing and streamlining public and private processes - a development that also has an impact on HR's way of working.
But where did the pay transparency go?
Something particularly glaring is the absence of a draft law on the implementation of the EU wage transparency directive.
Although the implementation deadline is already 7 June 2026, the directive is not yet included in the legislative programme.
That means companies still have a window to prepare -- but that this is the time work should get underway. Among other things, the directive will require:
- Indication of salary ranges in job postings
- Right to insight into salary levels for employees
- Reporting of gender-segregated salary data
Why is it relevant in Mindkey?
At Mindkey, we follow pay transparency closely because it's not just about compliance - it's about trust, fairness and a healthy pay structure.
Our upcoming module for salary transparency is developed to help HR make this an easy process using:
- Data base for gender-segregated salary reports
- Job structure and salary ranges
- Transparent processes around salary determination
It is, in short, about making the complex manageable - and being ready when legislation comes into force.
Read the full legislative programme hereto or dive into Kromann Reumert's precise and good summing of the most important points in the field of employment.
Mere fra Mindkey
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