A year focused on OSH - but where did the pay transparency go?
Today, the world marks World Mental Health Day - an important reminder that mental health is not only about preventing stress, but about creating sustainable conditions for wellbeing, balance, and human growth.
We believe that mental wellbeing should not be a campaign topic for one day a year - but a focus woven into the way we work and collaborate every single day.
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
Er jeres jobstruktur klar til løngennemsigtighed?
Løngennemsigtighed er ikke kun et spørgsmål om rapporter og procenter. Det begynder med noget helt grundlæggende og det er jeres jobstruktur. Hvis jobtyper, ansvar og niveauer ikke er tydelige, bliver dokumentation hurtigt besværlig og samtalerne svære at forklare. Men når strukturen er på plads, bliver løngennemsigtighed langt mere håndterbar. Det giver bedre overblik, mere fair beslutninger og en nemmere dialog mellem HR, ledere og medarbejdere.
Hvad kan løngennemsigtighed egentlig give virksomheder?
Vi har talt med John Beckmann, CEO i Mindkey, om løngennemsigtighed og hvorfor han ser det som en mulighed for virksomheder og ikke endnu et administrativt krav. For John handler løngennemsigtighed i højere grad om at skabe klarhed, sammenhæng og retfærdighed i lønarbejdet end om at leve op til ny lovgivning.
Er administration ved at skubbe det strategiske i baggrunden?
HR vil gerne arbejde strategisk? Men alt for ofte går tiden med drift, rettelser og manuelle processer. Med nye krav til dokumentation og løngennemsigtighed bliver spørgsmålet endnu mere presserende. Har I sat jeres setup op, så det frigiver tid eller så det sluger den? I dette indlæg ser vi på, hvorfor tid er blevet den reelle flaskehals for vækst og hvordan struktur og automatisering kan give HR plads til at støtte ledelsen mere strategisk.