Does pay transparency need to become a heavy administrative burden?
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.
Pay transparency is often referred to as something that companies will have to deal with due to upcoming EU requirements. And debate is filling - not least the concern about whether new rules risk creating unnecessary red tape and unrealistic timetables.
But looking a little deeper, it's worth asking another question: what if pay transparency becomes not a heavy administrative burden but a real competitive advantage?
As job seekers, many recognize the picture: No salary cap in the job posting? Questions about current salary for the conversation? Unsure about where you really stand in relation to colleagues? Practices that will soon change - but which already today affect trust, motivation and employer brand.
At the same time, wages Still surrounded by a strong taboo. But who does it really benefit?
If salary is clearly linked to role, responsibility, experience and competencies, transparency does not lose anything. On the contrary:
- Employees gain clarity on development and expectations
- Leaders get a better basis for dialogue and decision-making
- The organization gains more consistency, fairness and documentation
Pay transparency is not about everyone having to know everything.
It is about structures, overview and access to the right information - at the right level.
And that's why it doesn't have to be heavy
The challenge arises when transparency is handled manually, fragmented or as a separate reporting project on top of existing processes.
At Mindkey, we work with salary transparency as an integral part of HR work - not as additional administration.
The solution is designed for both simple organizations and more complex setups and can support, among other things:
- Job structures with job families, job levels and, if applicable, matrix structures
- Wage spans and pay frameworks linked directly to jobs and roles
- Consistent and documentable salary reporting — including gender-segregated data
- Insight into salary development across the organization
The setup is adapted to the maturity and needs of the business - allowing one to start simply and expand over time.
Access to data is role-based and managed by HR:
- HR has overview and documentation
- Managers see relevant information for their area of responsibility
- Employees gain insight into what they have the right and duty to see
It creates transparency without losing control - and without making HR work more complex than necessary.
So perhaps the question is not whether salary transparency It becomes administratively heavy. But how do we choose to work with it?
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.