European Union: Employee Benefits & Compensation

France's draft law transposing the EU Pay Transparency Directive has undergone significant amendments, introducing five key changes that will impact how employers handle gender pay gap reporting, employee categorization, and corrective measures. The September 2026 version strengthens labor authority powers and expands employee rights to request explanations on pay indicators.

A partire dal 1° gennaio 2027, le aziende italiane dovranno affrontare un significativo aumento sia del contributo esonerativo per la mancata assunzione di persone con disabilità sia delle relative sanzioni amministrative. Il Decreto ministeriale n. 100/2026 introduce nuovi importi basati sulla retribuzione media del settore privato, con il contributo giornaliero che passa da 39,21 a 44,32 euro e le sanzioni che raggiungono i 221,60 euro per posizione scoperta.

Italy's Ministry of Labour and Social Policies has announced significant increases to both exemption contributions and penalties for employers who fail to meet mandatory disability employment quotas. Starting January 2027, companies that do not employ the required number of people with disabilities will face substantially higher daily costs, with exemption contributions rising by over 13% and penalties for non-compliance increasing proportionally based on updated national wage data.

France has released a revised draft law to implement the EU Pay Transparency Directive, introducing notable clarifications while retaining core mechanisms for ensuring pay transparency. The updated bill addresses key aspects including remuneration definitions, employer response timelines, and expanded grounds for refusing information disclosure. What specific changes will impact French employers with 50 or more employees, and how do these provisions compare to the original EU Directive requirements?

This comprehensive global map reveals which countries mandate employers to report, maintain, or provide gender pay information, distinguishing between public reporting requirements, non-public obligations...

De Miljoenennota 2027 brengt belangrijke wijzigingen voor werkgevers en werknemers, van uitstel van de afschaffing van de compensatieregeling transitievergoeding tot aanpassingen in de WW-duur...

Cyprus now offers the EU Blue Card route for highly qualified third-country nationals. It is an important option for international companies and professionals seeking a structured work-and-residence route in Cyprus, particularly in technology, pharmaceutical research and shipping-related employment.

The Dutch implementation of the European Pay Transparency Directive is advancing through the legislative process, set to take effect January 1, 2027. The Verwey-Jonker Institute has released a practical guide outlining how employers can establish objective, gender-neutral pay structures to meet these new requirements. Employers face critical decisions about job evaluations, remuneration policies, and privacy-compliant processes that will fundamentally reshape how they justify and document compensation pract

Il Ministero del Lavoro e il Ministero della Famiglia hanno introdotto un nuovo sistema di certificazione per le imprese che promuovono la conciliazione tra vita lavorativa e familiare. Le aziende certificate potranno beneficiare di un esonero contributivo fino all'1% dei contributi previdenziali, con un tetto massimo di 50.000 euro annui, valido fino al 31 dicembre 2028.