Navigating the intricacies of global pay data reporting can be daunting, with diverse deadlines, thresholds, and regulations to manage. Trusaic offers a comprehensive solution to streamline and ensure precision in reporting across jurisdictions globally.
In the realm of pay data reporting, understanding pay equity standards is paramount. These standards are complex and often vary by jurisdiction. Trusaic Global Pay Data Reporting solution excels at navigating these complexities, ensuring compliance with precision across diverse jurisdictions.
Employees performing identical work must be paid equitably.
Employees performing substantially similar work must be paid equitably. Substantially similar typically means similar skills, effort and responsibility required to perform the work.
Employees who are performing completely different work, but that can be shown to be of equal value based on “objective criteria” must be paid equitably.
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Pay data reporting requires collection, analysis, reporting, and transparency (C.A.R.T.). Leverage Trusaic’s pay equity analysis software and our team of experts to guide you through the process. Meet reporting and transparency obligations with ease and confidence.
Learn MoreDiscover the EU Pay Transparency and Pay Data Reporting Directive, designed to combat pay discrimination and close the gender pay gap in European Union member states. The legislation must be implemented by each country by June 2026. Learn about its provisions, reporting requirements, and deadlines, as well as how Trusaic’s Global Pay Data Reporting solution can ensure your organization is in compliance. Prepare your organization for upcoming legislation and foster workforce equity.
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Explore our comprehensive guide to UK Gender Pay Gap Reporting Law, outlining the requirements for employers with 250 or more employees to submit annual gender pay gap reports. Learn about reporting deadlines, calculation metrics, and optional information, along with the inclusion criteria for employee calculations. Learn more about what’s required in our guide and discover how Trusaic’s Global Pay Data Reporting solution can streamline compliance, from applicability determination to automated report generation, ensuring accuracy and efficiency in meeting regulatory obligations.
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Discover our comprehensive guide to France’s Gender Pay Gap Reporting Law, exploring reporting requirements, calculation metrics, and progress objectives. Learn about the Gender Equality Index and the “Rixain law,” along with deadlines for reporting and compliance. Learn more about what’s required in our guide and explore how Trusaic’s Global Pay Data Reporting solution can streamline compliance and ensure equal pay practices, from applicability determination to automated report generation and expert regulatory guidance.
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Amidst Illinois’ stringent pay equity regulations, compliance becomes paramount for employers facing recent legislative amendments and the impending enforcement of pay transparency laws. With potential penalties looming, Trusaic’s Global Pay Data Reporting solution offers tailored solutions to streamline EPRC applications, conduct pay equity analyses, and manage compliance deadlines efficiently, enabling employers with an Illinois presence to navigate complex regulatory landscapes with confidence.
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Australia’s Workplace Gender Equality Act mandates all organizations with 100 or more employees to report annually on gender equality indicators. Larger employers with 500 or more employees must meet specific gender equality standards. Learn about all of the Australian pay gap reporting law nuances in our guide and how Trusaic’s Global Pay Data Reporting solution can ensure your organization is in compliance.
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Spanish laws on equal pay are among the most comprehensive in Europe. Every Spanish company, regardless of size, must maintain a salary register, categorized by profession and gender. Organizations with 50 or more employees must also create a job evaluation system, carry out a remuneration audit, and create an equality plan. Learn more about what’s required in our guide and how Trusaic’s Global Pay Data Reporting solution can ensure your organization is in compliance.
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All private U.S. employers with 100 or more employees, and federal contractors with more than 50 employees, are required by the Equal Opportunity and Employment Commission (EEOC) to submit EEO-1 Component 1 reports annually. The report is an annual summary of an organization’s demographic workforce data. Learn more about what’s required in our guide and how Trusaic’s Global Pay Data Reporting solution can ensure your organization is in compliance.
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German organizations with 500 or more employees are required every 3 to 5 years, depending on any employee collective bargaining agreements, to conduct gender equality and equal pay reports. Additionally, individuals who work for organizations with 200 or more employees have the right to request information on pay structures from their employer. Learn more about what’s required in our guide and how Trusaic’s Global Pay Data Reporting solution can ensure your organization is in compliance.
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Denmark employers with 35 or more employees are required to submit either gender-segregated wage statistics, or an equal pay report on an annual basis as part of Denmark’s Equal Pay Act. Companies in the farming, gardening, forestry, and fisheries sectors are exempt from reporting requirements. Learn more about what’s required in our guide and how Trusaic’s Global Pay Data Reporting solution can ensure your organization is in compliance.
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Finland employers with 30 or more employees are required to prepare gender equality plans which must include a comprehensive pay survey every two years. The pay survey is to ensure there are no unjustified pay differences between women and men engaged in either the same work or work of equal value. Learn more about what’s required in our guide and how Trusaic’s Global Pay Data Reporting solution can ensure your organization is in compliance.
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Swedish employers with 10 or more employees are required to carry out annual pay surveys to evaluate their gender pay gaps. Employers with 25 or more employees are subject to additional requirements, including four ongoing “active measures,” which involve investigating, analyzing, taking measures, and monitoring. Learn more about what’s required in our guide and how Trusaic’s Global Pay Data Reporting solution can ensure your organization is in compliance.
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Public and private employers with 100 or more employees are required to comply with Switzerland’s Gender Equality Act. The number applies to all salaried employees, while apprentices are excluded. After reporting once, employers that meet pay equity requirements are exempt from further analysis requirements. Learn more about what’s required in our guide and how Trusaic’s Global Pay Data Reporting solution can ensure your organization is in compliance.
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Expert pay equity research, guides and articles
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