The EU Pay Transparency Directive is reshaping the future of Total Rewards.
Set to be enforced by June 2026, this landmark regulation expands the definition of “pay” to include not only base salary and bonuses but also benefits in cash or kind, such as pensions, insurance and allowances.
Join WorldatWork and International Employee Benefits Association (IEBA) for this high-impact webinar designed for US multinationals and EU-based employers. This session will provide expert insights into both compensation and benefits compliance, helping you prepare for the Directive’s far-reaching implications.
Compensation: What You Need to Know
We’ll discuss details to help attendees:
1. Understand the Directive’s core requirement
- Salary range disclosure in job postings
- Ban on pay history inquiries
- Mandatory gender pay gap reporting and joint pay assessments
2. Prepare for requirements:
- Conduct pay equity audits and dry runs
- Update job architecture and pay progression criteria
- Train managers on transparency obligations
3. Explore strategic implications:
- Aligning global pay practices with EU mandates
- Building defensible, equitable compensation frameworks
Benefits: The Not-to-Be Overlooked Compliance Risk
Benefits are part of the compliance equation. We’ll discuss topics that help:
1. Discover how benefits contribute to gender pay gaps and how to measure them accurately
2. Learn what counts as “pay” under the Directive: pensions, insurance, company cars and more
3. Prepare your benefits strategy:
- Inventory and analyze benefit disparities
- Develop a robust operating model to understand and report benefit costs
- Build inclusive, transparent benefit frameworks that support inclusion goals
Attendees will learn how to:
1. Describe the key compliance requirements of the EU Pay Transparency Directive as they relate to both compensation and benefits.
2. Analyze how compensation structures and benefit offerings contribute to gender pay gaps across EU jurisdictions.
3. Evaluate current Total Rewards practices to identify areas of risk and misalignment with the Directive’s transparency standards.
4. Develop actionable strategies to build compliant, equitable and transparent compensation and benefits frameworks ahead of the 2026 enforcement deadline.
Dr. Bjarndóttir is an Associate Professor of Management Science and Statistics at Robert H. Smith School of Business.
Dr. Bjarnadóttir’s research focuses on data-informed decision-making, using optimization and machine learning. A part of her research agenda focuses on pay equity, where her work focuses on how to close demographic pay gaps and fair application of Ai in HR. Her work has been published in leading academic journals and has been covered by outlets such as HBR, Forbes, BBC, HR magazine and others.
She teaches data analytics and has received multiple teaching awards including being named the best MBA professor by Poets & Quants. She holds multiple editorial board positions, but her focus right now is on two special issues on diversity equity and inclusion. She founded PayAnalytics, a workplace equity platform that is closing pay gaps around the world.
Dr. Bjarnadóttir holds a B.Sc. degree in Mechanical and Industrial Engineering from the University of Iceland and a Ph.D. in Operations Research from Massachusetts Institute of Technology.
Catherine has over 20 years’ experience within the global retirement & benefits industry, helping clients manage the risks and opportunities associated with their global portfolios. Catherine has extensive experience of supporting clients with global benefits governance, from the early stages of developing a governance framework through to ongoing operational oversight, compliance & performance monitoring.
She has particular interest in benefits equity and the implications for retirement adequacy and co-leads Aon’s steering group on the benefits aspects of the EU Pay Transparency Directive.
Karin joined Siemens AG in 1995 within the Siemens Graduate Program in Human Resources. After an international assignment in the United States as HR Project Manager, she held various global roles in Compensation & Benefits, including Global Compensation Program Management and Regional Account Management. From 2016 to 2019, she led the Global Benefits function at Siemens.
She then joined Siemens Healthineers Total Rewards, where she is leading Global Benefits, Pension & Mobility, shaping global strategies and developing the company’s benefits, pension and mobility portfolio. Since 2024, she has also served as Chair of the International Employee Benefits Association (IEBA), promoting international exchange in the field of compensation and benefits.
