Integrating transparency into the NAO 2026 without breaking the budget

by Antoine Rouillon | 27, Oct 2025 | Compensation

Key Points at a Glance: The 2026 Annual Negotiations (NAO) will be significantly impacted by new requirements regarding compensation transparency and the justification of pay gaps. The success of the negotiations hinges on three key factors: a preliminary audit of pay gaps, calibration...

Pay transparency: a strategic challenge for 2025-2027

by Antoine Rouillon | October 9, 2025 | Compensation

Regulatory context: an obligation coming to fruition The European directive imposes a new requirement by June 7, 2026: making salary levels visible in job offers, structuring internal pay scales, publishing salary gaps, etc. This turning point...

Compensation transparency: managers on the front line

by Antoine Rouillon | 12, Sep 2025 | Compensation

Key Points at a Glance: Pay transparency strengthens the manager’s role, making them the primary point of contact for employees regarding salary issues. Managers must be able to explain the compensation policies, criteria...

Social dialogue: equity versus easy equality

by Antoine Rouillon | 8, Sep 2025 | Compensation

Key Points at a Glance: Pay transparency underscores the importance of pay equity in social dialogue and corporate compensation policies. Unlike equality, equity is based on objective criteria that make it possible to...

Back to school 2025: rethink your compensation strategy for a decisive final quarter

by Antoine Rouillon | 5, Sep 2025 | Compensation

Key Takeaways: The start of the 2025 fiscal year is a critical time to prepare for changes related to pay transparency and 2026 compensation policies. Companies must balance sustainable performance, pay equity, and the attractiveness of...