Aon's Human Capital Solutions’ Post

New pay transparency regulations are set to take effect in January 2025, impacting employers with employees in Illinois. Aon's expert team is ready to assist your firm in navigating and preparing for these upcoming regulations. Stay ahead of the curve and take action now: https://lnkd.in/eXzNJN6i.

Consultants, like myself, have spent months telling anyone who would listen about the complexities and challenges presented by pay transparency regulations in the EU. We have been doing this in an attempt to get employers to take them seriously and to begin to prepare for them. (Even those in the UK with no EU employees!) The reality however, is that the regulations are actually pretty simple! The complexity comes from applying those regulations to a specific business context and having to address particular cultural and other legacy issues including management attitudes. The attached Blick Rothenberg 'Guide to EUPT Directive' tells you all you need to know about the regulations but if you want to discuss them in the context of your particular challenges then do please let me know! Lets take the complex and make it simple together! https://lnkd.in/enEEPY8T

If you are an employer with workers in Maryland, there are two new laws that start October 1st that you need to follow - the Pay Transparency law and the Pat Stub and Pay Statement law. The department is putting on a webinar, and they have FAQ's on their website: https://lnkd.in/dQZRBp_p Pay Stub/Statement lists specific things that have to be on the pay stub/statement starting October 1. Significant changes if you pay employees piece rate or commission. Pay Transparency deals with what the employer has to disclose in job postings and to new/potential employees. https://lnkd.in/dzSyJ78R

Fair and accessible benefits aren't just about compliance - it's also a strategic priority. The EU Pay Transparency Directive is compelling organizations to rethink their approach to total rewards. This could be your chance to truly demonstrate your commitment to your employees. Learn about how fair benefits can give a competitive edge - https://ow.ly/Fiiu30sEcVb #PayTransparency #EUPayTransparency #TotalRewards

🤔 Have questions on pay transparency? On April 3, our VP of Total Rewards, Megan Nail, CCP, SHRM-SCP, CEBS, will tackle this important topic via a virtual event through the Federal Reserve Bank of Minneapolis. 👥 Along with fellow industry experts, she’ll break down the ins and outs of state policy actions on #PayTransparency. 📌 Attend the virtual panel Wednesday April 3, 2024 from 1:05 – 1:50 p.m. CT to discover valuable insights and learn the latest research. 👉 Register here: https://lnkd.in/eNcZda9b #NFP #Insurance #Compensation #Compliance #HR #HumanResources #LaborPolicy #Workforce #Talent #EmployeeRetention #EmploymentLaw

Pay Transparency is on its way, are you prepared? The EU Pay Transparency Directive comes into law in 2026 and will give rise to several new employer obligations. We examine some of the key changes that employers need to consider in advance of the directive coming into force. Learn more about pay transparency and what it means for employers by visiting our website! https://lnkd.in/eEiVNeZ3

Pay transparency laws are gaining momentum, prompting companies to evaluate their compensation disclosure strategies. Per Aon’s survey, 2/3 of companies only share what’s legally required while 1/3 openly disclose ranges to all candidates. Larger firms focus on compliance but smaller ones with fewer locations embrace pay transparency more readily. What approach will your organization take as more laws emerge - reactive or proactive?

Attention Maryland HR Professionals! Two new laws, passed in the 2024 General Assembly Session, are set to go into effect October 1.   The Pay Transparency Law requires employers to provide information about compensation and benefits in their job postings. The Pay Stub and Pay Statement law requires employers to provide workers with written notice of pay, paydays, and leave benefits, and also provide a written or online pay statement each payday that includes information about hours, rates, compensation, and deductions.   Guidance concerning both of these new laws, including FAQs, templates (that employers may choose to use to satisfy their obligations), and instructions are available .   Join the Maryland Department of Labor for a webinar! It will take place on September 25, 2024 at 10 a.m., providing an overview of both laws as well as a Q&A session.   A link will be sent to all registrants and will be posted on the Maryland Department of Labor website. Register here: https://lnkd.in/eSHTA_ew **This is not a webinar hosted by Elite HR Connections, it is for informational purposes only.**

Fair and accessible benefits aren't just about compliance - it's also a strategic priority. The EU Pay Transparency Directive is compelling organizations to rethink their approach to total rewards. This could be your chance to truly demonstrate your commitment to your employees. Learn about how fair benefits can give a competitive edge - https://ow.ly/le6X30sEiaL #PayTransparency #EUPayTransparency #TotalRewards

The GREAT DEBATE - just over a week away! Join the conversation to gain insight to the best course of action for HR professionals as we navigate the Pay Transparency Law. In preparation, we are conducting a brief survey to help HR practitioners prepare for the upcoming Illinois pay transparency requirements. You can participate in the pay transparency readiness survey using the following link: https://bit.ly/47QDBuV Reserve your spot and ensure your game plan is unstoppable! https://bit.ly/3vITJBp