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On February 10, NUMA launched its first HR Morning of the year, focusing on a topic that will profoundly transform HR practices: salary transparency, with a view to the European directive that will come into force in June 2026.
This is no longer a theoretical debate.
Employees ask questions, compare, and request explanations. Managers must respond. HR must establish a clear, fair, and defensible framework over time.
To discuss this in concrete terms, we brought our HR community together for a breakfast meeting followed by a roundtable discussion with:
Three organizations, three different contexts, and the same challenge: making salary policy more transparent without undermining internal cohesion.
What we discussed
1. Anticipate Directive 2026 now
What specific obligations are coming? What structural adjustments are necessary? What are the risks if discrepancies or practices are not clarified in advance?
2. Prepare managers to discuss salary
How can you turn a meeting that is perceived as "sensitive" into a structured and calm conversation? How can you explain the criteria, decisions, room for maneuver, and constraints? What tools and benchmarks should you share to avoid improvisation?
3. Align HR, L&D, and COMEX
How can we build a coherent trajectory? What skills should we develop? How can we ensure a consistent message across all levels of the organization?
Key takeaways from the morning session
Salary transparency cannot be imposed. It must be prepared, structured, and above all, discussed.
Want to know more? The event report is now available via this download form.
On February 10, NUMA launched its first HR Morning of the year, focusing on a topic that will profoundly transform HR practices: salary transparency, with a view to the European directive that will come into force in June 2026.
This is no longer a theoretical debate.
Employees ask questions, compare, and request explanations. Managers must respond. HR must establish a clear, fair, and defensible framework over time.
To discuss this in concrete terms, we brought our HR community together for a breakfast meeting followed by a roundtable discussion with:
Three organizations, three different contexts, and the same challenge: making salary policy more transparent without undermining internal cohesion.
What we discussed
1. Anticipate Directive 2026 now
What specific obligations are coming? What structural adjustments are necessary? What are the risks if discrepancies or practices are not clarified in advance?
2. Prepare managers to discuss salary
How can you turn a meeting that is perceived as "sensitive" into a structured and calm conversation? How can you explain the criteria, decisions, room for maneuver, and constraints? What tools and benchmarks should you share to avoid improvisation?
3. Align HR, L&D, and COMEX
How can we build a coherent trajectory? What skills should we develop? How can we ensure a consistent message across all levels of the organization?
Key takeaways from the morning session
Salary transparency cannot be imposed. It must be prepared, structured, and above all, discussed.
Want to know more? The event report is now available via this download form.
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