SER monitor finds recruitment gains but retention gaps

Employers will report pay gaps and act when unjustified gaps exceed 5%; national transposition is required by June 2026.

The directive requires national transposition and gives employers a deadline to prepare job-level pay structures and reporting systems.

The guidance centers leadership, accountability, strong policies, trusted accessible reporting, impartial investigation, anti-retaliation, and interactive training.

The guide recommends data-led barrier analysis, targeted hiring and retention, accommodation, employee consultation, and caution with approaches lacking evidence.

Large companies begin phased sustainability reporting, including material workforce and social matters; data quality and governance become more important. Source specifies the year or period only;...

A civil-society platform establishes a new national charter and employer network, adding to cross-border learning on practical inclusion plans. Source specifies the year or period only; January 1 is a...

EU rules strengthen national bodies’ independence and capacity to assist people facing discrimination, supporting clearer employer accountability environments.

Updated enforcement guidance explains that harassment can include conduct based on protected characteristics and reiterates employer prevention and corrective duties.

Accessibility requirements support inclusion for disabled customers and workers; employers benefit from accessible recruitment, tools, and communications.

More than seven in ten monitored organizations address multiple dimensions; networks and employee experiences are increasingly part of policy conversations. Source specifies the year or period only;...