Employee salaries? Companies don’t want to talk about them much

Opinions on remuneration transparency are different, as are employers’ approaches. However, it should be the choice of the employee himself whether he does not care that the third party has information about the amount of his salary or whether he prefers to keep it in a discreet level. The HR staff agrees.

According to Grafton Slovakia, the transparency of remuneration is considered to be the fourth most current topic in the field of HR.

A global survey involving more than 5,000 respondents from 35 countries, showed that 51% of companies do not provide employees or jobseekers or even indicative income levels and during it does not plan to do so for the next five years. Another 22% companies are at least considering moving towards greater transparency in remuneration and the remaining 27% have taken such a step. Of these 27% 67% of companies specified that they inform about wage conditions already candidates during competitions, 59% dedicate staff and 48% also provide data to the external environment.

Many companies in Slovakia already have or are implementing equality programs, which provide a guarantee and the possibility of controlling the equality of wage conditions for individual qualifications and positions, but also, for example, equal rights male and female population in identical positions. However, they will also be found opposite attitudes. “We know of companies that are open about it they even sanction wages, which does not create a healthy environment. For improvement situation, we definitely recommend reassuring employees in appropriate ways, that, in a comprehensive comparison with colleagues, they are paid fairly, “ states the manager of the personnel agency Grafton Slovakia Michal Batis.

In Slovakia, it was a major legislative contribution to the larger openness, the introduction of mandatory indication of the minimum wage offered in job ads. Proponents of transparency of remuneration consider the simplification of negotiations as the three main benefits of this step (57%), ensuring fairness (55%) and filtering out adepts who in principle do not agree with openness (54%). Opponents unequivocally most often they point to the possible emergence of conflicts (75%). Follows the reservation that it is not a common practice (37%) and the obstacle is allegedly also reduction of the handling margin in negotiations (34%).

Batis explained that in the past it was common for employees to earn with the same qualifications, position or responsibility varied considerably, and even by gender. “Companies for this reason, too, to employees forbade communicating about wages. Even without it, employees usually didn’t tend to talk about their income so as not to show that they make unsubstantiated profits or not to find out that someone else gets more money, although there is no objective support, “ explains Batis.

According to HR professionals, the smaller the differences in living standards, the more people have less trouble talking about their income. “In some In the Scandinavian countries, the system is even so transparent that there are publicly available portals with information on income and levies every inhabitant, “says Batis.

Opinions on remuneration transparency are different, as are employers’ approaches. However, it should be the choice of the employee himself whether he does not care that the third party has information about the amount of his salary or whether he prefers to keep it in a discreet level. The HR staff agrees.

According to Grafton Slovakia, the transparency of remuneration is considered to be the fourth most current topic in the field of HR.

A global survey involving more than 5,000 respondents from 35 countries, showed that 51% of companies do not provide employees or jobseekers or even indicative income levels and during it does not plan to do so for the next five years. Another 22% companies are at least considering moving towards greater transparency in remuneration and the remaining 27% have taken such a step. Of these 27% 67% of companies specified that they inform about wage conditions already candidates during competitions, 59% dedicate staff and 48% also provide data to the external environment.

Many companies in Slovakia already have or are implementing equality programs, which provide a guarantee and the possibility of controlling the equality of wage conditions for individual qualifications and positions, but also, for example, equal rights male and female population in identical positions. However, they will also be found opposite attitudes. “We know of companies that are open about it they even sanction wages, which does not create a healthy environment. For improvement situation, we definitely recommend reassuring employees in appropriate ways, that, in a comprehensive comparison with colleagues, they are paid fairly, “ states the manager of the personnel agency Grafton Slovakia Michal Batis.

In Slovakia, it was a major legislative contribution to the larger openness, the introduction of mandatory indication of the minimum wage offered in job ads. Proponents of transparency of remuneration consider the simplification of negotiations as the three main benefits of this step (57%), ensuring fairness (55%) and filtering out adepts who in principle do not agree with openness (54%). Opponents unequivocally most often they point to the possible emergence of conflicts (75%). Follows the reservation that it is not a common practice (37%) and the obstacle is allegedly also reduction of the handling margin in negotiations (34%).

Batis explained that in the past it was common for employees to earn with the same qualifications, position or responsibility varied considerably, and even by gender. “Companies for this reason, too, to employees forbade communicating about wages. Even without it, employees usually didn’t tend to talk about their income so as not to show that they make unsubstantiated profits or not to find out that someone else gets more money, although there is no objective support, “ explains Batis.

According to HR professionals, the smaller the differences in living standards, the more people have less trouble talking about their income. “In some In the Scandinavian countries, the system is even so transparent that there are publicly available portals with information on income and levies every inhabitant, “says Batis.