Faedah & Pampasan • 9 MIN BACAAN
Undang-undang Ketelusan Gaji: Apa yang Pasukan HR Perlu Tahu Sekarang
APR 12, 2026
Perundangan ketelusan gaji sedang tersebar dengan pantas. Berikut ialah perkara yang telah berubah, perkara yang akan datang, dan cara menyediakan organisasi anda.
Dorongan global ke arah ketelusan gaji
Pay transparency refers to how openly an organisation shares information about compensation, both internally with employees and externally with job candidates. Over the past three years, legislation in the EU, UK, and several US states has moved this from a cultural aspiration to a legal requirement. The EU Pay Transparency Directive, which member states must transpose into national law by June 2026, is the most sweeping change yet, covering all employers with 100 or more employees.
Apa yang diperlukan oleh Arahan Ketelusan Gaji EU
Di bawah arahan tersebut, majikan mesti mendedahkan julat gaji atau gaji permulaan dalam setiap iklan jawatan. Mereka juga mesti memberikan maklumat gaji kepada pemohon kerja sebelum temu duga dan memberi pekerja hak untuk meminta maklumat tentang tahap gaji mereka sendiri dan tahap gaji purata rakan sekerja yang melakukan kerja yang sama atau setara. Organisasi dengan 250 atau lebih pekerja mesti melaporkan data jurang gaji setiap tahun; organisasi dengan 100 hingga 249 pekerja mesti melaporkan setiap tiga tahun.
Langkah praktikal untuk bersedia
Start by auditing your current pay structures to identify and document the rationale behind all pay differences. Build a job architecture that maps roles to grades and attach salary bands to each grade. Train managers on how to handle pay conversations confidently. Review job postings to ensure salary ranges are accurate before they become mandatory. Finally, establish a process for responding to employee pay-information requests within the statutory timeframe.
Justifikasi perniagaan di luar pematuhan
Organisations that embrace transparency, rather than simply complying with the minimum, tend to see better talent acquisition outcomes and higher employee trust scores. Candidates who see a salary range before applying are more likely to accept offers, reducing the time and cost of negotiation. Internally, visible pay equity reduces the suspicion that pay decisions are arbitrary or biased, which is one of the leading drivers of disengagement.
