While pay transparency has been top of mind for many US-based HR managers in recent years, legislation requiring companies to share more information about compensation is taking effect across the world.

“The complexity that has arisen from this is the need for that global coordination,” said Tauseef Rahman, a career practice growth leader for northern California and Hawaii at professional services firm Mercer, which has been advising multinationals on global pay transparency regulations.

Consultants advising HR pros on compensation say that in addition to complying with this patchwork of global laws, multinational employers should think more broadly about whether they want to go even further on pay transparency.

An evolving global landscape. Some 28 countries “require some type of pay reporting,” according to pay-equity software platform Syndio. Legislation varies, with countries including Chile, the Netherlands, and the UK requiring employers to publish regular reports detailing gender-based pay differences at their organizations. One piece of legislation that could have major implications for multinational firms in the coming years is the European Union’s pay transparency directive, which was adopted by the EU Council last year.

Keep reading here.—CV

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The Bureau of Labor Statistics’ (BLS) latest Job Openings and Labor Turnover Summary (JOLTS), released on May 1, showed the number of job openings in March “changed little” when compared to February.

What’s happening? There were 8.5 million job openings in March, the BLS reported, compared to 8.8 million job openings in February. There were 5.5 million hires in March and 5.2 million total separations, slightly lower than the 5.8 million hires and 5.5 million separations in February. The quit rate for March dipped to 3.3 million from 3.5 million in the previous month.

Zoom out. Attracting talent in a job market where fewer employees are voluntarily quitting their jobs will require HR to focus more on compensation and benefits, Scott Hamilton, global chairman of HR and compensation consulting at Gallagher, told HR Brew.

Keep reading here.—AS

The Equal Employment Opportunity Commission (EEOC) released final updated guidance on workplace harassment on April 29. This is the first time the EEOC has updated this guidance since 1999; as such, it takes into account a number of events that have occurred since, including a Supreme Court decision concerning discrimination against LGBTQ+ workers, as well as the rise in remote work.

The EEOC prohibits workplace harassment based on protected characteristics, including race, color, religion, sex, national origin, disability, age, and genetic information. The guidance is intended “to bring together the best practices for preventing and remedying harassment and helping to clarify developments in the law,” EEOC Chair Charlotte Burrows said in an April 29 call with members of the media. “Most importantly, it helps employers, employees, and the public understand how, in our view, federal civil rights protections apply in some very concrete workplace situations.”

What employers should know. While the EEOC’s workplace harassment guidelines aren’t “legally binding,” according to the Washington Post, they’re likely to affect how courts decide cases involving anti-discrimination laws, Christopher Ho, director of the National Origin and Immigrants’ Rights Program at Legal Aid at Work, said.

Keep reading here.—CV

A new DE&I. After surveying 2,600 global HR pros about diversity, equity, and inclusion (DE&I) across industries, Workday is sharing the results. Check out the Global Blueprint for Belonging and Diversity to see why 78% of respondents are prioritizing DE&I—and how you can embed it into your talent strategy.