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Which EU Directives matter for HR?

Swathes of EU legislation are coming into effect in many EU member states. From compliance to competitive advantage, we've identified the key focus areas for HR professionals looking to connect people with strategy.

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Time Registration Directive

The 2019 European Union Time Registration Directive represented a significant shift in the way work hours were recorded and managed across member states. While most HR teams view the directive a regulatory compliance issue, it actually presents a real opportunity for businesses and HR departments to enhance their employer branding and promote employee wellness.


Understanding the EU Pay Transparency Directive

In partnership with Pihr_logo_sv

While flying under the radar for now, the EU's upcoming pay transparency directive is a potential seismic piece of legislation with implications that could surpass the impact of GDPR. Set to take effect in 2026, it presents a real challenge for businesses that don’t prepare for its effect in time – and a huge opportunity for those that take immediate steps to reevaluate their approach to pay transparency.

Find out more about Pihr's pay equity solutions here.

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EU Whistleblowing Directive

In partnership with Whistlelink

Officially in effect since December 2021, the EU Whistleblowing Directive has brought significant changes to the way companies operating within Europe handle whistleblowing. It’s crucial HR teams not only understand these new regulations, but also implement practical steps to ensure full compliance. Let’s dive into Directive and outline some actionable steps your HR team can follow.


Corporate Sustainability Reporting Directive

Mountains of content have already written about the European Union's Corporate Sustainability Reporting Directive (CSRD), it’s ramifications for the business landscape of Europe, and the critical role HR is set to play in ensuring compliance. Yet outside of its reporting and compliance requirements, CSRD actually represents an opportunity for HR leaders to bridge the gap between people and strategy.