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European Directive 970/23: professionals discuss critical issues, responsibilities and opportunities
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European Directive 970/23: professionals discuss critical issues, responsibilities and opportunities
In recent months, the debate on the European Directive 970/23 has become increasingly intense. Differing interpretations, increasingly complex responsibilities, organisational adjustments and contractual impacts are redefining the way companies deal with the regulatory compliance.
Each organisation is reacting with different approaches, priorities and solutions. To respond to this concrete need, the next 27 March at 17:00 we will hold online a round table for industry professionalswith the aim of creating a space for operational peer sharing.
A round table on EU Directive 970/23: not a conference, but a peer-to-peer discussion
The meeting we are organising will not be a conference, nor a webinar, nor yet another face-to-face training. It will be a real comparison of professionalswhich will soon have to apply the EU Directive 970/23 sul field.
The idea is simple and ambitious:
- Sharing what is really being done in companies;
- Analysing critical operational issues and risk areas;
- Identifying emerging threats and positioning opportunities;
- Reading the Directive together in an almost "SWOTstarting from concrete experience.
We are convinced that, on issues such as this, an hour of frank exchange between insiders can be worth more than a hundred webinars.
SWOT analysis: risks, opportunities and emerging scenarios
Strengths:
- It promotes wage equality and transparency within the organisation.
- Improves the employee trust and the attractiveness of the company on the labour market.
- It provides clear tools for monitor and correct wage inequalities.
- It positions the company as a leader in social responsibility and European regulatory compliance.
Weaknesses
- Need for adapt HR and payroll systems to collect and report accurate salary data.
- Complexity in the handling of enquiries by employees.
- Potential difficulties in aligning all company sites and departments with the requirements of the Directive.
- Costs and implementation time of wage audits and corrective measures.
Threats
- Legal sanctions and litigation in the event of non-compliance.
- Reputational risk if wage inequalities are not addressed in a timely manner.
- Pressure from employees and trade unions to ensure maximum transparency and fairness.
- Future regulatory updates requiring continuous organisational adjustments.
Opportunities
- Improvement of employee retention and motivationthrough fair wage policies.
- Creation of a competitive advantage as an inclusive and fair-minded company.
- Exploiting pay data for optimising HR processes and wage policies.
- Possibility of positioning itself as best practice in the industry, attracting talent and customers sensitive to social responsibility.
The objective is not to produce theory, but to generate immediately applicable operational value in companies.
Why participate in a confidential discussion on EU Directive 970/23
The meeting will be limited in number to ensure:
- Quality of dialogue;
- Concrete possibility of intervention for all;
- Transparent exchange of experiences;
- Real-life comparison on practical cases.
Topics such as European Directive 970/23 require a safe and qualified spacewhere doubts, critical issues and solutions can be shared without filters.
INTERVENTIONS BY:
Filippo Cannavò - Head HRO Service & Training Alveria
Laura Corbeddu - Labor and Employment Lawyer of BCA Legal
Valeria Nocera - Senior Associate of BCA Legal
Modalities of participation
- Date and time: 27 March, 17:00
- Modalities: online
- Cost: free, by invitation only
Participation is free of charge and by invitation, places are limited to ensure the quality of confrontation and the possibility of intervention for all. For registrations and further clarifications, please write to rsardo@alveria.it by 25 March.
Don't miss the opportunity to engage directly with other industry professionals, share concrete experiences and bring home immediately applicable operational insights for the management of European Directive 970/23 in your business reality.
CONSULTANCY, TRAINING, HR DIGITALIZATION AND CORPORATE SOLUTIONS, DISCOVER THE ALVERIA METHOD. GET READY FOR CHANGE.
In recent months, the debate on the European Directive 970/23 has become increasingly intense. Differing interpretations, increasingly complex responsibilities, organisational adjustments and contractual impacts are redefining the way companies deal with the regulatory compliance.
Each organisation is reacting with different approaches, priorities and solutions. To respond to this concrete need, the next 27 March at 17:00 we will hold online a round table for industry professionalswith the aim of creating a space for operational peer sharing.
A round table on EU Directive 970/23: not a conference, but a peer-to-peer discussion
The meeting we are organising will not be a conference, nor a webinar, nor yet another face-to-face training. It will be a real comparison of professionalswhich will soon have to apply the EU Directive 970/23 sul field.
The idea is simple and ambitious:
- Sharing what is really being done in companies;
- Analysing critical operational issues and risk areas;
- Identifying emerging threats and positioning opportunities;
- Reading the Directive together in an almost "SWOTstarting from concrete experience.
We are convinced that, on issues such as this, an hour of frank exchange between insiders can be worth more than a hundred webinars.
SWOT analysis: risks, opportunities and emerging scenarios
Strengths:
- It promotes wage equality and transparency within the organisation.
- Improves the employee trust and the attractiveness of the company on the labour market.
- It provides clear tools for monitor and correct wage inequalities.
- It positions the company as a leader in social responsibility and European regulatory compliance.
Weaknesses
- Need for adapt HR and payroll systems to collect and report accurate salary data.
- Complexity in the handling of enquiries by employees.
- Potential difficulties in aligning all company sites and departments with the requirements of the Directive.
- Costs and implementation time of wage audits and corrective measures.
Threats
- Legal sanctions and litigation in the event of non-compliance.
- Reputational risk if wage inequalities are not addressed in a timely manner.
- Pressure from employees and trade unions to ensure maximum transparency and fairness.
- Future regulatory updates requiring continuous organisational adjustments.
Opportunities
- Improvement of employee retention and motivationthrough fair wage policies.
- Creation of a competitive advantage as an inclusive and fair-minded company.
- Exploiting pay data for optimising HR processes and wage policies.
- Possibility of positioning itself as best practice in the industry, attracting talent and customers sensitive to social responsibility.
The objective is not to produce theory, but to generate immediately applicable operational value in companies.
Why participate in a confidential discussion on EU Directive 970/23
The meeting will be limited in number to ensure:
- Quality of dialogue;
- Concrete possibility of intervention for all;
- Transparent exchange of experiences;
- Real-life comparison on practical cases.
Topics such as European Directive 970/23 require a safe and qualified spacewhere doubts, critical issues and solutions can be shared without filters.
RAPPORTEUR FOR ALVERIA
Filippo Cannavò - Head HRO Service & Training Alveria
Modalities of participation
- Date and time: 27 March, 17:00
- Modalities: online
- Cost: free, by invitation only
Participation in the event is free of charge and by invitation only. For registrations and further clarifications, please write to rsardo@alveria.it by 25 March.
Don't miss the opportunity to engage directly with other industry professionals, share concrete experiences and bring home immediately applicable operational insights for the management of European Directive 970/23 in your business reality.