The rules on pay have changed. Has your organisation caught up?

New legislation, sharper scrutiny, evolving case law. Pay practices that once went unchallenged are now being questioned and overturned.
Defensible pay isn't a nice-to-have. It's a legal, financial and reputational must-have.

Why your current job levelling and evaluation practices are part of the problem

Most levelling and evaluation systems and practices aren't fit for purpose. Not robust. Not defensible. Not built for the future of work, and not ready for pay transparency at scale in the age of AI.

Join Sara Hill, CEO, RoleMapper, and learn what defensible pay really means and how to leverage technology and AI to build a foundation that works at scale:

In this session Sara will discuss:

• Research findings across HR and Reward leaders about the real challenges of levelling and defending pay at scale

• What behavioral scientists and case law tells us about work of equal value and what’s defensible

• The biases and pitfalls with current systems and in house approaches and how they fail at scale

• How RoleMapper is challenging the status quo with the launch of its EUPTD levelling and evaluation system, built to scale defensible transparency in the age of AI and constant work evolution

Key takeaways:

• Understand why robust job levelling and evaluation are critical amid EU pay transparency rules and evolving case law

• Learn what makes pay methodology fair and defensible, including the limits and pitfalls of common approaches

• Explore whether to build, buy or update your system, and how technology can support transparency, auditability and scale