Pay Transparency in Progress: Valuing Jobs, Closing Gender Pay Gaps, published by the OECD on 17 April 2026, reviews job evaluation, pay-gap reporting, pay auditing and pre-employment salary transparency. The organisation’s third stocktake describes existing arrangements and changes expected as countries implement further measures.
The anticipated expansion by the end of 2026 is an expectation stated at publication, not a substitute for checking the rules applying to a particular employer. A comparative report explains policy direction while local implementation determines scope, deadlines and required action.
Establish what the data describes This editor recommends that reward teams begin with the structure behind their reporting. Job titles, grades and pay components should have clear definitions. The organisation should explain how comparable work is identified and how different forms of compensation enter the analysis. A calculation is more useful when its underlying choices are documented and reproducible.
Job evaluation and classification deserve a separate review. The team can examine who owns the methodology, how a new role is assessed and how an employee or manager raises a question about an existing classification. The aim is a process that can be explained and reviewed, rather than an exercise completed solely for a deadline.
Connect reporting with decisions An employer should agree who reviews a finding, who can request further analysis and how a response is approved. This editor recommends recording those decisions, including the evidence considered and the next review date. A reporting cycle needs a route for addressing a question as well as a route for publishing a number.
Multinational employers can keep a common governance approach while checking requirements locally. Country teams should confirm which entities and workers are covered, what information must be provided and which confidentiality safeguards apply. Global comparisons should explain their limitations, particularly where pay structures or reporting definitions differ. The people preparing communication should understand those differences before presenting a comparison to employees.
The report provides a framework for that review. Its practical value lies in helping the employer ask better questions about classifications, data and decisions before a disclosure creates questions it is unprepared to answer. Responsibility for any resulting action should be as clear as responsibility for producing the report.
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