{"id":20582,"date":"2025-06-18T15:51:09","date_gmt":"2025-06-18T14:51:09","guid":{"rendered":"https:\/\/benefex-dev.local\/en\/2025\/06\/18\/thanks-for-an-inspiring-hr-connect-in-copenhagen\/"},"modified":"2025-06-18T15:51:09","modified_gmt":"2025-06-18T14:51:09","slug":"thanks-for-an-inspiring-hr-connect-in-copenhagen","status":"publish","type":"post","link":"https:\/\/benifex.com\/en\/thanks-for-an-inspiring-hr-connect-in-copenhagen\/","title":{"rendered":"Thanks for an inspiring HR Connect in Copenhagen!"},"content":{"rendered":"

What an inspiring afternoon we shared at the stunning Danish Architecture Center on June 11, where this year\u2019s HR Connect took place. We welcomed organizations from both Denmark and Sk\u00e5ne (Sweden) for an afternoon filled with talks, workshops, and mingling on the terrace. <\/h1>\n
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Our very own Casper L. S\u00f8rensen, Key Account Manager in Copenhagen, kicked things off and introduced the main topic of the day \u2014 the Pay Transparency Directive \u2014 by sharing the fact that 75% of employers are unprepared for the upcoming pay transparency laws set to take effect by 2026. <\/span><\/p>\n

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Casper also pointed out a growing trend in Denmark, where many younger professionals are already sharing their salary data on social media to highlight inequalities and offer tips on salary negotiation. This indicates that a large part of the workforce is already aligned with the transparency the directive demands, and that employers will need to find intuitive, clear ways to present pay data in a way that attracts and retains young talent. <\/span><\/span><\/p>\n

The second speaker, Konstantinos Karavidas from IKEA\/INGKA, shared how IKEA has been working with pay transparency since 2013. Their goal is to close pay gaps, recognizing that since pay decisions are made throughout the employee journey, managers have many opportunities to address disparities. He emphasized that unequal pay can\u2019t be justified, summing up his approach with: \u201cPay transparency and equal pay are not about compliance \u2014 it\u2019s about doing the right thing.\u201d <\/span><\/p>\n

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Following him, Joakim Rosdahl, CPO at Sysarb, added: \u201cEqual work deserves equal pay. And for equal pay, you need transparency.\u201d He explained that for transparency to work, data must be communicated, analyzed, and structured \u2014 it all depends on having the right architecture in place. <\/span><\/p>\n

Next up was Sanne Pedersen, Product Marketing Manager at Benifex, who shifted the perspective from legal requirements to employee experience. She highlighted that 68% of employees would switch jobs for more salary transparency, even if the salary remained the same<\/a>, and 46% of job seekers won\u2019t even apply for a role that lacks salary information<\/a>.  <\/span><\/p>\n

That\u2019s partly why we\u2019ve developed a new Pay Transparency module \u2014 to meet the needs of both employers and employees, and of course to comply with the upcoming EU Pay Transparency Directive. <\/span><\/p>\n

The afternoon concluded with a session led by Laurina Qvarnstr\u00f6m, Benefit Advisor & Developer at Benifex. She shared early insights from our latest (yet unpublished) report, showing that while many employers are trying to meet the employees\u2019 needs, employees don\u2019t always feel the impact. Some companies offer too much, leaving employees overwhelmed by benefits and information. Others aren\u2019t fully aware of what actually motivates their teams. <\/span><\/p>\n

For example: 85% of employees say that benefits and rewards are crucial when deciding whether to stay with their current employer. At the same time, 68% of employers believe employee expectations around benefits have risen to unprecedented levels. At the very top of the list of benefits that drive employee loyalty and wellbeing is flexible work arrangements \u2014 regardless of country or generation. <\/span><\/p>\n

The session also included roundtable discussions with questions like: <\/span><\/p>\n