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Ensuring pay equity isn’t a one-and-done project. After you’ve completed your initial pay audit and adjusted compensation gaps, the real work begins: maintaining fairness over time and preventing wage compression - when new hires’ salaries catch up to or exceed those of tenured employees.

Below, we outline strategies to keep your compensation structure equitable, aligned, and transparent long after go-live.

Wage Compression: What It Is and Why It Matters

Wage compression occurs when new hires receive salaries that are close to—or even higher than—those of long-tenured employees in similar roles. This imbalance can reduce morale, increase turnover, and weaken trust in your pay structure. While an initial pay audit can surface existing disparities, preventing wage compression requires a long-term commitment. Maintaining pay equity over time through regular benchmarking and ongoing pay audits is key to avoiding these hidden risks.

The Post-Go-Live Phase: Why It Matters

Many organizations treat pay equity as a yearly checkbox. But without ongoing vigilance, market pressures and talent dynamics can erode fairness. In this phase, you should:

• Monitor market benchmarks regularly to ensure new hire offers don’t inadvertently compress existing roles.
• Review role classifications annually; job descriptions evolve and your pay bands must reflect new responsibilities.
• Engage stakeholders (HR, Finance, Department Heads) to interpret survey data and salary analytics.

Understanding Wage Compression

Wage compression occurs when salary growth for incumbents lags behind the market—or when entry-level offers rise to competitive highs. Common drivers include:

• Competitive hiring pressures: Urgent recruiting for in-demand skills.
• Static internal pay bands: Bands aren’t updated with market data.
• Unstructured raises: Merit increases without consistent guidelines.

By recognizing these triggers, you can design targeted interventions.

Need to comply with new rules? Read our summary of  The EU Pay Transparency Directive

Strategies for Preventing Pay Gaps & Compression

• Implement Dynamic Pay Bands
  Use market-linked algorithms to adjust salary ranges quarterly. Pihr’s Compensation Benchmarking feature automates this process, ensuring your bands reflect real-time market data.
• Introduce Threshold Alerts
  Set up alerts for when new hire offers exceed a certain percentage of tenured peers in the same role. Learn how in our ongoing audit guide.

• Standardize Promotion Increments
  Define clear percentage increases for career progression. This consistency prevents ad-hoc bumps that could compress the salary curve.

• Conduct Mid-Year “Pulse” Audits
  In addition to your annual audit, run a shorter review six months in. Focus on roles with high turnover or fast-evolving markets, such as tech or data science.

• Embed Pay Equity into Performance Reviews
  Train managers to consider equity impact when recommending raises. This keeps fairness top of mind during conversations about merit.

Salary Compression Analysis – Key Metrics to Track

To spot early signs of compression, use salary compression analysis methods like compa-ratios and pay band comparisons. If your compensation software shows that newer employees are earning close to the midpoint of a pay range—while tenured staff fall below it—you may be facing wage compression. Tracking this data quarterly is key to preventing pay gaps before they escalate.

Ongoing Pay Audit Best Practices

An ongoing pay audit ensures you capture emerging gaps before they widen. Key steps:

• Automate Data Collection
  Integrate your HRIS and ATS with Pihr to pull in salary, hire date, and performance data automatically.
• Run Compression Analysis Reports
  Schedule monthly reports to spot roles where salary ranges overlap excessively.
• Engage Leadership with Dashboards
  Share concise dashboards with executives—highlighting risk areas and corrective actions. Pihr’s Executive Insights dashboard makes this effortless.
• Document Remediation Plans
  For any identified gaps, record action items, responsible owners, and timelines. Transparency in the remediation process builds trust.

Leveraging Technology & Expert Guidance

While manual spreadsheets can work initially, scaling equity management demands purpose-built tools. Pihr offers:

• Role-Based Access Controls to keep sensitive compensation data secure.
• Automated Alerts & Notifications for new hire offers, promotion approvals, and pay adjustments.
• Expert Support from our Customer Success team to interpret complex analytics.

For broader context on best practices, see the EU Pay Transparency Directive (Directive (EU) 2023/970), which entered into force on 6 June 2023 and requires EU Member States to ensure equal pay and structured reporting by 7 June 2026.

Pay Equity Strategies to Prevent Wage Compression

Wage compression solutions go beyond salary adjustments. Building pay bands, reviewing your compensation structure regularly, and running ongoing pay audits help future-proof your organization. A consistent, structured process ensures fair compensation for both new and long-time employees—and strengthens your employer brand in the long run.

Prevent wage compression with a structured pay audit.
A thorough pay audit helps uncover hidden pay gaps, align salary structures with market benchmarks, and maintain lasting pay equity.

Learn more on our  Pay Audit Page

Next Steps & Call to Action

By integrating these strategies into your HR process, you’ll:

• Focus on preventing pay gaps before they impact fairness and retention.
• Maintain competitive yet equitable salary structures.
• Demonstrate ongoing commitment to fairness and transparency.