Get Ready for the EU Pay Transparency Directive

Make sure your company is ready for the EU Pay Transparency Directive. The new regulations require companies to share information on salaries and take action if their gender pay gap exceeds 5 percent. Companies need to get prepared by structuring their jobs and setting new processes in place.

Get Prepared

Evaluate Your Current Status

Let’s start by taking a look at what you have and what you need.

1. Internal Structures: Do you have job evaluation, job architecture/structure, and salary ranges in place?

2. Policies and Guidelines: What is the status of your guiding principles and how transparent are they?

3. Pay Equity Analysis: Have you made internal salary comparisons? Do you have a system to support analysis?

4. Salary Reporting: Do you have processes to support the disclosure and reporting of salary levels?

5. Transparency: How transparent are you currently with managers and employees regarding job levels, salary ranges, salary criteria, and performance assessments?

6. Communication: How do you currently communicate around pay and what training are provided to HR and managers?

Create a Job Architecture

With a robust job architecture in place, the process of increasing pay transparency becomes much smoother. A job architecture illustrates how different roles relate to one another, and outlines the level of responsibility, knowledge, and skills each role requires. It also clarifies potential career paths within the organisation.

Online Training for Better Results

Let’s be honest – these changes bring new knowledge requirements. That’s exactly why we’ve developed online training courses designed for HR professionals: to strengthen confidence and provide clear, practical guidance on what to do next.