Let the Experts in European Union Pay Transparency Help

Establish procedures to disclose initial pay or pay ranges in job postings and before interviews

Audit job vacancy notices for gender-neutral language

Train hiring managers not to request salary history

Design a protocol for employees to request pay information and receive responses within two months

Verify pay criteria are objective and gender-neutral

Assess your job architecture to identify worker categories performing work of equal value

Conduct job evaluations based on skills, effort, responsibility, and working conditions

Update job levels or grades to group workers performing work of equal value into designated categories

Engage compensation consultants if existing evaluations are deficient or outdated

Perform a provisional gender pay gap analysis within each worker category before the 2027 reporting deadline

Identify complementary or variable pay components required by the Directive. Resolve data collection and analytical challenges in advance

Conduct the analysis under attorney-client privilege

Assign responsibilities for ongoing data collection, analysis, and report preparation

Plan ahead for pay gaps of at least 5%: justify, remedy, or conduct a joint pay assessment

Decide between internal staff and outside consultants

Structure cooperation with workers' representatives

Allocate the work

Document findings for workers, representatives, and the national enforcement body