Our Services Around the Equal Pay Transparency Directive
Many organizations are struggling with the EU legislation on pay transparency. What exactly is expected of us? Are we compliant, or do we need to adjust our job architecture or reward policy? What should we share when an employee exercises their right to request salary information? And what pay gap figures will we soon have to disclose?
To avoid legal risks and reputational damage — and to remain an attractive employer — it’s essential to act in time. Highberg supports organizations in their preparation. Together, we ensure your organization is ready for the future.
1. Readiness Scan
Assessment of legal compliance
The Readiness Scan maps out where your organization stands in relation to the requirements of the EU Pay Transparency Directive. The scan identifies gaps, risks, and concrete action points regarding reward policy, processes, data quality, and governance.
Outcome: clear insight into areas where you are already compliant and where further attention or action is needed.
2. Job Architecture
A solid foundation for fair pay
Job architecture forms the basis of your reward policy and pay gap analysis. It is a crucial starting point in preparing for transparency. Highberg’s team has years of experience designing and implementing job frameworks in various formats — whether through job grading systems or broader models like job families or categorization frameworks.
Already have a job structure in place? We can review it for compliance with the Directive and support any necessary updates.
3. Reward Policy
Objective and gender-neutral compensation structures
The legislation requires a clear description of the criteria that determine pay levels and progression. Highberg’s experts help (re)design reward policies, including the development of salary scales and raise systems. We align with your organization’s philosophy, market positioning, and financial feasibility — and we support implementation.
Note: Policy changes often require consultation or agreement with the works council. If adjustments are needed, postponement is not advised.
4. Pay Transparency in Recruitment
Clarity for applicants before the first interview
We advise and implement processes to ensure applicants are informed about the starting salary or pay scale before their first interview. We also help revise recruitment policies, such as eliminating questions about previous salaries.
5. Employee Access to Information
The right to pay transparency within the organization
We help set up policies, processes, and systems that give employees access to information about their own pay and the average pay of colleagues in comparable roles, broken down by gender. We ensure correct application of filters, so the data is presented meaningfully — while staying within privacy regulations.
6. Pay Gap Analysis, Equal Pay Assessment & Mandatory Reporting
Investigating and addressing the pay gap
The Directive requires organizations to periodically analyze their gender pay gap and publish the results. If a gap of more than 5% is found, a further explanatory analysis is required.
Highberg has developed a robust process and tooling to support organizations in meeting their analysis and reporting obligations — in line with the EU Pay Transparency Directive, as well as CSRD, the European Banking Authority, and other relevant standards.
Learn more about why going beyond the nominal gender pay gap matters in our blog post.
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