Hybridge consulting
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Pay Transparency Readiness Check

14 questions, ~3 minutes — where does your organisation stand on EU Pay Transparency Directive (2023/970) readiness?

S1
How many employees does the organisation have (largest single EU member state)?
Governance & accountability
1 / 14
Is there a designated owner for pay transparency compliance, with a leadership-approved preparation roadmap?
Job architecture & equal value
2 / 14
Can you establish — using documented, objective criteria (skills, responsibility, complexity, working conditions) — which jobs count as work of equal value?
Job architecture & equal value
3 / 14
Do job levels reflect the value of the job (not the negotiating position of the person in it), and is the classification methodology documented?
Pay structures
4 / 14
Does every employee belong to a documented, maintained pay range based on objective, gender-neutral criteria?
Pay structures
5 / 14
Is there a formal process for setting starting salaries, with exceptions tracked and governed?
Recruitment transparency
6 / 14
Do candidates receive salary range information during recruitment (in the posting or before the first interview)?
Recruitment transparency
7 / 14
Are recruiters prohibited from asking about candidates' pay history, and are hiring managers trained for transparent pay conversations?
Employee information rights
8 / 14
If an employee asked in writing tomorrow, could you provide their pay level and the average pay, broken down by sex, for workers doing the same or equal-value work?
Employee information rights
9 / 14
Is there an established process and owner for answering employee pay information requests within the deadline?
Pay gap analytics
10 / 14
Can you calculate the gender pay gap by category of workers — including complementary and variable components, not just base pay?
Pay gap analytics
11 / 14
Has a statistical pay equity review been run in the last 12 months, with a remediation plan for unexplained differences?
Reporting & data quality
12 / 14
Can the pay data required for reporting be extracted from your systems per legal entity — in an auditable, traceable way?
Reporting & data quality
13 / 14
Can pay decisions be traced back to objective criteria (the reason is documented, not just the outcome)?
Communications & manager readiness
14 / 14
Are managers prepared for the question "why is my pay what it is?" — with a communication plan for employees and managers?
This check is for information purposes only and does not constitute legal advice. Findings are based on EU Directive 2023/970; detailed rules may differ under national transposing legislation. · Decisions you can defend.