Advisory Services
EU Pay Transparency Advisory Services
Cut through the complexity with a focused readiness assessment that identifies gaps and gives you a practical, actionable plan for EU Pay Transparency.
Guidance aligned to your EU Pay Transparency maturity
Using our EU Pay Transparency Readiness Model, Zalaris provides structured advice to help you evaluate your policies, data, processes and system readiness - giving you a practical roadmap for meeting upcoming requirements across all EU countries.
Why organisations choose Zalaris for EU Pay transparency advisory
Get targeted guidance that helps you understand where you stand today and what changes are needed to prepare for the Directive.
Clear maturity assessment
Understand your organisation’s readiness across policy, process, data and systems.
Practical, actionable recommendations
Receive focused advice based on real HR and payroll operating experience.
Business alignment
Get all stakeholders aligned on what the Directive requires and who is responsible.
Early identification of risks and gaps
Spot issues in job architecture, data structures and decision workflows before they become blockers.
Confidence in your next steps
Move forward with a clear, realistic roadmap tailored to your maturity level and country footprint.
Enablement guidance
Get clear advice on how to support EU Pay Transparency using your existing systems - whether through native capabilities or integrated third-party solutions
EU Pay Transparency Readiness Assessment
Preparing for the EU Pay Transparency Directive requires a structured understanding of how ready your organisation is across policy, job architecture, data, processes and systems. Zalaris’ Readiness Assessment uses our proven EU Pay Transparency Maturity Model to evaluate readiness across four core dimensions - ensuring you have the clarity needed before making policy changes, process adjustments or system configurations.
We guide you through a structured diagnostic that highlights strengths, risks and gaps linked to the Directive’s requirements. This includes reviewing your job architecture, pay-range structures, comparator logic, recruitment and pay-decision processes, and your ability to respond to employee information requests. You receive practical, technology-agnostic recommendations tailored to your maturity level, HR landscape and EU footprint.
The assessment provides HR, payroll, compensation, legal and leadership teams with a unified understanding of organisational readiness across all EU locations. You receive a clear roadmap that outlines priorities, dependencies and next steps - ensuring the right foundations are in place before enabling transparency features or preparing for gender pay-gap reporting.
The assessment evaluates your organisation across four maturity dimensions:
- Awareness & interpretation: understanding of EU 2023/970, key concepts, thresholds and upcoming country-specific variations.
- Governance & policy maturity: fairness principles, pay governance, job evaluation frameworks, transparency policies and career structures.
- Data & process readiness: quality of comparator data, job architecture alignment, recruitment transparency, pay-decision workflows and information-request handling.
- Technology readiness: ability of HR, payroll and supporting systems to enable transparency, publish salary ranges, structure comparator groups and support pay-gap insights.
Zalaris gives you confidence to move forward efficiently - based on your organisational maturity and EU footprint.
Assess Your Readiness for EU Pay Transparency
Identify risks across your policies, processes and data, and take decisive, informed action with Zalaris’ expert guidance to prepare for EU Pay Transparency.
Book an EU Pay AssessmentFAQs
The EU Pay Transparency Directive (EU 2023/970) introduces new rules requiring employers to provide clearer pay structures, publish salary ranges, respond to employee requests for pay information and report gender pay-gap data.
Each EU member state will transpose the Directive into national law by June 2026, with some countries likely to introduce requirements earlier. National variations will determine:
- the exact reporting deadlines
- thresholds for organisations
- penalties and enforcement
- specific pay-gap methodologies
Zalaris helps organisations prepare ahead of these national changes using a structured readiness model.
All employers in EU member states will eventually fall under the Directive. However, the immediate requirements are phased in by organisation size:
- 250+ employees: earliest obligations for pay-gap reporting
- 150–249 employees: obligations start three years after transposition
- 100–149 employees: obligations start further down the timeline
- <100 employees: some obligations apply, but formal pay-gap reporting may not
Even smaller employers must meet requirements such as salary-range publication, fairness in recruitment and employee information rights.
Before hiring
- Publishing salary ranges in job advertisements
- Ensuring job evaluation and pay structures are gender-neutral
During employment
- Providing employees with pay information upon request
- Explaining pay and career progression criteria
Reporting and remediation
- Gender pay-gap reporting for larger organisations
- Joint pay assessment where gaps exceed thresholds
- Transparent access to comparator-group pay data
The Readiness Assessment evaluates your maturity across all these areas.
Most organisations underestimate the amount of policy, data and process change required before they can use technology to support the Directive. A readiness assessment helps you:
- Understand your preparedness across governance, data, processes and systems
- Highlight gaps in job architecture, pay-range structures and comparator logic
- Align stakeholders across HR, payroll, legal and compensation
- Prepare for country-by-country variations
- Reduce system rework by fixing foundations first
It ensures you are ready for upcoming national deadlines and system configuration.
The assessment covers four maturity dimensions:
- Awareness & interpretation – understanding of EU 2023/970 and national variations
- Governance & policy maturity – fairness principles, pay governance, job evaluation
- Data & process readiness – comparator logic, data quality, recruitment and pay-decision workflows
- Technology readiness – ability of HR and payroll systems to support transparency
This ensures you know exactly where you stand today — and what to address next.
The Directive requires clear, explainable job evaluation and pay structures. The assessment identifies:
- whether job families and levels are clearly defined
- whether pay ranges are gender-neutral
- whether comparator groups are consistent
- whether structures support pay transparency and reporting
Zalaris provides practical recommendations before any system or process changes begin.
Yes. Although the Directive is EU-wide, each country will introduce variations in:
- timelines
- reporting thresholds
- definitions of comparator groups
- communication obligations
- penalties and enforcement
The assessment highlights country-level impacts and helps plan for multi-country readiness.
Yes. Our recommendations support your existing HR and payroll landscape - whether native SAP SuccessFactors, integrated payroll systems, or third-party HR solutions.
The assessment focuses on foundations first, not tools.
Most organisations complete the assessment in 2–4 weeks, depending on the number of countries, complexity of job architecture and data quality.
You receive a concise, action-oriented output including:
- maturity level across all four dimensions
- clear list of risks, gaps and dependencies
- prioritised recommendations
- technology-agnostic enablement advice
- a roadmap to prepare for 2026 and national law changes
This gives your organisation clarity, alignment and confidence before configuration begins.
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