With less than one year left until the EU Pay Transparency Directive comes into effect, an incredibly short window to ensure readiness, avoid compliance risks and embed pay transparency for longer-term success.
We are delighted to offer a 12-series Masterclass t tailored specifically for multinational organisations and their reward and HR professionals, who may be navigating the Directive’s challenges in isolation.
It is grounded in practical experience, offering real-world solutions which are clear, actionable and designed to accelerate progress.
The Masterclass includes:
The return on the investment is clear. The series will reduce workload and effort by saving time, providing clear, actionable steps together with supporting materials (such as case studies, checklists and useful links) for navigating the Directive. It offers a practical, structured process that not only protects your organisation’s reputation but also strengthens your ability to lead pay transparency work effectively, enhancing your professional contribution and your organisation’s market position.
By investing in proactive, structured preparation, you will gain a genuine competitive advantage. Rather than losing time and focus to last-minute demands, you will be equipped to approach pay transparency with clarity and purpose, ensuring steady, manageable progress alongside your competing priorities.
The series will help organisations reduce reputational and financial risk, streamline internal workload and approach pay equity in a way that supports recruitment, retention and employer branding goals.
Develop a structured understanding of the EU Pay Transparency Directive, including its key provisions and links to frameworks such as the CSRD and global fair pay initiatives. Explore how it is being applied across different countries and assess practical approaches through scenario planning and risk management.
Outcome: A clear, structured foundational understanding of the Directive within the context of wider global approaches around fair pay.
Review key legal aspects of the EU Pay Transparency Directive, including “same work or work of equal value” provisions, gender-neutral job evaluation, GDPR considerations and the definition of “worker.” Understand the implications for non-standard employment and how requirements may vary across jurisdictions.
Outcome: An overview of the European Union’s legal requirements for the Directive to inform internal frameworks and approach.
Covers job evaluation systems, pay equity modelling using regression and comparator analysis, and how to assess equal value across roles. Also explores the role of external benchmarking, technology tools, and options for fair pay remediation.
Outcome: An understanding of what is required for a transparent and justifiable internal pay structure which supports compliance and equity goals.
Review the requirements for Right to Information requests under the Directive, including data collection and management, handling escalation routes to ensure timely and compliant responses and embed trust with employees.
Outcome: An understanding of the requirements and impact of processes around Right to Information requests.
Understand data requirements the Directive including gender, pay, incentives and complementary elements. Review data quality, sources, and governance to support compliant reporting and robust pay analytics.
Outcome: An understanding of what is required to ensure high quality, compliant data to supports pay transparency reporting and reliable analytics.
Explore the roles and responsibilities across HR and other corporate functions needed to implement the Directive effectively. Understand how to align internal processes and define ownership to support organisational readiness, minimise duplication, and manage compliance risks.
Outcome: An understanding of ideal organisational alignment and accountability, to minimise additional work and reduce risks.
A focused look at the selection and preparation of Workers’ Representatives, including their role under the Directive. Explore collaboration with external parties such as trade unions, works councils, and social partners, in line with regulatory expectations.
Outcome: Ability to engage Worker’s Representatives and informed collaboration with external parties to fulfil regulatory requirements.
Review Documentation of pay determinants and related HR policies to reflect the Directive’s transparency requirements. Highlight of practical steps to ensure consistency, legal compliance and readiness for both internal communication and external review.
Outcome: Consistent, compliant documentation that supports both employee understanding and external scrutiny.
Introduce a structured change management approach to support the rollout of line manager training and employee communications. Includes guidance on internal FAQs, communication planning, and training pathways to build understanding and readiness for pay transparency.
Outcome: A structured approach to achieving confident, consistent communication which prepares managers and employees for transparency and change.
Review the requirements for gender pay reports under the Directive, including data collection and management, communication plans to ensure timely and compliant delivery.
Outcome: A coherent, proactive disclosure strategy that enhances transparency and mitigates reputational risk.
Understand when and how to conduct a Joint Pay Assessment, including the conditions that trigger it under the Directive. Explore the reporting process, employee involvement requirements, stakeholder engagement, and how to plan and document appropriate remediation measures.
Outcome: Readiness to respond, if required, to Joint Pay Assessment through structured, compliant assessments that support equity.
Learn how to embed pay transparency into core HR and reward processes to support long-term compliance and reduce administrative burden. Includes strategies for integrating monitoring, annual pay reviews, and feedback mechanisms to drive continuous improvement and operational efficiency.
Outcome: Sustainable, embedded pay transparency practices that reduce long-term, repetitive workload and support continuous improvement.
Highlighting key implementation progress across the EU states and global progress with pay transparency.