Our Offer

We work with Human Resources, Reward and Legal leaders who face tight deadlines, heightened regulatory risk and growing employee expectations under the EU Pay Transparency Directive. We cut through layered ambiguity and confusion to focus on what matters: frameworks that satisfy regulations and reassure employees, as well as practical fixes to internal pay gaps and alignment with compliance demands. No bloated projects. No wasted time.

Just clear, actionable guidance that delivers compliance confidence and visible impact, without overcomplication.

Getting pay equity wrong now brings real consequences: reputational and financial damage, employee disengagement, and penalties for non-compliance. As an independent firm, Merities Consulting offers advice grounded in expertise, not sales or incentive targets. Whether you’re building fair pay structures, defining governance that can withstand scrutiny, or responding to board-level oversight, our support is tailored to your specific needs.

We help you build credibility, confidence with your board, and trust with your employees.

Implementing pay transparency can feel overwhelming, but you don’t need a costly transformation to get it right. What you need is fast, targeted expertise to close gaps before they become risks. Merities Consulting gives you on-demand access to senior reward specialists, backed by proven tools and a trusted network. We support diagnostics, policy design, pay reporting, stakeholder engagement and more, helping you act quickly, stay compliant, and avoid unnecessary expense.

Instead, you get the proper insight at the right time, delivering speed, control and measurable value.

Our client, a forward-thinking organisation preparing for upcoming pay transparency legislation, sought our expertise. 

What distinguished this organisation from its competitors was its remarkably low CEO pay ratio. This impressive ratio was achieved by significantly increasing salaries for Individual Contributors, junior positions critical to their success. However, the lack of transparency in pay severely limited their ability to attract top talent who were unaware of the competitive salaries offered.

The initiative was strategically divided into two phases.

Phase one concentrated on developing a rigorous reward structure to ensure transparency and fairness in compensation. This included crafting a relevant job-levelling framework to meet their current and future requirements. Additionally, we conducted a thorough analysis of external and internal salary benchmarks to ensure competitiveness and alignment with their compensation philosophy.

Once the foundational elements were in place, we moved to phase two. We guided them in defining what pay transparency would mean for their organisation. Ultimately, they decided against full disclosure, recognising that such a drastic change could lead to unforeseen complications. Instead, they chose to publish pay ranges and engaged senior managers in a comprehensive change management process, empowering leaders to communicate confidently about the pay factors when approached by employees.

While crafting a tailored approach took time, the results of their commitment to pay transparency were remarkable.

They quickly noticed an uptick in the quality of candidates applying, particularly those with the right skills, qualifications, and genuine passion for their specialist industry.

Moreover, enhanced employee relations were evident, particularly around trust, significantly enriching their positive and supportive workplace culture.