Our Offer

We work with Human Resources, Reward and Legal leaders to navigate the EU Pay Transparency Directive with clarity and control. We cut through ambiguity and operational sprawl to focus on what matters: frameworks to withstand scrutiny, practical fixes to internal pay gaps and alignment with fast-moving compliance demands. No bloated projects. No wasted time. 

Just clear, actionable guidance that delivers results without overcomplication. 

You need to get pay equity right but not at any cost. As an independent firm, Merities offers straight-talking advice grounded in real expertise, not driven by sales or incentive targets. Whether you're building fair pay structures, defining governance that stands up to scrutiny or responding to board or regulatory expectations, our support is tailored to your reality. 

We help you build credibility and trust. 

Pay transparency implementation doesn’t need a full scale, major transformation project. You need smart, targeted support, fast. Merities 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 - all without the usual excessive commitment or complexity. 

Instead, you get insight, speed and 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.