Is your compensation structure defensible under the new EU pay transparency rules?
The EU Pay Transparency Directive changes how companies must justify salary differences, document pay logic, and prepare for reporting obligations.
For many SMEs, the real risk is not unequal pay –
it is missing structure.
We help mid-sized companies gain clarity before transparency becomes pressure.
Why this directive is different
This is not just another HR regulation. The directive introduces:
Stronger employee rights to request pay information
Mandatory reporting thresholds
Joint pay assessment requirements
A shift of burden of proof toward employers
Transparency obligations in recruitment
If an employee asks tomorrow:
“Why is my salary lower than a colleague in a comparable role?”
Could you provide a structured, objective, documented explanation?
Where SMEs are typically vulnerable
In most growing companies, compensation evolved over time.
Roles overlap
Promotions were pragmatic
Salary negotiations were individual
Bonus logic differs across departments
Documentation is incomplete
No formal salary bands exist
These are normal realities.
But under a transparency framework, informal structures become exposure.
The Pay Transparency Clarity Sprint
A focused 2–3 week executive-level review designed specifically for SMEs (50–500 employees).
We combine deep HR compensation expertise with structured analysis and practical implementation thinking.
Documentation gap analysis
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Salary structure mapping
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Role clustering review
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Initial pay gap indicators
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Risk heatmap
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Readiness score
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Executive-ready summary report
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Prioritized roadmap (minimal / compliant / strategic)
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Investment: from €2,900 depending on company size and complexity
This is not a legal audit.
It is a structured clarity process for leadership.
Who this is for
Ideal for:
Managing directors and CFOs with governance responsibility
HR leaders without internal compensation analytics
SMEs preparing for reporting obligations
Engineering, service, industrial and tech companies
Not ideal for:
Micro companies below 20 employees
Large corporates with established compensation departments
What happens after the sprint
You receive a structured roadmap.
Implementation is modular and optional.
Salary band development
Job architecture design
Compensation governance framework
Reporting preparation
Manager communication workshops
Automation dashboards for monitoring
Clear scope. Clear phases. No open-ended consulting commitments.
Prefer to understand the topic first?
Executive Briefing (45 minutes, on demand)
A structured session explaining:
What changes under the directive
Where SMEs are most exposed
Real risk scenarios
What “prepared” actually looks like
A practical readiness framework
Access requires registration to ensure executive-level relevance.
Not ready for a sprint?
Pay Transparency Self-Assessment Toolkit + Q&A Session
Designed for companies that want an internal starting point.
Includes:
SME readiness checklist
Role clustering template
Salary band starter model
Risk self-assessment sheet
60-minute expert Q&A session
Investment: €590
First step: Short qualification call
In a 20-minute conversation, we clarify:
Your company size and structure
Current compensation setup
Reporting exposure
Internal resources and constraints
After that, you decide whether the clarity sprint makes sense.
No pressure. No obligation.
Prepare before transparency becomes public.
Clarity reduces risk.
Structure reduces internal pressure.
Preparation protects leadership.