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.
Most companies will only discover their gaps when they are asked to explain them.
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, and documented explanation?
If not, your organization may not be able to defend your decision under scrutiny and potential legal action.
Where SMEs are typically vulnerable
In most growing companies, compensation evolved over time.
Roles overlapPromotions were pragmaticSalary negotiations were individualBonus logic differs across departmentsDocumentation is incompleteNo formal salary bands exist
These are normal realities.
But under a transparency framework, informal structures become exposure.
The Pay TransparencyReadiness Audit
A focused, executive-level entry point to understand your current position under the EU Pay Transparency Directive – before exposure becomes visible.
Designed for SMEs that need clarity, not complexity.
Delivered by senior HR governance and systems experts.
A structured review of your current setup
We assess existing policies, documentation, and compensation logic at a high level - without disrupting your operations.
A targeted snapshot of your HR and data structure
We analyze selected roles, salary data, and organizational patterns to identify structural inconsistencies.
Early risk and exposure indicators
We highlight where potential pay gaps, inconsistencies, or documentation weaknesses may become critical.
Clear identification of compliance gaps
You see where your current setup does not meet emerging requirements - and why.
An executive-ready summary
A concise, decision-oriented report you can use internally with leadership or stakeholders.
A prioritized roadmap
Clear next steps - from minimal compliance to structured readiness - aligned with your capacity and ambition.
The outcome
You gain a defensible position before questions are asked.
You understand your exposure.
You know where to act and where not to overinvest.
This is a defined, high-impact clarity step designed to give you control before the directive does.
Entry-level engagement from €1,200
A cost-efficient starting point for executive-level clarity (excl. VAT, scaled by company size)
See if this applies to your company (20-min call).
Laura Voinea
Pay Transparency & Compensation Architecture
Who this is for
Ideal for:
Managing directors and CFOs with governance responsibility
HR leaders without internal compensation analytics
SMEs preparing for reporting obligations
Not ideal for: Micro companies below 20 employees, Large corporates with established compensation departments
Designed for organizations seeking clarity on emerging pay transparency requirements.
It offers a structured view of where typical gaps and risks arise, and how expectations are likely to evolve over time.
It complements internal efforts with an objective external perspective—especially in situations where there is limited in-house expertise or uncertainty about where to start.
For some, it’s a starting point. For others, a validation step to sense-check existing assumptions and approaches.
What happens after the audit
You receive a structured roadmap.
From there, you decide how to proceed – based on your priorities, internal capacity, and level of ambition.
If you choose to continue
We support you step by step – turning insights into a practical, defensible setup.
Typical next steps may include:
Clarifying comparable roles and salary structures
Defining transparent pay and progression logic
Preparing for reporting and employee information requests
Establishing clear internal guidelines and responsibilities
Aligning managers and communication
Building simple monitoring and reporting structures
Florian Rocktäschel
Process Architecture & Data Structuring
Prefer to understand the topic first?
Executive Briefing20 minutes, on demand
Before making structural decisions, it helps to see the full picture.
This short session gives you a clear, structured view of what the EU Pay Transparency Directive actually changes and where the real exposure lies for companies that are not yet prepared.
Inside the briefing:
What the directive really requires (beyond headlines)
Where SMEs are most exposed
Where SMEs are most vulnerable right now
Concrete risk scenarios already emerging
What “prepared” looks like in practice
A simple framework to assess your current position
No theory, no noise, just a focused walkthrough designed for decision-makers who need clarity before acting.
Access the Executive Briefing
Register to receive your personal access link.
The session is available on demand and can be watched at your convenience.
Not ready for an audit?
Pay Transparency Self-Assessment Toolkitand 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
A practical, low-commitment entry point to build internal clarity (excl. VAT)
First step: Short qualification call
In a focused 20-minute conversation, we assess whether the audit is the right starting point for your organization. We briefly look at:
Your company size and structureCurrent compensation setupPotential reporting exposureInternal resources and constraints
You receive a clear recommendation on whether the readiness audit makes sense in your situation.
No pressure. No obligation.
Just a structured first step toward clarity.
Prepare before transparency becomes public.
Clarity reduces risk.
Structure reduces internal pressure.
Preparation protects leadership.