Compensation Analysis and Pay Transparency
EU Directive 2023/970 and HR obligations
Regulatory compliance regarding pay transparency, the gender pay gap, and criteria for awarding salary increases. A structured analysis transforms regulatory obligations into opportunities for organizational equity and retention.
I do not treat symptoms. I work on the structures that make decisions sustainable.
Context
EU Directive 2023/970 introduces significant obligations regarding pay transparency, the gender pay gap, and reporting. Many organizations find themselves unprepared, not only from a regulatory standpoint but also from an organizational one.
A thorough analysis involves more than just verifying compliance; it also means building a fair, sustainable, and internally communicable salary allocation framework. This has implications for legal risk, reputation, and talent retention.
Objective:
- Verify compliance with EU Directive 2023/970 and national regulations
- Analyze compensation structures and identify equity gaps
- Build a sustainable framework for salary allocation and increases
- Define guidelines for transparent internal communication
Methodology:
- Data collection
- Gap analysis
- Salary increase framework
- Communication guidelines
Output:
- Structured analytical report on compensation and the gender pay gap
- Evidence of gaps and priority areas for intervention
- Fair and sustainable framework for salary allocation and increases
- Guidelines for transparent and compliant communication
Investment
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