Concierge Digital Asset Management for the EU Pay Transparency Directive. We collect the documents, prepare submission-ready reports, and flag exactly where your organisation needs special attention — with recommended actions.
Member States must transpose by 7 June 2026. First mandatory gender pay gap reports are due in 2027 for larger employers.
Directive (EU) 2023/970 strengthens the principle of equal pay for equal work or work of equal value through binding pay transparency measures and enforcement. Key obligations include:
| Employer Size | First Report | Frequency |
|---|---|---|
| 250+ workers | 2027 | Annually thereafter |
| 150–249 workers | 2027 | Every 3 years |
| 100–149 workers | 2031 | Every 3 years |
Data typically covers the previous calendar year. National monitoring bodies will publish results. Penalties can include significant fines.
Your compensation data, job frameworks, and pay policies are critical digital assets. We manage the end-to-end process of turning them into compliant, defensible, submission-ready outputs — with legal oversight.
We act as your concierge. Secure collection of payroll extracts, HRIS data, job descriptions, bonus policies, collective agreements, and historical records.
We prepare the full reporting package (standard gender pay gap report + supporting category analysis). An in-house lawyer reviews, vets, and co-signs with a dedicated attention memo.
Every deliverable includes explicit flags for areas requiring special attention, risk ratings, and concrete recommended actions — not generic advice.
We treat every pay element, job evaluation, and supporting document as a governed digital asset — versioned, attributable, auditable.
Ideal for in-house legal, HR leadership, and reward teams who need the work done properly — without building internal capability from scratch before the first deadline.
These are the areas that most commonly create risk, trigger joint pay assessments, or cause reports to be challenged. Our deliverables explicitly address each one — for your organisation.
The Directive requires objective, gender-neutral criteria (skills, effort, responsibility, working conditions). Many existing classifications embed historical bias.
Special attention needed on factor weighting and cross-department comparisons.
We review or help implement gender-neutral job evaluation frameworks and document the methodology for your joint pay assessment or audit trail.
Complementary and variable components must be included in pay gap calculations. Opaque bonus structures are a common source of unjustified gaps.
High risk area for gaps >5% that are difficult to justify objectively.
We map all variable elements, ensure consistent application of criteria, and prepare clear breakdowns for reporting and any required remediation plan.
You must group workers performing 'the same work or work of equal value' in a non-arbitrary way using the gender-neutral criteria.
Poor categorisation invalidates your entire gender pay gap analysis and can trigger unnecessary joint pay assessments.
Our concierge process includes rigorous data collection and defensible category construction with supporting evidence.
If an unexplained gap of 5% or more appears in any category, you have 6 months to remedy or you must launch a formal joint pay assessment with worker representatives.
This is the trigger point that moves you from reporting into a structured audit and remediation obligation.
We flag every category close to or above threshold, provide evidence packs, and draft remediation options before you submit the report.
Applicants must receive the initial pay range (or starting salary information) based on objective criteria before the interview or contract.
This applies to all employers (not just 100+). Non-compliance is visible to candidates and easy to challenge.
We help audit current job postings and create templates + processes that satisfy the requirement with minimal friction for hiring teams.
Workers must have easy access to the criteria used for pay levels and pay progression. These criteria must be objective and gender-neutral.
Many organisations have informal or manager-discretionary progression that is hard to defend.
We document and, where needed, recommend formalised progression frameworks suitable for disclosure and consistent application.
This is not exhaustive legal advice. National implementation details vary. Our role is to surface the issues that matter for your data and give you a clear path forward.
Secure consultation to understand your workforce size, jurisdictions, current pay structures, and reporting deadlines.
We work with your HR, payroll, and finance teams (or directly via secure channels) to gather the required documents, datasets, job descriptions, and policies.
We organise the digital compensation assets, calculate required metrics (mean/median gaps, quartiles, variable pay splits, category breakdowns), and produce draft reports ready for submission.
An experienced lawyer reviews the package. We produce the final submission-ready report plus a separate 'Special Attention & Recommended Actions' memorandum.
You receive everything needed for internal sign-off and filing with the national monitoring body. Optional support for worker representative communications or joint pay assessment scoping.
4–8 weeks for a first report, depending on data readiness and organisational complexity. We can accelerate for 2027 deadlines.
Dedicated focus on the Pay Transparency Directive — we live and breathe the text, recitals, and emerging national transpositions.
In-house legal review is standard, not an upsell. Your report and attention memo are vetted before they leave us.
True concierge model. We do the heavy lifting on data collection so your team can stay focused on operations and decisions.
Every engagement surfaces concrete, prioritised actions — not a 60-page report that sits on a shelf.
Tell us a little about your organisation and we'll schedule a confidential scoping discussion. We respond personally — no automated funnels.