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Pay Transparency Maturity Assessment

The EU Pay Transparency Directive sets a transposition deadline of 7 June 2026. For many organisations, the real challenge is not the deadline itself but the structural readiness behind it. A change in one job classification can ripple across your entire pay scale and social climate.

This assessment gives you a clear view of where you stand today across the four domains that will determine your compliance position.

"*" indicates required fields

Step 1 of 6

16%
What title best describes your current role?*
How many employees do you have in your company?*

Domain 1: Organisational complexity & governance

Focus on compliance, culture and social dialogue
Is your salary structure unified across all departments and entities?*
Can you easily group different jobs into "levels" of equal value to compare pay fairly?*
Do you share your pay gap results with your employees or their representatives?*
Do you believe your employees feel free to discuss their compensation without fear?*
Does your organisation use multiple, complex benefit types (commissions, cars, allowances) across roles?*

Domain 2: Job architecture & classification

Focus on the structural foundation of roles within the organisation
Does every position in your company have a formal, written job description?*
If yes, does the description specify the level of responsibility or working conditions?*
If an employee asks today why they earn less than a peer, can you justify it with objective data?*
Have you defined "categories of workers" for your compensation analyses?*
If an employee asks for the average pay by gender for their category today, can you provide it?*
Have you verified that all your job descriptions use gender-neutral language?*

Domain 3: HR processes & Recruitment

Focus on candidate interactions and the employee lifecycle
Do you have a formal recruiting process for every candidate?*
Do you mention a clear salary range in your job postings or before the first interview?*
Do you ask candidates about their current or past salary history?*
Do you ask candidates for their salary expectations to determine your offer?*
Do you have a formal periodic evaluation process for every employee?*
Do you have a standard, transparent way of deciding who gets a bonus, raise or a promotion?*

Domain 4: Data insights & Analytics

Focus on the technical ability to measure & report pay gaps
Do you have a central, automated system to track all employee compensation data?*
Can you generate a reliable Gender Pay Gap report in less than 24 hours?*
Do your pay gap calculations include bonuses and benefits (not just base salary)?*
Have you established a regular, recurring process to identify and analyse unjustified pay gaps?*
How easily can you break down your pay gap data by department, seniority, or grade?*

A few last questions

What would you most like to achieve in the next 90 days regarding pay transparency?*
What is your main obstacle today?*
What type of support would be most useful to you today?*
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