Early Preparation. Stronger Compliance.
Transparency & Equal Pay
The transposition of EU Directive 2023/970 into national legislation introduces significant new responsibilities for organisations regarding pay transparency and the way they design, document and manage their reward and compensation frameworks.
Compliance extends beyond monitoring pay gaps. It requires organisations to establish a structured, transparent and well-documented remuneration framework based on objective, gender-neutral criteria that supports the principle of equal pay for work of equal value.
ICAP People Solutions supports organisations in preparing for these new obligations through a comprehensive approach that combines consulting expertise, international best practices as well as a specialised methodology, and practical implementation expertise.
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Pay Transparency Readiness Assessment: We will assess your organisation’s current level of readiness against the requirements of the EU Pay Transparency Directive, identify compliance gaps and evaluate existing remuneration practices, providing clear recommendations to support your compliance journey. |
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Job Architecture: We will design or enhance your job architecture by developing clear job families, career levels and progression pathways that promote consistency, transparency and effective governance across your organisation. |
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Job Evaluation: We will develop and implement a robust job evaluation framework using objective, gender-neutral criteria to ensure the consistent evaluation of roles and support the principle of equal pay for work of equal value. |
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Pay Analytics: We will analyse your compensation data to identify potential pay gaps, assess pay equity across comparable roles, determine the root causes of any disparities and provide data-driven insights to support fair and informed remuneration decisions. |
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Gap Analysis & Compliance Review: We will review your remuneration policies, reward practices, recruitment processes and governance framework against the requirements of the EU Pay Transparency Directive, identifying areas of non-compliance and opportunities for improvement. |
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Remediation Plan: We will develop a practical, prioritised action plan outlining our recommendations, key actions and implementation priorities to strengthen compliance and establish sustainable pay transparency practices. |
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Implementation Support: We will provide end-to-end advisory support throughout the implementation process, assisting with policy development, remuneration framework design, governance enhancements, stakeholder engagement and the practical implementation of the required changes to ensure sustainable compliance. |
Why Prepare Early?
Early preparation enables your organisation to:
• Minimise the risk of non-compliance.
• Strengthen transparency, fairness and consistency across remuneration practices.
• Ensure pay decisions are based on objective, evidence-based and gender-neutral criteria.
• Enhance employee trust, engagement and employer brand.
• Prepare effectively for future reporting and disclosure obligations.
The ICAP People Solutions team brings extensive expertise in designing modern reward and remuneration frameworks, partnering with organisations to establish fair, transparent and well-governed compensation practices that are fully aligned with the new regulatory requirements.