Pay Transparency

Ready for the Pay Transparency Directive?

Directive 2023/970 requires job evaluation, gender pay gap reporting, and a documented compliance process.

We guide companies and public institutions through it, step by step.

Contact us Download the readiness guide

What the directive means for your company / organization

Mandatory job evaluation

The methodology comes from the directive itself, not the law. The process takes six to twelve months, so the earlier you start, the better your chances of finishing on time. Trade unions play an active role in the evaluation process [according to Polish law].

Pay ranges based on job evaluation

Every role has a points-based score, which is reflected in its pay range. Pay ranges are consistent and gender-neutral across the organization.

Mandatory gender pay gap reporting

Your organization's gender pay gap report will be public. Available to anyone. The gap is calculated at both organization level and by worker category. The maximum unjustified gap is just 5%. Anything higher triggers immediate action.

Mandatory employee information disclosure

Employees have easy access to the criteria used to set their pay, pay level, and pay progression. Every employee can request information from their employer about their own pay level, as well as average pay levels by gender within their worker category.

Stan na wrzesień 2026: przepisy dotyczące rekrutacji obowiązują od 24 grudnia 2025 roku, a obowiązek raportowania luki płacowej jest jeszcze na etapie projektu ustawy (UC127).

DIRECTIVE 2023/970 - Job descriptions and evaluation, preparing for gender pay gap reporting

How to prepare your organization for the Pay Transparency Directive?

We help private companies, universities, and public institutions through the entire process, from job evaluation, through gender pay gap audits, to a final, audit-ready report. See how our approach works, step by step.

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How we work together

1

Diagnosis and analysis of the current state

We review your policies, procedures, and job architecture.

2

Job evaluation

We support you through the job evaluation process, including selecting sub-criteria and weightings, and negotiating with trade unions. We provide a tool that supports the evaluation process.

3

Pay ranges

Based on the job evaluation results, we create consistent, transparent pay ranges and help prepare the required documentation, including new procedures, policies, and internal regulations.

4

Gender pay gap

We help you calculate the gender pay gap and optimize the budget needed to close it.

5

Tool implementation

We help implement the tools needed for reporting and employee communication, including responding to employee inquiries.

Is your company / organization ready for job evaluation and pay gap reporting?

Download readiness guide
How we work

Selected projects

How a public university implemented the requirements of the Pay Transparency Directive
At the university, salaries were shaped over many years. Someone received a certain rate upon hiring, another a raise for seniority, and yet another when moving between departments or taking on a new role. Each of these decisions had its justification at the time. The problem arises when all of them need to be explained by a single, consistent principle, because this is precisely what the pay transparency directive requires.
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How we organized the finances of a large public institution
Discover how we helped one of Poland's largest public universities regain financial control amidst demographic challenges and rising costs, laying the groundwork for a data-driven management culture.
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Increasing strategic team engagement
Decline in trust and engagement? We carried out a transformation in a business unit where only 21% of employees felt engaged. Find out how clear priorities and two-way communication reversed this trend.
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How to manage strategy in an organization where everyone has their own autonomy?
Many public universities today are asking themselves a very similar question: how to preserve freedom of decision where it is a value, and at the same time not lose sight of a common direction? The autonomy of faculties works as long as someone can assemble it into a cohesive whole. In the decentralized structure of a public university in Central Europe, it was possible to calmly organize the strategy—without revolution and unnecessary risk. A clear direction emerged, with clear priorities and metrics that provide comfort in decision-making and allow for the consistent development of the organization over the long term.
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Strategy definition and implementation
See how we supported a global corporation in expanding into a new market. Despite being a "late entrant," our actions resulted in a 37% increase above forecast and record employee engagement.
Check out the Case Study

Let's talk

This message could be the beginning of your better tomorrow. It's the first step towards a change that matures with small decisions. Write to us, and the rest will unfold naturally. We will get back to you within 24 hours.