EU Pay Transparency Toolkit
A reward and people-analytics playbook for EU employers with employers of any size, with gap reporting from 100 workers pay information and close the gender pay gap.
The playbook is typically around 65 files in 13 numbered folders, with a README that maps every file. Excel workbooks are about 60 percent and PDF guides about 40 percent. Exact file names and the mix inside each folder vary with your role and situation.
The playbook is prepared by Gerard Blokdyk for your role and situation after you buy. Access is within 24 hours. The purchase is one time and carries a 30-day refund.
What you get
13 numbered folders and a README that maps every file, prepared for your role and situation. It is a playbook, not training, and it does not include a certificate.
Who it is for
For HR, reward and people-analytics teams that must answer pay queries, run the gap report and prepare a joint assessment.
The 12 areas
Area 1. Scope and definitions
- Apply the equal work test
- Apply the work of equal value test
- Identify the workers covered
- Identify the employer obligations
Area 2. Pay transparency before employment
- Give applicants the pay information
- Do not ask for pay history
- Describe the pay range and criteria
- Keep the recruitment record
Area 3. Pay setting and progression
- Document the pay setting policy
- Document the pay progression policy
- Apply the same criteria to comparable work
- Review decisions for indirect discrimination
Area 4. Right to information
- Answer a worker request in writing
- Give the pay information and the criteria
- Make the information accessible
- Keep the response record
Area 5. Gender pay gap reporting
- Calculate the pay gap for the reporting group
- communicate the report to the monitoring body
- communicate (a) to (g) to the monitoring body
- Keep the underlying data
Area 6. Joint pay assessment
- Identify the trigger for a joint assessment
- Run the assessment with workers representatives
- Document the findings and actions
- Review the pay structure
Area 7. Data protection
- Set the lawful basis for pay data
- Minimise and retain the data
- Protect special category data
- Give workers access to their data
Area 8. Social dialogue
- Inform and consult workers representatives
- Support collective bargaining
- Record the dialogue
- Keep the equal pay terms in agreements
Area 9. Enforcement
- Give workers access to the defence of rights
- Provide the procedures and evidence
- Apply the shift in the burden of proof
- Protect against victimisation
Area 10. Remedies and penalties
- Provide compensation for lost pay
- Apply the limitation periods
- Recover legal costs where allowed
- Meet the penalty regime
Area 11. Public contracts
- Apply equal pay conditions in public contracts
- Check compliance in concessions
- Use the exclusion grounds
- Keep the contract evidence
Area 12. Transposition and readiness
- Map the 7 June 2026 transposition
- Prepare the first report by 7 June 2027
- Use the support for smaller employers
- Record the national implementing rules
Dates that matter
- 7 June 2026: Member States must transpose the Directive (pay transparency source export).
- 7 June 2027: employers with 150 or more workers report for the first time (pay transparency source export).
How it works
The playbook is prepared by Gerard Blokdyk for your role and situation after you buy. Access is within 24 hours. The purchase is one time and carries a 30-day refund.