Pay transparency: impact and obligations for your organisation

The EU Pay Transparency Directive (EUPTD) fundamentally changes how organisations must deal with remuneration, job evaluation and internal communication. Employers are given concrete obligations in the areas of reporting, data quality and transparency towards employees and candidates. This requires clear processes, reliable data and clear governance.

At the same time, the directive offers a strategic opportunity. Organisations that approach this properly achieve a more transparent and better explainable remuneration policy, strengthen their employee experience and reduce legal risks. Pay transparency thus becomes not only a compliance task, but also a lever for sustainable growth and professionalisation.

How do we help you?

We guide organisations from initial insight through to full implementation of the pay transparency obligations. Our approach combines employment law, HR, job architecture, payroll and data analysis in one integrated service. This ensures not only compliance, but also a workable and future-proof design of your organisation.

We support, among other things, with:

  • translating legislation into concrete obligations for your organisation,
  • setting up or improving job and salary frameworks,
  • designing processes for employee information requests,
  • performing data-driven pay gap analyses,
  • preparing statutory reports,
  • structurally embedding policy, governance and communication.

What do we offer?

  • EUPTD QuickScan
  • (Re)design of job and salary frameworks (job architecture)
  • Process design for transparency and information requests
  • Data-driven pay gap analyses (Paycheck’ed)
  • Statutory reporting
  • Implementation advice and governance design
  • Explanation sessions for HR, Legal and management

What does it deliver?

With our support, you have a complete, legally substantiated and future-proof approach to pay transparency. You know exactly which obligations apply, how you become and remain compliant, and how to design your policy and processes accordingly. Your remuneration structure becomes more transparent and fairer, employees experience more trust, and your organisation builds a stronger employer brand.

In addition, you reduce legal risks, improve data quality and create a solid framework for reporting and accountability, now and in the future. This makes your remuneration policy understandable for employees, provides guidance for managers and offers room for professional growth.

Benefits

  • Full compliance with the EU pay transparency directive
  • Rapid insight into risks, obligations and priorities
  • Concrete action plan for sustainable compliance
  • Reduced legal risks and higher data reliability
  • A transparent, fair and scalable remuneration policy
  • Future-proof governance and reporting processes

Do you have a question?

Contact our specialists for more information about our services.

Our specialists

Anne Hofman

Senior consultant legal
Alphen aan den Rijn  Office
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Anne-Fleur Vernhout

Consultant
Amsterdam  Office
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    Why choose for Grant Thornton?

    Grant Thornton Netherlands is a member of Grant Thornton International Ltd (GTIL), one of the world's largest networks (#7) of independent accounting and advisory firms, with 76,000 professionals in 156 markets. From eight Dutch offices, more than 700 professionals support our clients with advice and guidance in the fields of accountancy, tax, and (financial) advisory. We deliver world-class expertise in a way that seamlessly aligns with each client's unique situation. We operate from a solid foundation with a flexible and results-driven mindset.

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    Frequently asked questions

    The pay gap analysis is not only relevant for employers with 100+ FTE per entity who fall under the EU Pay Transparency Directive reporting obligations, but also for smaller employers (<100 FTE). Due to the new right of access, all employees, regardless of the size of the organisation, have the right to request information about their own salary, the average pay of colleagues in comparable roles (split by gender), and an explanation of pay differences. A pay gap analysis prepares you for these requests (which must be answered within 60 days), improves data quality and minimises the risk of claims or reversed burden of proof, even without a formal reporting obligation.

    The programme starts with an intake in which we determine the scope and data provision. We then collect and analyse the relevant HR‑ and remuneration data and perform a pay gap analysis, making both unadjusted and adjusted pay differences transparent. The results are legally reviewed and recorded in an EU‑compliant report. Finally, we advise on next steps, such as corrective measures, communication and further implementation in policy and processes, for a demonstrably compliant and sustainable approach to pay transparency.

    Start by inventorying pay data and variables within HR systems. Check whether data is complete, anonymised and up to date. Map existing remuneration policy, collective labour agreements and promotion criteria. By carrying out a baseline assessment at an early stage, you gain insight into potential pay gap risks and required policy adjustments. This saves time and costs once national legislation enters into force. Early preparation means smoother implementation and stronger compliance.

    The EUPTD QuickScan is aimed at organisations with employees (who may or may not be required to report on the gender pay gap) that want to design their pay structures in a legally compliant manner and align their HR‑ and remuneration processes with the new legislation.