How the Equal Pay Check works
Start free with the Quick Scan. For the full picture, the full check follows with a report, an action plan and a one-hour advisory session.
Quick Scan
- An immediate indication of your risk
- Your main points of attention
- No pay data needed
Full Equal Pay Check
- Score and risk flags per theme
- Prioritised action plan with an owner per action
- Executive summary for decision-making
- Report within 24 to 72 hours, reviewed by an adviser
- Advisory session, 1 hour (online)
The Directive's requirements, made practical
The Equal Pay Check works through the areas where you will need to show that pay is objective and explainable.
- ✓Objective job evaluationIs every role evaluated on skills, effort, responsibility and working conditions, without undervaluing soft skills?
- ✓Transparent pay criteriaAre scales, ranges and growth criteria clear and explainable?
- ✓Analysis by category of workersCan you surface differences within comparable job groups?
- ✓Pay gap reportingIs your HR and payroll data able to produce the required figures?
- ✓The 5% thresholdDo you know what to do at an unexplained difference of 5% or more, and below it?
- ✓Documentation and evidenceWhich records are missing to justify pay decisions?
- ✓Employee rights and representationIs the information request process in place, and are representatives involved?
- ✓Remediation and action planWhich steps do you take, who owns them and in what order?
What you actually receive
- Your readiness score per theme
- Where differences are likely to arise
- Missing documentation and records
- Findings ranked by urgency
- A prioritised action plan with an owner per measure
- An executive summary for decision-making
- Advisory session, 1 hour (online) with a reward systems adviser, who talks you through the report and answers your questions
The check follows familiar HR processes
Pay foundation
Job evaluation on the Article 4 criteria, work of equal value, scales and ranges.
Hiring
Vacancies, pay ranges, pay history and starting salaries.
Growth & progression
Appraisal, promotion, salary growth and leave effects.
Transparency
Information rights, communication, representation and managers.
Data & action planning
Data quality, mean and median, the 5% scenario, governance.
One check, four perspectives
HR
- Is the job architecture current?
- Are pay scales explainable?
- Do differences arise at hiring?
- Are promotion criteria clear?
Executive board
- Are we exposed?
- Which measures come first?
- What capacity is needed?
- Which decisions are needed now?
Finance & payroll
- Base pay and variable pay
- FTE, role and scale
- Categories of workers
- Mean and median differences
Representatives
- How is pay determined?
- What happens at a 5% difference?
- What information do we receive?
- Where is this discussed?
Full Equal Pay Check
One amount for the check, the report and a one-hour advisory session.
Temporary €500 introductory discount. You pay on invoice, which you receive together with the report.
You receive a clear picture of where your organisation stands, and an action plan that names who is responsible for each step. A day of consultancy buys you a conversation. This investment buys you a structured analysis, a substantiated report and a plan that HR, the board and finance can act on the same morning. Start free with the Quick Scan and pay only when you want the full report.
- Question set across five themes
- Readiness status per theme
- Findings ranked by urgency
- Assessment against the 5% threshold
- Missing documentation identified
- Prioritised action plan
- An owner per measure
- Executive summary
- Advisory session, 1 hour (online)
Know where you stand in ten minutes
Start with the free Quick Scan. You can always continue with the full check afterwards.