Employer obligations assessment - Pay Transparency Ready

Question 1

Does your organisation employ workers or recruit for roles in an EU Member State?

The recruitment branch also applies where you are hiring before employing anyone in that country.

Legal employers

Add each EU legal employer

Headcount should be entered per employing legal entity. Do not automatically combine separate subsidiaries unless the applicable national counting rule requires it.

Legal entity name EU country Number of workers

Currently recruiting Public-sector employer Worker representatives or works council Collective agreement applies

Recruitment

When do applicants receive the initial pay or pay range?

The EU baseline requires information early enough for an informed and transparent negotiation. National law may require it in the advert.

Recruitment

Do recruiters ask applicants about current or previous pay?

Recruitment

Which recruitment safeguards are in place?

Select every item currently in place.

Gender-neutral job titles and vacancy wording Objective, documented criteria for the offered pay range Relevant collective-agreement information is supplied Recruiters receive non-discrimination guidance Pay information is available in an accessible format

Pay structure

Can roles be grouped by equal work or work of equal value?

The assessment should consider skills, effort, responsibility and working conditions—not job title alone.

Pay structure

How complete are your pay-setting criteria?

For each area, indicate whether criteria are documented, objective, gender-neutral and easily accessible to workers.

Starting pay Pay levels Pay progression

Worker rights

Is there a written process for worker pay-information requests?

Worker rights

What can the request process currently do?

Select every item currently in place.

Respond within two months Provide average pay levels broken down by sex for comparable categories Support requests through worker representatives Handle follow-up clarification requests Provide information in an accessible format

Worker rights

Which wider transparency practices are in place?

Select every item currently in place.

Workers are notified annually of their information right Workers are told how to submit a request Workers are not prevented from discussing their own pay HR can provide a written, reasoned response Worker information can be supplied accessibly

Reporting

Has the organisation already completed category-level pay analysis?

This does not require you to upload payroll data. It helps determine reporting readiness and whether the joint pay-assessment branch may be relevant.

Which reporting measures can you currently produce?

Average gender pay gap Median gender pay gap Average and median variable-pay gaps Proportion receiving variable pay Women and men in each pay quartile Pay gap by worker category Basic and variable pay separated Management confirmation and methodology review

Joint pay assessment

Check the joint pay-assessment trigger

Does any worker category show an average difference of at least 5%? Is the difference justified by documented objective, gender-neutral criteria? Was any unjustified difference remedied within six months?

Your report

Name the organisation for the report

The name appears on the generated PDF. No employee names or payroll data are requested.

Organisation name

Current MVP status: results use the EU Directive baseline and clearly flag that national law may differ.

EU Pay Transparency assessment

Does your organisation employ workers or recruit for roles in an EU Member State?

Add each EU legal employer

When do applicants receive the initial pay or pay range?

Do recruiters ask applicants about current or previous pay?

Which recruitment safeguards are in place?

Can roles be grouped by equal work or work of equal value?

How complete are your pay-setting criteria?

Is there a written process for worker pay-information requests?

What can the request process currently do?

Which wider transparency practices are in place?

Has the organisation already completed category-level pay analysis?

Which reporting measures can you currently produce?

Check the joint pay-assessment trigger

Name the organisation for the report