Exclusive Series: Pay Transparency Directive

Overview of the Legal Framework
Preparing for implementation
Classification of the final version of the law

Why Pay Transparency Belongs on the HR Agenda Now

Pay transparency has long been more than just a matter of fairness. For companies and HR departments, it is now becoming a concrete area of action: With the current Pay Transparency Act and the upcoming requirements of the EU Pay Transparency Directive, the demands for transparent, robust compensation structures are increasing. Why this is relevant now:

Legal requirements continue to evolve
Compensation systems must be clear and justifiable
A lack of transparency can lead to conflicts, uncertainty, and extra work

Those who fail to prepare now will lack the foundation for legally compliant processes and sustainable compensation systems.

Three approaches to addressing pay transparency

The right format for your next step

The implementation of the Pay Transparency Directive (ETRL) is just around the corner and brings with it several obligations for employers: a new right to information and, above all, information and reporting requirements that must be met in the future. “Technically,” the obligation to create transparent and gender-neutral pay structures has existed since 2017, but only now, with the imminent implementation of the ETRL, is it becoming clear that there is still a great deal of catching up and work to be done. Those who fail to act now will simply be unable to meet the new obligations.

This special series clearly outlines what employers can expect, what specific steps need to be taken now, and what the legislature will ultimately require under the new directive at the national level—once the final version is available.

In short:fair wages, clear rules and responsibilities, no more delays—the ETRL makes it mandatory. Now is the time to take action!

Exclusivetraining

Pay Transparency Directive: Knowledge Creates Legal Certainty

For anyone who wants to understand and navigate the legal requirements of the EU Pay Transparency Directive. The focus is on key obligations for companies and how HR departments need to prepare—now more than ever.

Dates:

June 16, 2026
June 18, 2026

Price:

€300 (plus VAT)

Reserve your spot now

Exclusive Workshop

Pay Transparency Directive: Ready for Practical Implementation

For anyone who needs to implement the requirements of the Pay Transparency Directive in their workplace. The focus is on transparent pay structures, job evaluations, and concrete steps for implementation within the company.

Dates:

August 11, 2026
August 13, 2026
September 15, 2026
September 17, 2026

Price:

€400 (plus VAT)

Reserve your spot now

Exclusive Conference

Pay Transparency Directive: The New Pay Transparency Act

For anyone who wants to know, once the directive has been transposed into national law, what the specific requirements are and what obligations this entails for businesses. The date will be announced as soon as the directive has been transposed into national law.

Date:

Although the implementation deadline is June 7, it is unlikely that lawmakers will pass new regulations by then. Therefore, the date will be announced as soon as the national legislation is in place.

Price:

€300 (plus VAT)

Make a note of the date now

Which format suits your current situation?

Decision-making guide

Our formats can be booked individually and can be combined as needed. The key factor is where you currently stand on the topic of pay transparency. Even if you’ve already covered the basics elsewhere or want to focus on a specific later topic, the relevant formats will still be useful to you on their own.

First, I need an overview of the legal requirements

For anyone who wants to understand the legal context and key requirements.

Basics & Orientation

I want to move on to the practical implementation of transparent fee systems

For everyone involved in developing processes, structures, and practical preparations.

Practice & Implementation

I want to know what applies after the law is implemented at the national level

For anyone who wants to clearly understand the current legal situation and determine the next steps based on it.

Final Legal Update

For everyone who actively shapes their compensation

Relevant for anyone who needs to understand, evaluate, and refine compensation structures within an organization, particularly for:

HR managers
HR Business Partner
People & Culture Teams
Specialists and managers

And for everyone who needs to put fair, transparent, and sustainable solutions into practice.

Your experts

Christoph Tillmanns

Labor Law Expert

Martina Finkler

Payroll Systems Specialist

Ioannis Kiourtides

Payroll Systems Specialist

FAQs

Here you'll find answers to the most frequently asked questions about the exclusive series on the Pay Transparency Directive.

Do I have to book all three formats?

No. All formats can be booked individually. If you want to explore multiple perspectives on the topic of pay transparency, the offerings can be effectively combined. At the same time, each format is relevant in its own right and offers unique value.

Does the second course make sense even if I haven't taken the first one?

Yes. The "Practice & Implementation" format is also useful if you have already learned the basics elsewhere or are already familiar with the topic. It is designed for anyone who wants to focus on concrete steps for practical preparation and implementation within their organization.

Can I attend just the final legal update session?

Yes. The final legal update is a standalone session designed for anyone who wants to know, above all, what will be legally binding once the directive has been implemented at the national level and what implications this will have, particularly with regard to compliance with reporting requirements. It can be attended independently of the other sessions.

Who are these workshops particularly suited for?

The workshops are particularly well-suited for anyone who is already engaged in internal preparations and needs concrete guidance on practical implementation. The focus is on issues related to the creation of transparent compensation systems, particularly the processes involved in job postings and job evaluation.

Will more dates be added?

The currently scheduled dates include seminars in June, workshops in August and September, and a final legal update at a later date. As soon as additional dates or specific details are confirmed, they will be added.

How are the three formats related?

The three offerings address the same topic from different perspectives: legal classification, practical implementation, and a final legal update. They complement each other well, but are also designed to be used individually.

In what format will the events take place?

The Online Days are scheduled using our BigMarker tool, and the workshops in smaller groups will be held via Zoom. The final legal update is also planned as an online event.

Why is there a final legal update at a later date?

Because the directive has not yet been implemented at the national level. The final version is intended to provide a clear overview of the legal situation at that time and address the specific practical implications.

Blog article

Pay Transparency Act: What Companies Can Expect

Pay transparency presents companies with a new challenge: The Pay Transparency Act is already increasing transparency in compensation, and starting in June 2026, the EU directive will further tighten the requirements. In this blog post, you’ll learn which regulations currently apply, what obligations employers face, and which areas of action are now becoming important.

Read blog article

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