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Pay Transparency
& Remuneration structure

Pay transparency starts with data

Without a structured analysis of the data, transparency does not build trust. It creates risk.

EU Directive 2023/970 introduces obligations regarding monitoring, reporting and taking action in the event of an unjustified pay gap exceeding 5%.
Many companies have the data. Few have a pay structure that is truly readable and monitorable.
Without data governance, transparency leaves you exposed.

What we offer

Through consultancy from our specialist Payroll & HR Admin team, you can count on:

Reports on the current pay situation
Analysis of pay levels by gender, role and seniority
Verification of criteria for salary allocation, bonuses and MBOs
Identification of any gaps and discrepancies
Definition of KPIs for continuous monitoring

Why your company benefits

Structured control of your remuneration architecture

Reduce the risk of disputes, penalties and unmonitored formal requests

Data traceability in the event of a formal request

Greater robustness in internal communications

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Pay Transparency is not managed in silos.
It is governed as a system.

Payroll & HR Admin, Employment Law Consultancy, HR Consultancy & Organisational Development and Head Hunting work together to ensure consistency, compliance and organisational value.

With Zeta Service, you have a single process and a single point of contact: