{"title":"EU and Global Pay Transparency","description":"\u003cp\u003eReadiness tools for the EU pay transparency rules and related global requirements, covering job architecture, pay ranges in postings, and employee pay information requests. Built to help you prepare against the rule as it stands.\u003c\/p\u003e","products":[{"product_id":"eu-pay-transparency-readiness-toolkit","title":"EU Pay Transparency Readiness Toolkit","description":"\u003cp\u003eTurn the EU pay transparency Directive into a project you can run: a guide that frames the seven workstreams, a workbook that holds your data, your pay-range basis, your pay-gap review, and a country tracker, and the structure to arrive at legal review with the work done.\u003c\/p\u003e\u003ch3\u003eThree pieces that turn the Directive into a documented plan\u003c\/h3\u003e\u003cp\u003eA guide to read, a workbook to run, and a one-page orientation. The guide frames the work and the workbook is the engine that holds it.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eEU Pay Transparency Readiness Toolkit, the guide.\u003c\/strong\u003e What the Directive asks for, a seven-workstream readiness roadmap, the data and pay-range foundations, the pay-gap method with the 5 percent rule and the six-month clock, and a structure for the executive briefing. Ships as a PDF to read and an editable Word version to adapt.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eEU Pay Transparency Readiness Workbook.\u003c\/strong\u003e Twelve tabs: a framework reference and a readiness tracker for your countries, entities, and headcounts, then a data inventory, job grouping and equal value, pay range documentation, the pay gap review, a gap flag and remediation tab that runs the six-month clock, an employee request log against the two-month window, a legal review tracker, a country tracker, and an action plan. It opens on worked examples and works in Excel or Google Sheets.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eStart Here.\u003c\/strong\u003e What each piece does and the order to use them. One page, read it first.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThe method in the order the work runs\u003c\/h3\u003e\u003cp\u003eFrame first, foundations second, then the review and the record. The toolkit organizes and documents the work; local counsel makes the calls that carry legal weight.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eFrame the work and list your countries.\u003c\/strong\u003e Read the guide, then open the Framework tab and list every country, entity, and headcount you employ across on the Readiness Tracker.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eBuild the foundations.\u003c\/strong\u003e Complete the Data Inventory, group roles on Job Grouping and Equal Value, and record the basis for each range on Pay Range Documentation.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRun the pay gap review.\u003c\/strong\u003e Review pay on the Pay Gap Review tab, move any gap of 5 percent or more onto Gap Flag and Remediation to start the six-month clock, and log each employee pay-information request on the Employee Request Log against the two-month window.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eKeep the record current.\u003c\/strong\u003e Track each country on the Country Tracker, keep the Legal Review Tracker up to date, work the Action Plan to done, and use the editable Word guide for your executive briefing.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBuilt on the Directive and honest about its limits\u003c\/h3\u003e\u003cp\u003ePay transparency is the area where one undocumented decision becomes an equal-pay exposure, so the toolkit is careful where it counts and clear about where counsel takes over.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eNever a stand-in for legal advice.\u003c\/strong\u003e The guide and the workbook mark the points that carry legal weight, from a 5 percent flag to a works-council role, and tell you where to bring in qualified local counsel.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe framework checked against current sources.\u003c\/strong\u003e The work reflects Directive (EU) 2023\/970, its 7 June 2026 transposition deadline, the recruitment rules that apply to every employer, the two-month worker information right, the reporting tiers, and the reach to employers based outside the EU with workers in a member state, framed as a reference to confirm, not a guarantee.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eCountry detail stays local.\u003c\/strong\u003e National rules vary and several go further than the Directive, so the Country Tracker carries each country as track locally and no national rule is hard-coded into a formula.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eDated and reviewable.\u003c\/strong\u003e Every file carries a last-reviewed date, and the Legal Review Tracker keeps the record of what counsel reviewed and when.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eWho it is built for\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eBuilt for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eA multi-country employer, headquartered in the EU or outside it, preparing for the pay transparency Directive for the first time and wanting the work in one place.\u003c\/li\u003e\n\u003cli\u003eA reward, compensation, or HR lead who has to stand up a data inventory, a pay-gap review, and a country tracker, and brief executives on where the organization stands.\u003c\/li\u003e\n\u003cli\u003eA company based outside the EU with 100 or more employees in a member state that needs the readiness work organized before it reaches legal review.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eThe full EU line in one purchase, not the flagship on its own. The Global Employer EU Readiness Bundle packages this toolkit with the job architecture kit, the posting pack, the request tracker, and the HR AI risk checklist.\u003c\/li\u003e\n\u003cli\u003eUS state posting rules, not the EU framework. The US State Pay Transparency Pack covers the state-by-state disclosure rules.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format are the files and can I edit them?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eOne guide as a PDF and an editable Word version, one Excel workbook, and a Start Here PDF. The workbook works in Excel or Google Sheets, the Word guide is yours to adapt, and the files are yours to keep.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs this legal advice?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. It is general information and a self-review structure for planning. The toolkit marks where to bring in qualified local counsel, and it does not determine that your organization complies. National implementation varies, so confirm the country-specific requirements with counsel before you act.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDoes the Directive reach my company?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe recruitment rules apply to every employer whatever the size. Pay-gap reporting phases in by headcount, and the rules follow employees based in EU member states, including the EEA states Iceland, Liechtenstein, and Norway. A company based outside the EU with 100 or more employees in a member state is in scope for that location. The Framework tab walks through it.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eThe 7 June 2026 deadline has passed and our country has not finished. Is this still useful?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYes. The transposition deadline was 7 June 2026 and most national laws are arriving after it, which is the reason to organize the work now and track each country rather than wait for one finished rulebook. The core obligations do not wait on national timing: the first pay-gap reports are due by 7 June 2027 for employers with 250 or more employees, on 2026 pay data.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the 5 percent rule?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eWhere your reporting shows a gap of 5 percent or more in any category of workers, you cannot explain it on objective, gender-neutral grounds, and you do not close it within six months, you must run a joint pay assessment with worker representatives and act on what it finds. The workbook flags the gap and runs the six-month clock.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat about employee pay-information requests?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eA worker may request their own pay level and the average pay levels, split by sex, for the group doing the same work or work of equal value, and you respond within two months. The Employee Request Log counts the window. If that right is your only need, the EU Employee Pay Information Request Tracker handles it on its own.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWill it stay current as national laws arrive?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eEach file carries a last-reviewed date, and meaningful updates are released as the rules settle. National implementation is still arriving and can go further than the Directive, so check the date and confirm each country with local counsel before you lean on a detail.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat happens after I buy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eCheckout delivers an instant download link, and a receipt with the same link arrives by email. Open the Start Here page first; it tells you the order to work in. If a file gives you trouble, email support@truestephr.com.\u003c\/p\u003e\u003cp\u003eA guide, a workbook, and general business information for planning, not legal or tax advice. The EU pay transparency rules are set by Directive (EU) 2023\/970 and put into effect by each member state’s own national law, which varies and is still arriving, so confirm country-specific requirements with qualified local counsel. 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Built to be used together on every role.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eEU Job Architecture and Equal Value Work Kit, the guide.\u003c\/strong\u003e What equal work and work of equal value mean, the four objective criteria that decide value, skills, effort, responsibility, and working conditions, a step-by-step method to evaluate and group roles, the difference between job factors and person factors, a comparison worksheet, and manager validation questions. Ships as a PDF to read and an editable Word version with the templates to fill in.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eEU Job Architecture and Equal Value Work Workbook.\u003c\/strong\u003e Eight tabs: a framework reference and a scoring guide where you set your factor weights, a Role Evaluation point-factor scorer that reads off a grade, Equal Value Groups, Pay by Equal-Value Group with the 5 percent flag, Pay Criteria Documentation, and an action log. It opens on a worked example and works in Excel or Google Sheets.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eStart Here.\u003c\/strong\u003e What each piece does and the order to use them. One page, read it first.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThe method in the order a structure is built\u003c\/h3\u003e\u003cp\u003eProfile the work, score it, group it, then document the basis. The kit structures the position; counsel decides whether two roles are of equal value in law.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eProfile each role.\u003c\/strong\u003e Fill in a Role Profile for each role in the editable Word guide, sitting with the managers who own the work, so the evaluation rests on what the role demands in practice, not on its title or the person in the seat.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eScore and grade.\u003c\/strong\u003e Set your factor weights on the Scoring Guide, then score each role on the Role Evaluation tab to read off a grade.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eGroup by equal value.\u003c\/strong\u003e Group roles of equal value on Equal Value Groups, review pay on Pay by Equal-Value Group, and move any gap of 5 percent or more onto the Action Log.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eDocument the basis.\u003c\/strong\u003e Record the objective criteria behind each pay decision on Pay Criteria Documentation, and use the comparison worksheet and the manager validation questions as you go.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBuilt on objective criteria and honest about its limits\u003c\/h3\u003e\u003cp\u003eEqual value is the part of pay transparency most open to challenge, so the kit ties every decision to objective criteria and is clear about where the legal judgment sits.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eNever a stand-in for legal advice.\u003c\/strong\u003e Whether two roles are of equal value in law, the exact thresholds, the joint pay assessment, and the works-council role are decided under national law, so the kit prepares a documented position and tells you when to bring in qualified local counsel.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eTied to the Directive criteria.\u003c\/strong\u003e The scorer rests on the four objective, gender-neutral criteria the Directive names, skills, effort, responsibility, and working conditions, framed as a reference to confirm, not a guarantee.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eBuilt for the worker information right.\u003c\/strong\u003e The equal-value groups give you the comparator structure a worker pay-information request asks for, average pay by sex for the group doing the same work or work of equal value.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eDated and reviewable.\u003c\/strong\u003e Every file carries a last-reviewed date, and the action log keeps the record of what was reviewed and changed.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eWho it is built for\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eBuilt for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eA reward or HR lead building a defensible grading structure on objective criteria, ahead of pay-gap reporting and the equal-pay rules.\u003c\/li\u003e\n\u003cli\u003eAn employer that has to answer a worker pay-information request and needs the equal-value comparator groups defined first.\u003c\/li\u003e\n\u003cli\u003eA multi-country team standardizing how roles are evaluated, so pay differences rest on the work rather than on history or negotiation.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eThe whole readiness framework, not job architecture on its own. The EU Pay Transparency Readiness Toolkit frames the seven workstreams and runs the pay-gap review.\u003c\/li\u003e\n\u003cli\u003eThe complete EU line in one purchase. The Global Employer EU Readiness Bundle packages this kit with the toolkit, the posting pack, the request tracker, and the HR AI risk checklist.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format are the files and can I edit them?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eOne guide as a PDF and an editable Word version with the templates, one Excel workbook, and a Start Here PDF. The workbook works in Excel or Google Sheets, everything is editable, and the files are yours to keep.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs this legal advice?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. It is general information and a self-review structure for planning. The kit marks where to bring in qualified local counsel, and it does not determine that two roles are of equal value in law or that any pay decision complies. Take the close calls to counsel before you act.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat are the four criteria?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe Directive sets pay on objective, gender-neutral criteria: skills, effort, responsibility, and working conditions. The scorer turns those four into a grade, and the same criteria are what let you justify a pay difference if one is questioned.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow does this connect to a pay-information request?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eA worker may ask for the average pay levels, split by sex, for the group doing the same work or work of equal value. The equal-value groups in this kit are how you define those groups defensibly. The EU Employee Pay Information Request Tracker then logs and answers the requests against the two-month window.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWill it stay current as national laws arrive?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe four criteria are set by the Directive and stable across member states; the thresholds and the joint-assessment detail are national and still arriving. Each file carries a last-reviewed date, so check it and confirm the country detail with local counsel.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat happens after I buy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eCheckout delivers an instant download link, and a receipt with the same link arrives by email. Open the Start Here page first; it tells you the order to work in. If a file gives you trouble, email support@truestephr.com.\u003c\/p\u003e\u003cp\u003eA guide, a workbook, and general business information for planning, not legal or tax advice. The EU pay transparency rules are set by Directive (EU) 2023\/970 and put into effect by each member state’s own national law, which varies and is still arriving, so confirm country-specific requirements with qualified local counsel. 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Built to be used together on every posting.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003ePay Range Posting Playbook.\u003c\/strong\u003e The recruitment transparency rules, a five-step method to build a range you can defend on objective criteria, recruiter scripts, manager alignment, and a candidate FAQ. A PDF to read first.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eTemplates and Scripts.\u003c\/strong\u003e A posting checklist, the approval workflow, recruiter scripts, a manager worksheet, a candidate FAQ, and ready-to-use posting language. A Word file to fill in.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003ePay Range Posting Workbook.\u003c\/strong\u003e A Posting Tracker with a readiness gate, a Range Builder that generates the line you paste into the advert, a Range Documentation record, a Readiness Audit across every country you hire in, and a definitions tab. It works in Excel or Google Sheets.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eStart Here.\u003c\/strong\u003e What each piece does and the order to use them. One page, read it first.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThe method in the order a posting runs\u003c\/h3\u003e\u003cp\u003eSet the range, build the posting, then gate it before it goes live. The pack drafts and documents; counsel confirms the rule that applies in each country you hire in.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eSet and document the range.\u003c\/strong\u003e Read the Playbook, then use the Range Builder to set a range on objective criteria and copy the generated posting line into your advert.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eBuild the posting.\u003c\/strong\u003e Fill in the Templates for the role: the checklist, the approval block, the recruiter scripts, the manager worksheet, and the candidate FAQ.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eGate it before it goes live.\u003c\/strong\u003e Track every posting on the Posting Tracker. Ready to post turns green only when the range is approved, the pay-history question is removed, the wording is gender-neutral, and the recruiter is briefed.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRecord and audit.\u003c\/strong\u003e Record the basis on Range Documentation, and clear the Readiness Audit across every country you hire in.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBuilt on the recruitment rules and honest about its limits\u003c\/h3\u003e\u003cp\u003eThe advert is where a missing line becomes a problem in public, so the pack is careful with the posting and clear that the local rule is a national matter.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eNever a stand-in for legal advice.\u003c\/strong\u003e Whether a posting must carry the range or only provide it before the interview, the timing, the size thresholds, and the local disclosure rules are set by national law, so the pack prepares a documented position and tells you when to bring in qualified local counsel.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eTied to the Directive recruitment rules.\u003c\/strong\u003e The work rests on the hiring rules the Directive sets for every employer: a pay range or starting figure before the interview, no questions about pay history, gender-neutral adverts and titles, and a range you can defend on objective criteria, framed as a reference to confirm, not a guarantee.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eBuilt for the gold-plating.\u003c\/strong\u003e Several member states require the pay inside the advert itself rather than merely before the interview, so the Readiness Audit runs per country and the Posting Tracker holds a posting until its country row is clear.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eDated and reviewable.\u003c\/strong\u003e Every file carries a last-reviewed date, and the Range Documentation tab keeps the basis on record.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eWho it is built for\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eBuilt for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eA talent acquisition or HR team posting roles across one or more EU countries and needing the required lines, a defensible range, and a per-country check on every advert.\u003c\/li\u003e\n\u003cli\u003eA hiring manager or recruiter who writes the postings and needs the scripts, the approval workflow, and the candidate FAQ to hold the line in interviews.\u003c\/li\u003e\n\u003cli\u003eA company based outside the EU hiring into a member state that needs the posting side localized without guessing at the rules.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eThe whole readiness framework, not the hiring side on its own. The EU Pay Transparency Readiness Toolkit frames the seven workstreams and runs the pay-gap review.\u003c\/li\u003e\n\u003cli\u003eUS posting rules, not the EU rules. The US State Pay Transparency Pack covers the state-by-state disclosure rules.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format are the files and can I edit them?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eOne Playbook PDF, one Word file of templates and scripts, one Excel workbook, and a Start Here PDF. The workbook works in Excel or Google Sheets, everything is editable, and the files are yours to keep.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs this legal advice?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. It is general information and a self-review structure for planning. The pack marks where to bring in qualified local counsel, and it does not determine that any posting complies. National rules differ, so confirm the rule for each country you post in before you publish.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat does a posting have to include?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe Directive requires a pay range or starting figure before the interview, no questions about a candidate’s pay history, and gender-neutral adverts and titles. Several member states go further and require the pay inside the advert. The Readiness Audit runs per country so you set the right standard for each.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDo we have to put the range in the advert or only provide it before interview?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThat is the detail that varies. The Directive sets the floor at before the interview, and several member states require it inside the advert. The pack flags it per country and points you to confirm the local rule with counsel; the Range Builder produces a posting line either way.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWill it stay current as national laws arrive?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe recruitment rules are set by the Directive and stable; the in-advert and threshold details are national and still arriving. Each file carries a last-reviewed date, so check it and confirm the country detail with local counsel.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat happens after I buy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eCheckout delivers an instant download link, and a receipt with the same link arrives by email. 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Enter the category make-up, check the small-group privacy flag, and give averages by sex, never an identifiable person’s pay.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eAnnual Notice and Review Checklist.\u003c\/strong\u003e A log for the yearly reminder to all staff that the right exists, and a checklist to clear before each response. A definitions tab settles the terms.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eStart Here.\u003c\/strong\u003e What each tab does and the order to use them. Read it first.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThe method in the order a request runs\u003c\/h3\u003e\u003cp\u003eConfigure once, then log, build, and send inside the window. The tracker keeps you organized and on record; counsel and your data protection adviser handle the close calls.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eSet your window and threshold.\u003c\/strong\u003e Open the Framework tab, set your response window and small-group threshold, and let both drive the workbook.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eLog each request.\u003c\/strong\u003e Record every request on the Request Log as it arrives, and let the due date and countdown compute.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eBuild a privacy-safe response.\u003c\/strong\u003e Use What to Disclose, enter the category make-up, and check the privacy flag before you send.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eSend and record.\u003c\/strong\u003e Send within the window, record the response date, keep the Annual Notice log current, and clear the Review Checklist before each response.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBuilt on the worker right and honest about its limits\u003c\/h3\u003e\u003cp\u003eA pay-information request sits where transparency law meets data protection, so the tracker keeps the timing and the privacy check tight and is clear about where the legal judgment sits.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eNever a stand-in for legal advice.\u003c\/strong\u003e The exact response window, the small-group disclosure limits, and the routes a request can come through are set by national law and interact with data-protection rules, so the tracker prepares the work and tells you when to bring in qualified local counsel and your data protection adviser.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eAnchored to the Directive right.\u003c\/strong\u003e The work rests on the worker information right: a request for your own pay level and the average pay levels, split by sex, for the group doing the same work or work of equal value, answered within two months, framed as a reference to confirm, not a guarantee.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003ePrivacy built in.\u003c\/strong\u003e The small-group threshold and the privacy flag keep a response to averages by sex and away from any identifiable person’s pay.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eDated and reviewable.\u003c\/strong\u003e Every file carries a last-reviewed date, and the logs keep the record of what was sent and when.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eWho it is built for\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eBuilt for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eAn HR or reward team that has to answer employee pay-information requests on time and on record, in one or more EU countries.\u003c\/li\u003e\n\u003cli\u003eAn employer that needs the yearly notice to staff and a privacy-safe disclosure method, without standing up the full readiness toolkit.\u003c\/li\u003e\n\u003cli\u003eA people team expecting requests once the right is widely known, that wants the two-month clock handled before the first one arrives.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eThe whole readiness framework, not the request right on its own. 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The guide maps every part of the work to the tool that handles it.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eProgram Guide and Start Here.\u003c\/strong\u003e The framework at a glance, how the tools fit together, and the order to work them in, with a map of each part of the readiness effort to its tool. Read it first.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eEU Pay Transparency Readiness Checklist.\u003c\/strong\u003e A fast scan of where you stand today, as a PDF and an editable Word version. The entry point before the toolkit guide.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eEU Pay Transparency Readiness Toolkit, the flagship.\u003c\/strong\u003e The guide and the twelve-tab Readiness Workbook that runs your data inventory, pay range documentation, the pay gap review with the 5 percent flag, the country tracker, and the action plan.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eEU Job Architecture and Equal Value Work Kit.\u003c\/strong\u003e The guide and the point-factor scorer that define equal work and work of equal value on objective criteria.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eEU Job Posting Pay Range Pack and EU Employee Pay Information Request Tracker.\u003c\/strong\u003e The recruitment rules, with a range builder and a posting gate, and the two-month worker pay-request right, with a log that runs the clock.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eEU HR AI Risk Checklist.\u003c\/strong\u003e The guide, the records, and the classifier that inventory and govern the AI behind your people decisions.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThe method in one sequence\u003c\/h3\u003e\u003cp\u003eFrame the program, scan where you stand, then work the foundations and the focused tools in order. The bundle organizes and documents the work; counsel makes the calls that carry legal weight.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eFrame and scan.\u003c\/strong\u003e Read the Program Guide, then run the Readiness Checklist to see where you stand and read the Toolkit guide.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eBuild the foundations.\u003c\/strong\u003e Build your job architecture and equal-value groups, then work the Readiness Workbook: the data inventory, the pay gap review, the country tracker, and the action plan.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eFix recruitment and the request right.\u003c\/strong\u003e Use the Job Posting Pay Range Pack for hiring, and stand up the Request Tracker for the two-month pay-information window.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eGovern the AI.\u003c\/strong\u003e Inventory, classify, and govern your HR AI with the HR AI Risk Checklist.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBuilt on two regimes and honest about its limits\u003c\/h3\u003e\u003cp\u003eThe bundle treats the pay transparency Directive and the AI Act as one body of work, so you arrive at legal review with the work done rather than a blank page, and it is clear about where counsel takes over.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eNever a stand-in for legal advice.\u003c\/strong\u003e It is not a compliance guarantee, not country-specific legal advice, and not a substitute for qualified local counsel. It prepares a documented position you take into legal and data protection review.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe framework checked against current sources.\u003c\/strong\u003e The pay work reflects Directive (EU) 2023\/970 and its 7 June 2026 transposition deadline; the AI work reflects Regulation (EU) 2024\/1689 on its phased timeline. Both are framed as a reference to confirm, not a guarantee.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eCountry detail stays local.\u003c\/strong\u003e National rules vary and several go further than the Directive, so the country detail is something you confirm locally, and no national rule is hard-coded into a formula.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eDated and reviewable.\u003c\/strong\u003e Every file carries a last-reviewed date, and the trackers keep the record of what was reviewed and when.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eWho it is built for\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eBuilt for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eA global or multinational employer with people in the EU, preparing for the pay transparency Directive and the AI Act in the same year.\u003c\/li\u003e\n\u003cli\u003eAn HR leader who wants the full readiness program in one place and one order, rather than five separate purchases.\u003c\/li\u003e\n\u003cli\u003eA team that will sit down with counsel and wants the readiness work organized and documented before it does.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eOne workstream, not the whole program. Each tool sells on its own: the toolkit, the job architecture kit, the posting pack, the request tracker, or the HR AI risk checklist.\u003c\/li\u003e\n\u003cli\u003eUS or Canadian posting rules, not the EU regimes. The US State Pay Transparency Pack and the Ontario Job Posting Transparency Pack cover those.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat is in the bundle and is it the same as buying the tools separately?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt is the complete EU line in one purchase: the program guide and Start Here, the Readiness Checklist, the flagship Toolkit with its workbook, the Job Architecture and Equal Value Work Kit, the Job Posting Pay Range Pack, the Employee Pay Information Request Tracker, and the HR AI Risk Checklist. The tools are the same as the standalone versions, packaged in one sequence.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat format are the files and can I edit them?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eGuides as PDFs with editable Word versions, two Excel workbooks, and Start Here pages, each product in its own folder with its own Start Here. The workbooks work in Excel or Google Sheets, everything is editable, and the files are yours to keep.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs this legal advice?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. It is general information and a self-review structure for planning. The bundle marks where to bring in qualified local counsel and your data protection adviser, and it does not determine that your organization complies. National rules vary, so confirm the country detail with counsel before you act.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat are the headline rules it prepares for?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eOn pay: recruitment transparency for every employer, the two-month worker information right, pay-gap reporting phased by headcount, and a joint pay assessment where a gap of 5 percent or more in a category is not closed in six months. On AI: the inventory, classification, oversight, and records the AI Act expects for high-risk HR systems. The Program Guide lays out both.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eAre the amounts in euros and is the price in dollars?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe thresholds in these tools are headcounts and percentages rather than currency, so the tools are currency-neutral. The store price is in US dollars.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWill it stay current as the rules settle?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eBoth areas move, so every file carries a last-reviewed date and meaningful updates are released as national pay laws arrive and the AI timeline settles. Check the date and confirm the country detail with local counsel before you lean on it.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat happens after I buy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eCheckout delivers an instant download link, and a receipt with the same link arrives by email. Open the Start Here page first; it tells you the order to work in. If a file gives you trouble, email support@truestephr.com.\u003c\/p\u003e\u003cp\u003eGuides, workbooks, templates, and general business information for planning, not legal or tax advice. The pay transparency rules are set by Directive (EU) 2023\/970 and the HR AI rules by Regulation (EU) 2024\/1689; national law varies and is still arriving, so confirm country-specific requirements with qualified local counsel. Last reviewed June 2026.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641505018132,"sku":"TSHR-056","price":349.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/TSHR-056__global-employer-eu-readiness-bundle-hero.jpg?v=1780979020"}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/collections\/eu-and-global-pay-transparency-banner.jpg?v=1781299041","url":"https:\/\/shop.truestephr.com\/collections\/eu-and-global-pay-transparency.oembed","provider":"TrueStep HR","version":"1.0","type":"link"}