EU Pay Transparency Directive
Be ready
when they ask.
The directive asks employers to classify roles on objective, gender-neutral criteria and to justify pay differences against them. Talentpilot gives you both: the criteria, approved by HR, and the evidence of what each person has demonstrated.
Request demoSource: Directive (EU) 2023/970, Official Journal L 132, 17.5.2023. National thresholds and timings differ, several stricter. Not legal advice.
Solutions Engineer
Medior · the approved role standard
Same for all 12
Criteria
AI workflow design
Client consulting
Cloud architecture
Stakeholder communication
Meets
8 of 8
6 of 8
7 of 8
Meets the standard
Below, with evidence
Talentpilot holds the standard and the evidence. Pay stays with you.
The obligation
What the directive asks of you.
Directive (EU) 2023/970 had to be transposed into national law by June 2026. Its core requirements depend on something most companies don't have: a defensible definition of what each role requires.
This page describes how Talentpilot supports these obligations. It is not legal advice, and national implementations differ.
Objective, gender-neutral job classification
Pay structures must let you assess whether two jobs are of equal value, on criteria like skills, effort, responsibility and working conditions.
Differences justified on those criteria
Where two people doing equal work are paid differently, the reason has to rest on objective criteria, not on who negotiated harder.
Answers when workers ask
Employees can request the average pay level for their category of work. Questions about their own position follow quickly after.
The problem
Most pay decisions were never written down in a form you could show.
Roles are defined differently everywhere.
Without one consistent structure, you cannot say which jobs are of equal value, let alone defend the answer.
Capability is an opinion, not a record.
Seniority and performance are the usual justification, but they live in manager memory and review notes rather than in comparable evidence.
Nobody can see the gaps before they become claims.
Pay-equity analysis usually runs once a year, long after the decisions that created the gap.
A pay difference you cannot document is a pay difference you cannot defend.
How it works
One standard, one evidence trail, one answer you can give.
The standard come first, the evidence is measured against them, and the reasoning stays attached to every result. Three capabilities, one record, built once and used for far more than a report.
One approved role standard underneath all three
Capability 01
AI-native Job Architecture
Your existing job descriptions become consistent, gender-neutral criteria on skills, effort, responsibility and working conditions, so you can say which jobs are of equal value and show the basis.
How job architecture works →
Capability 02
Skills & Capability Mapping
Every person in the role is measured against those criteria from evidence of what they have demonstrated, scored the same way, so a difference between two people has something behind it.
How capability mapping works →
Capability 03
Development & Reskilling
Where the evidence does not support a difference, the gap becomes a development plan rather than a remediation line. Progress is measured against the same standard.
How development works →
On the record
Criteria, scores and approvals stay attached to every result, ready for a works council, an auditor or a direct question.
Bring one role family and see the evidence trail.
Send us the job descriptions you already have. We'll show you the criteria they become, and the evidence behind every person in the role.
Proof
Objectivity is not a claim we make about ourselves.
NOTINO
“It brings objectivity to the subjective assessment of candidates or employees. This makes employee development significantly more relevant and individualized.”
Michal Daniel, Chief People and Legal Officer
Where the line sits
What Talentpilot does, and what stays yours.
Compliance is your obligation, not a feature you can buy. Being precise about the boundary is what makes the evidence usable.
Talentpilot provides
Objective role standards, approved by your HR team
Capability measured from evidence, on the same criteria for everyone
Comparable results for everyone doing the same work
A record you can inspect and export
You keep
Setting pay and pay ranges
Signing off which criteria count for your organisation
Your statutory reporting and legal position
Every decision about a person
Enterprise Control & Governance
Evidence is only useful if you can defend how it was produced.
You own the criteria
HR validates every standard with the business before anything is measured against it. The criteria are your organisation's, not a vendor's model.
Every score traces back
You can open any capability result and see which criterion it maps to and what evidence supported it. Nothing is a number without a source.
The same standard for everyone
One role, one set of criteria, applied identically across teams and geographies. Consistency is the point of the exercise.
Frequently asked questions
Does Talentpilot make us compliant with the directive?
No, and any vendor telling you otherwise is overselling. Compliance depends on your pay structures, your reporting and your legal position. What Talentpilot provides is the part most companies are missing: objective role criteria approved by your HR team, and comparable evidence of what people demonstrate against them.
Can capability evidence justify paying two people in the same role differently?
Differences have to rest on objective, gender-neutral criteria. Demonstrated capability against an approved role standard is the kind of criterion that can support a differential, provided the standard is applied the same way to everyone and you can show how the result was reached. Whether a specific justification holds is a question for your legal counsel.
How do you stop the measurement itself from introducing bias?
Three ways. The criteria are defined and approved by your organisation, not generated by us. Every person in a role is measured against the identical standard. And each result traces back to the criterion and the evidence behind it, so it can be reviewed rather than trusted. If a score cannot be explained, it should not be used to justify pay.
Does this replace our pay gap reporting tool?
No. Reporting tools calculate and file the figures. Talentpilot works upstream of that: it gives you the role classification and capability evidence that explain the figures, and it surfaces unexplained differentials before a reporting cycle turns them into a joint pay assessment.
What do we need in place to start?
Your existing job descriptions and role structure. Talentpilot turns those into governed role standards, which your HR team reviews with the business before anything is measured against them. Most companies start with one role family where pay questions are most likely.
