The EU Pay Transparency Directive requires companies to build processes and reports that demonstrate pay equity. Studio Ziveri already has the tools to do it.
Pay Transparency is the EU directive that requires companies to implement measures ensuring equal pay for equal work. The goal is to reduce pay gaps caused by subjective criteria — with a particular focus on the gender pay gap. The core problem the directive aims to solve is that even companies where equity already exists will need to build processes and reports to prove it.
Being fair is not enough: you need to demonstrate it with data, reports and documented processes. In case of an inspection, the company must be able to show the criteria used, any gaps present and the corrective actions taken.
Studio Ziveri is closely monitoring regulatory developments. Here are the three pillars of our approach, based on the draft decree and our experience with hundreds of companies.
The first step is to ensure that salary levels under the collective agreement are consistent with the actual roles performed. An employee in a given role should have the same level as an employee in a similar role.
Where justifiable gaps exist (seniority, responsibility, qualifications), keep them on file with an objective comment. A periodically stored report is already a valid response to a potential inspection.
Overly complex pay progression structures risk reducing meritocracy. The advice is a gradual, rational approach — not based on subjective criteria but not rigidly equalising either.
Studio Ziveri has developed two complementary solutions: one already available in your software, one AI-powered for deeper analysis.
A dedicated report that displays salaries and benchmarks them against company averages and pay levels. By default it follows the draft decree's calculation method (structural CCNL pay), but the company can simulate alternative methods.
Studio Ziveri's first AI-based software for Pay Transparency. Directly connected to employee and payroll data, it automates the entire analysis process and proposes corrections based on a statistical model.
Verify that pay levels are consistent with actual roles. Use the Pay Transparency Report to identify gaps and document the objective criteria that justify them.
From 1 June 2026 Studio Ziveri recommends activating for all employees the display of the average collective agreement salary by level — the simplest way to comply excellently.
For companies that want a structured, comprehensive analysis, AI Pay Transparency automates the entire process with surveys, job evaluation, a statistical model and correction simulations.
The Pay Transparency Report is already available in your Ziveri software. Want to find out how to activate it or whether AI Pay Transparency is right for you?
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