Your HR team, ready to operate the Directive — and prove it.
A 10-module, scenario-based certification that prepares HR teams to operate the EU Pay Transparency Directive — and produces the documented evidence that shows a regulator your team was trained.
Your Works Council has invoked its right to a Joint Pay Assessment after reviewing your organisation's 6.4% adjusted pay gap — above the 5% regulatory threshold under Article 10.
What is your immediate legal obligation?
The burden of proof sits with the employer.
Directive 2023/970 is now in force. Member State transposition obligations landed June 2026. Employers who cannot demonstrate readiness face unquantified exposure.
An unexplained pay gap above 5% triggers a Joint Pay Assessment — a formal, structured investigation with employee representatives, documented and legally binding.
Member States transposed the Directive into national law by June 2026. Obligations are active. First reporting deadlines follow in 2027 for employers with 150+ employees.
Article 10 requires employers to demonstrate active cooperation in pay assessments. An untrained HR team is an undocumented liability — the regulator will ask what training was provided.
When a regulator, Works Council, or employment tribunal asks "what training did your HR team receive on the Directive?" — the certification is the documented answer.
EU Pay Transparency Directive — HR Professional
A 10-module certification covering every article of the Directive — from foundational legal obligations through to the capstone crisis simulation. Built for operational HR, not general awareness.
Why This Directive Changes HR Forever
The legal foundations of Directive 2023/970: scope, employer obligations, enforcement timeline, and why HR is the function that must lead the response.
Equal Pay & Work of Equal Value
How to define and assess “work of equal value” — the methodological basis for every defensible pay comparison the Directive requires.
Salary Transparency in Recruitment
Article 5 in practice: publishing pay ranges, responding to pre-interview information requests, and maintaining an audit trail of compliant hiring decisions.
Gender Pay Gap Reporting
Calculating raw and adjusted gaps in the regulator’s methodology, understanding the 5% trigger threshold, and producing compliant annual reports.
Building Defensible Compensation Architecture
Designing, publishing and governing transparent pay bands per role and level that withstand scrutiny from regulators, Works Councils and employees alike.
Joint Pay Assessments & Investigations
Managing the Article 10 process from trigger to closure: Works Council engagement, methodology disclosure, and co-authored remediation planning.
Documenting Your Legal Defence
Creating the immutable evidence record that makes every calculation, decision and sign-off defensible in a regulatory review or employment tribunal.
Managing Employee Information Rights
Handling the new employee right to pay information: structured request workflows, compliant response templates and statutory SLA obligations.
Assessing & Remediating Pay Gaps
Modelling pay adjustments that close gaps within budget, prioritising interventions by exposure, and tracking remediation to closure before the reporting deadline.
Final Certification Simulation
3,200 employees across 7 EU member states — five simultaneous decision tracks (Legal, Governance, Communication, Remediation, Leadership). Assessed and scored.
Advanced modules in development
Specialist tracks covering cross-border multi-entity reporting, union negotiation frameworks, and regulator-facing remediation disclosure. Available to certified cohorts first.
Not a course. A defensible record of readiness.
Generic HR training covers awareness. This programme is built to withstand a regulator's question — and produces the evidence to prove it.
Decisions under pressure
Learners don't read — they decide. Each scenario presents a real HR dilemma with legal weight: employee complaints, CFO escalations, Works Council investigations. Choices have consequences, explained in plain regulatory terms.
The capstone crisis simulation
The final module puts learners inside a 3,200-employee organisation across 7 EU member states, with five simultaneous decision tracks running in parallel: Legal, Governance, Communication, Remediation and Leadership. Assessed and scored.
Operational from day one
Learners leave with usable assets — not just knowledge. Every module produces templates, frameworks and decision tools your HR team can deploy immediately: reporting structures, JPA case files, recruitment disclosure templates and remediation tools.
Methodology regulators expect
Pay-gap analysis is built on the explained/unexplained statistical decomposition regulators apply — a defensible calculation with documented methodology, not a dashboard figure.
Built for the HR professionals who carry the compliance burden.
HR & People teams at EU employers
The programme is designed for the HR and Reward professionals who will be asked to implement the Directive, defend the methodology, manage joint assessments, and certify their organisation's readiness. It is not a legal overview — it is operational training for the people doing the work.
Partner organisations
Training academies, professional bodies and employment law firms offering structured, defensible training records to their members and clients.
Structured to fit how your organisation learns.
The certification is available in four formats — choose the one that fits your team's schedule, size and learning culture.
Live cohorts
Facilitated sessions with your team — structured over several weeks, with live scenario debriefs and direct access to facilitators for legal interpretation.
Scheduled · GroupRecorded courses
Self-paced access to the full certification programme — same scenarios, same assessment, completed on your team's schedule across 30 days.
Self-paced · 30-day accessWorkshops
Intensive one- or two-day in-person or virtual workshops for smaller teams — covering the critical modules and capstone simulation in a concentrated format.
Intensive · 1–2 daysCertification exams
Standalone assessed certification for professionals who have completed prior training and require the formal credential and documented evidence of competence.
Assessed · IndividualThe documented answer to a regulator's question.
When a regulator, Works Council, or employment tribunal asks what training your HR team received on the Directive — the certification is the answer. Not a promise of readiness. A record of it, with named professionals, assessed competence, and a dated credential.
Beyond the credential, your team leaves with a working methodology, 60+ operational tools, and the scenario fluency to handle whatever the Directive throws at them — because they've already decided, under pressure, and seen the consequence.
Bring this to your organisation.
Bring the certification to your HR team. Request the programme and we'll scope a format and cohort structure that fits your organisation.