Aug 17, 2026 · 35 min · 11 segments
Tune in to our third episode of our ELA Podcast Series on the Pay Transparency Directive, where we speak with leading employment lawyers across Europe about when and how the EU Pay Transparency…
Kamilė SkrupskytėGuest
Aoife BradyHost
But my recommendations in relations to all of these pay transparency aspects and these stages I mentioned in the beginning of our interview, this podcast.
So the first one perhaps to be to complete the job evaluation and grouping and approve or update remuneration system.
This obligation applies to every employer, and the system itself is the foundation, perhaps, for everything that follows.
Without this job's concrete and specific and clear job structure, an employer has no basis on which to justify a pay difference if one is later identified.
And the second recommendation might be to prepare for the monthly reporting obligation, which begins at the beginning of 2027 in January.
The employers need to decide who will be responsible for preparing and submitting the data.
And just as importantly, they need to work out in advance exactly what has to be reported, how each figure is calculated, and which payments benefits are included.
As I mentioned, benefits in kind, what constitutes remuneration, must be valid in monetary terms.
So data quality at this stage determines the accuracy of the indicators that Sodra calculates and publishes later.
But my recommendations in relations to all of these pay transparency aspects and these stages I mentioned in the beginning of our interview, this podcast.
So the first one perhaps to be to complete the job evaluation and grouping and approve or update remuneration system.
This obligation applies to every employer, and the system itself is the foundation, perhaps, for everything that follows.
Without this job's concrete and specific and clear job structure, an employer has no basis on which to justify a pay difference if one is later identified.
And the second recommendation might be to prepare for the monthly reporting obligation, which begins at the beginning of 2027 in January.
The employers need to decide who will be responsible for preparing and submitting the data.
And just as importantly, they need to work out in advance exactly what has to be reported, how each figure is calculated, and which payments benefits are included.
As I mentioned, benefits in kind, what constitutes remuneration, must be valid in monetary terms.
So data quality at this stage determines the accuracy of the indicators that Sodra calculates and publishes later.
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