PAY TRANSPARENCY ANALYZER POWERED BY KAINOS
Closing pay gaps, building a fairer future.
Bolster compliance, protect your brand, and build trust with a Â鶹´«Ã½ and Kainos solution. Give HR leaders the insights and confidence to lead with transparency.
Empower your pay transparency journey.
Make better people decisions, reduce legal risks, and confidently navigate global pay transparency with our built-in, AI-powered solution that consolidates reward data and analyzes pay gaps.
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Centralized Pay Equity Hub with pre-built reports and dashboards
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Secure framework for Right To Information Requests
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AI-powered pay equity engine
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Automated Â鶹´«Ã½ and External Data Consolidation
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Unified source of secure and audited total reward data
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Distributable Total Rewards Statement
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Country-specific configurability
A unified platform for all compensation data.
Shape your business¡¯ future with a connected view of all workforce costs. Actionable insights from Â鶹´«Ã½ drive strategic planning and pay transparency that meet evolving regulations and employee expectations.
Ensure accuracy and agility.
Deliver compensation insights across salary, stock, bonuses, and overtime with a built-in, AI-driven pay equity solution from Worday.
Align with strategic stakeholders.
Future-proof your business and drive pay transparency using a secure set of audited total reward data with country-specific configurability.
Deliver forward-looking insights.
Inform planning around headcount, compensation, and skills with a unified data strategy.
Our partnership is rooted in mutual respect, shared values, and a genuine commitment to our customers' growth. By combining our strengths and innovating together, we achieve more than we could alone¡ªdriving your business forward.
Bolster your compliance initiatives.
Â鶹´«Ã½ provides a secure, centralized Pay Equity Hub with systematic reporting workflows to help organizations streamline pay transparency reporting and stay ahead of enforcement deadlines.
Advance your compliance strategy.
Gain a consistent security model that facilitates data protection, regulatory alignment, and audit readiness.
Stay focused on what¡¯s ahead.
Equip your organization with streamlined pay equity workflows and a scalable reporting framework.
Streamline reporting and analysis.
Use pre-built reports and dashboards for unadjusted pay gap analysis, joint pay assessments, and transparency disclosures.
Pay transparency: an unrivaled strategic advantage.
Compliance isn't just a checklist¡ªit's an opportunity for forward-thinking employers. Learn how you can transform compliance into a strategic advantage.
Power real-time pay equity actions.
Build pay structures that support transparency, disparity detection, and pay gap width assessment¡ªcreating a culture where people thrive.
Optimize your pay transparency strategy.
Generate insights and recommendations to close pay gaps with an AI-powered pay equity engine.
Enable cross-functional alignment.
Drive pay equity goals, scale reporting efficiency, and meet evolving workforce expectations.
Standardize pay practices.
Power transparency and action with gender-neutral job architecture and modeling.
¡°Â鶹´«Ã½ Adaptive Planning offers Specsavers visibility into all of our key performance metrics through a single pane of glass. We can rest assured that this information is both accurate and up-to-date, which is vital when we¡¯re planning and making predictions.¡±
Frequently asked questions.
What are the implications of the European Pay Transparency Directive for organizations?
The Directive introduces significant requirements and tight deadlines. Key dates include:
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January 1, 2026¡ªDecember 31, 2026: likely the first reporting period for pay data.??
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June 7, 2026: The ¡°right to information¡± could take effect from this date, requiring organizations to categorize workers, consolidate data, and be ready to respond to employee requests.
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Organizations must act quickly to assess their options and prepare. The Directive includes provisions for compensation to victims of pay discrimination, as well as penalties and fines for non-compliance.
My company is headquartered outside the European Union but has local offices in the EU. Do we need to comply with the European Pay Transparency Directive?
If your company has offices and employees in the European Union, it is highly likely you will have to comply with all or parts the European Pay Transparency Directive¡¯s obligations regardless of where your headquarters are located.
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Most companies discover serious gaps and inconsistencies in their pay, performance, and experience data. Without accurate, up-to-date information,?organizations can't justify pay differences or perform a reliable gender pay gap analysis.
Not necessarily. The Directive requires equal pay for work of equal value, a broad concep that notably looks at skills, effort, responsibility, and working conditions. Different roles may be classified as having equal value, which would require equal pay.
No. Â鶹´«Ã½ does not provide legal advice, as compliance responsibility rests with each organization. However, we are committed to sharing our understanding of the European Pay Transparency Directive with our customers and helping them to prepare to leverage the products and services offered by Â鶹´«Ã½ and our partners to support their compliance efforts.
*Please note that the information provided here is for informational purposes only and is not intended as legal advice. Organizations should always consult with their own legal counsel regarding any compliance-related matters and determine for themselves if the information provided here meets their business and compliance needs.