Who is this course for:

• HR, Comp & Ben/Total Rewards, HRBP, Talent Acquisition and Hiring Managers, Legal, Finance, People Analytics, Management (Executives and Line Managers)

*The course does not constitute legal advice. For interpretation and application in specific situations, we recommend validation with the legal department and specialized consultants.

• Preparing before June 7, 2026: Clarify requirements for annual gender pay gap reporting, transparency in recruitment advertisements, and interview rules without requesting salary history, so that the organization is aligned with the new legal obligations before the sanctions framework fully enters into force.
• Managing compliance risks: Explaining key mechanisms in the directive, including the reversal of the burden of proof, the 5% threshold that can trigger joint salary audits, and the types of sanctions possible, along with practical approaches to effectively managing potential disputes.
• Design adapted to medium and entrepreneurial companies: Structure designed for organizations with over 100 employees, with the involvement of HR functions, managers and executive leadership in building a coherent compliance framework and using salary transparency as a tool for organizational credibility.

The training includes:

• Grids and criteria: objective, gender-neutral criteria, job architecture, role evaluation
• Salary audit: quartile pay bands, identification of disparities, remediation plan
• Policies and recruitment: templates, scripts, process updates (including salary confidentiality vs. right to disclosure for enforcement purposes)
• Simulations: interview, request for information from the employee, internal crisis scenarios

Day 1. Foundation, Risk Governance & Business Case

1. What does “equal pay for work of equal value” mean in practice?

• Differences between the same job, similar work, work of equal value
• Objective comparison factors: skills and qualifications, responsibility, complexity and autonomy, impact on results, coordination and financial responsibility

2. What wage transparency does NOT mean

• It does not mean identical wages, forced equalization or the elimination of differences
• It means justification, criteria, consistency and traceability.

3. How to build pay equity (differentiating area). Participants learn to create: job architecture, objective positioning criteria, grade and band structure, exception approval mechanisms, defensible documentation

4. Organizational risk assessment

• We work on: maturity diagnosis, existence of assessment methodology, salary compression, historical differences. legal vulnerabilities
• We build a legal / financial / reputational / cultural risk matrix

5. Business Case for management: How do we transform the subject from “HR project” to “strategic risk governance”?

• how do we answer CEO questions
• cost vs. avoided risk
• macro implementation plan
• phased budget estimate

Day 2. Job Evaluation & Salary Architecture

1. Job Evaluation – the foundation of equity

• job families
• organizational levels
• evaluation factors
• defensible differentiation

2. Building the salary scale

• grades & bands
• min – mid – max
• market correlation
• objective positioning rules

3. Salary Gap Analysis

• Justified vs. Unjustified Differences
• salary compression
• over/under banding
• risk prioritization

4. Phased Remediation Plan

• controlled adjustments
• multi-year budgeting
• correction scenarios
• organizational stability

5. Change Management & Communication

• difficult conversations
• the role of managers
• communication sequencing
• reducing organizational anxiety

Do you have any questions?

Do not hesitate to call us or write to us via chat, email or by filling out the form on the contact page.