Salary Transparency 2026

Salary Transparency course 2026

389,00 € (fără TVA)

Power-Pay Equity Training
Practical training for the implementation of Directive (EU) 2023/970 on pay transparency

An intensive 2-day session for companies that want to transform the requirements of the Directive into an action plan: governance, salary criteria, recruitment without salary history, the right to information and preparation for phased reporting. The deadline for transposition into national legislation is June 7, 2026.

The course aims to reduce uncertainty related to compliance and support the construction of a pay equity framework, avoiding unnecessary losses and risks and transforming compliance requirements into a clear process with positive impact and competitive advantage.

Limited places

Where – myHive S-Park, Tipografilor Street 11-15, Building A, Bucharest
When – May 21-22, 2026 – fully booked
– June 11-12, 2026, hours 9:00 – 17:00
Duration – 2 days

Payment will be made after registration is confirmed. One of our colleagues will send you payment details by email.

Edition 2026

September 14-15, 2026

About Salary Transparency Course 2026

Power-Pay Equity Training

An intensive 2-day session for companies that want to transform the requirements of the Directive into an action plan: governance, salary criteria, recruitment without salary history, the right to information and preparation for phased reporting. The deadline for transposition into national legislation is June 7, 2026.

The Salary Transparency course is aimed at

  • 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.

389,00 € (fără TVA)Add to cart

Program map and trainers

Session 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

Session 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
Diana Cernaianu, EXEC-EDU

Diana Cernăianu

Senior HR & Business Transformation professional, with 25+ years of experience in FMCG

Alina Sîrbu, EXEC-EDUAlina Sîrbu, EXEC-EDU

Alina Sîrbu

HR Manager & Business Leader with 15+ years of experience in sales, trade marketing and human resources

Răzvan Vasiliu

Răzvan Vasiliu

Managing Partner & Labor Lawyer with 13+ years of experience in legal assistance and social dialogue

What graduates say

Diana and Alina demonstrated a thorough knowledge of the legislative framework and the practical implications for organizations, managing to transform a complex topic into a clear one. I particularly appreciated the pragmatic approach, concrete examples and openness to dialogue, which facilitated the exchange of experiences between participants. The professionalism, the ability to answer questions promptly and the interactive presentation significantly contributed to the value of this program. I confidently recommend this course for future sessions dedicated to HR specialists! – Carmen Șerbănoiu, Director Resurse Umane, GreenWEEE
“The course program was well structured, the trainers were prepared, showed interest in each participant, and offered support and solutions. I recommend this training!”

 

“For me, this course was more than a learning program – it was an experience that shed light on a subject that I perceived as complex and fragmented.”

“The trainers were very spot-on, attentive to the needs of the participants and very open to listening to ambiguities and specific problems. Thumbs up and I will definitely come back for other topics of interest.”

Investment

Salary Transparency Course

Period – September 14-15, 2026
Where – MyHive S-Park, Bd. Tipografilor 11-15, Ground Floor, Bucharest

€389 excluding VAT

389,00 € (fără TVA)Add to cart

Early Bird

10% for registration and advance payment by August 14, 2026
This program can also be delivered in-house (personalized for a group of participants from your company).

What am I left with after this course?

  • 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.

389,00 € (fără TVA)Add to cart

What exactly do you get?

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

FAQ

1. What is Directive (EU) 2023/970 and what obligations does it impose on companies in Romania?

It is the European legislative act that transforms pay equality from a general principle into a concrete set of obligations covering disclosure, reporting, justification, and remediation. Companies will communicate salary ranges during recruitment, define objective pay criteria, and report gender pay gaps.

2. When does pay transparency come into force in Romania?

The transposition deadline was 7 June 2026. The Ministry of Labour published the draft pay transparency law on 30 March 2026, and the final version is expected to be published shortly. Important: the first mandatory reports, due 7 June 2027, cover the 2026 calendar year, so preparation must begin now, not when the law is published.

3. Which companies are required to report the gender pay gap?

Reporting is mandatory for companies with more than 100 employees, with differentiated deadlines depending on size. Member States may exempt employers with fewer than 50 workers from some obligations. However, the principles of equal pay apply to all employers.

4. What does "equal pay for work of equal value" mean?

Roles are compared on the basis of at least four criteria: skills, effort, responsibility, and working conditions. Two different roles can be of equal value and must be remunerated equivalently, and any difference must be justified by objective, gender-neutral criteria. Forvis

5. What happens if the pay gap exceeds the 5% threshold?

If the pay difference exceeds 5% and cannot be justified by objective criteria, the employer is required to carry out a joint pay assessment together with employee representatives, followed by corrective measures.

6. Can employers still ask candidates about their previous salary?

No. Questions about salary history will be prohibited, and candidates will have the right to know the salary level or range before the interview.

7. What risks do non-compliant companies face?

Employment litigation in which the burden of proof may be reversed, administrative sanctions imposed by the Labour Inspectorate, payment of outstanding salary differences and possible damages, as well as reputational costs and loss of candidates.

8. Who is the Pay Transparency 2026 course at EXEC-EDU aimed at?

HR managers and specialists, compensation and benefits directors, legal department directors, general managers, and entrepreneurs who need to prepare their organization for the new obligations. The course is practical in nature and does not constitute legal advice.

9. How is the course delivered and how long does it last?

Online, in live sessions, in a concentrated format that allows participation alongside current activity, or in person at EXEC-EDU’s premises at Bd. Tipografilor 11-15.

10. Who delivers the course?

EXEC-EDU trainers with over 20 years of expertise in labor law and remuneration policies.

11. What concrete tools do participants leave with?

A job evaluation methodology based on the four criteria of the directive, an internal salary audit structure, pay grid templates and benchmarks for gender pay gap reporting, plus simulations on practical cases.

12. Can the course be delivered in-house?

Yes. EXEC-EDU adapts the program to the company’s pay grid, job structure, and level of readiness, for HR and management teams.
Inquiries at office@exec-edu.ro.

How do I sign up?

389,00 € (fără TVA)Add to cart

Similar courses

Do you have any questions?
Don’t hesitate to call us or write to us via chat, email or by filling out the form on the contact page.

Contact
Categorie

Grow Expertise
Nivel

Middle management, Specialist
Trainer

Alina Sârbu, Diana Cernăianu

You may also like…

Updating…
Cart
  • No products in the cart.

Continue shopping

CALENDAR