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","required":true}],"requireAttendeeConsent":false},"pageElements":[{"key":"calendar-reminder","headerLabel":"","headerHidden":true,"elementDetail":{"instructionText":"Add webcast to your calendar","reminderDescription":"Thank you for registering for Deloitte's EMEA Dbriefs tax webcast, EU Pay Transparency Directive – Are you ready to comply Please use the link below to enter the webcast up to 10 minutes before the start. WEBCAST LINK: https://app.webinar.net/E3jMX2o7g0L -------------------------------------- The 7 June 2026 deadline for EU Pay Transparency is fast approaching. An increasing number of member states are publishing their local drafts and progressing their work to transpose the directive. While local requirements may vary, all member states must implement the directive's core requirements, therefore organisations should be readying for compliance now. Our panel of Pay Transparency experts across Europe, will provide an update on the latest status of local legislation across Europe. Are you ready to comply? We’ll discuss: • Categorisation of workers and job architecture • Pay gap analysis, remediation and reporting • Employee representatives and their roles • Talent acquisition considerations • Change management and communications This webcast is part of our 'A new age of talent agility' series for HR, Reward and Global Mobility leaders, exploring the evolving world of global talent management. Look out for more in the series.","notifyTiming":"15-minutes-before","enabledCalendars":["apple","google","office-365","outlook","outlook.com"]}},{"key":"social-sharing","headerLabel":"","headerHidden":true,"elementDetail":{}},{"key":"presenter-bio","headerLabel":"Presenter","headerHidden":false,"elementDetail":{}},{"key":"splash-images","headerLabel":"","headerHidden":true,"elementDetail":{"splashImages":[]}},{"key":"thank-you-text","headerLabel":"Thank you for registering","headerHidden":true,"elementDetail":{"text":"\nHi ${recipient.firstName}.
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"}},{"key":"webinar-overview","headerLabel":"Webinar Title/Data/Time","headerHidden":false,"elementDetail":null},{"key":"webinar-abstract","headerLabel":"Welcome","headerHidden":true,"elementDetail":{"text":"EMEA Dbriefs webcast programme
\n\n Global mobility and reward series \n
\n
EU Pay Transparency Directive – Are you ready to comply\n
\n\n Aired 10 September 2025
\n
\nWebcast summary
This webcast covers the EU Pay Transparency Directive (EUPTD) and its implications for businesses.
\n\n There are less than 180 working days as of early September 2025 before the requirements become effective and organisations have much to do to be able to comply.
\n\n Key areas discussed in the webcast include:
\n\n Transposition Progress: Implementation across EU member states is continuing, albeit at a slow pace, with varying levels of progress and \"gold-plating\" (exceeding minimum requirements) observed in several countries. Deloitte’s legal scan tool tracks these differences.
\n\n Categorisation of Workers: Establishing objective, gender-neutral job categorisation is crucial. This involves identifying existing job evaluation approaches, defining criteria (skills, effort, responsibility, working conditions), ensuring consistency, and collaborating with worker representatives.
\n\n Right to Information: Employees can request information on their pay and average pay levels by gender within their category. Employers must respond within two months and annually inform employees of their rights. Data accessibility and clear criteria are essential.
\n\n Talent Acquisition: Transparency of initial pay/range in job advertisements is mandatory. Employers cannot ask about pay history. Companies must adapt regional policies and procedures, train recruiters, and develop objective, gender-neutral pay determination processes.
\n\n Employee Representatives: The involvement of worker representatives varies across jurisdictions. Collaboration and information sharing are key.
\n\n Salary Bands, Progression & Remediation: Companies should consider broad versus narrow salary bands and governance around exceptions. Dedicated budgets for pay gap remediation are recommended, focusing on outliers. Remediation should align with overall HR strategy.
\n\n Technology: Technology can enable pay gap analysis, transparency, and remediation. Companies should assess their existing tech landscape and consider in-house development versus external solutions. Deloitte has a proprietary tool that helps clients analyse pay gaps, remediate them and prepare statutory reporting.
\n\n Change & Communications: Proactive internal communication is vital, including training for managers and HR on the new requirements and communication strategies. Leadership alignment is essential.
\n\n Further details of the key considerations for EUPTD compliance are available in the full webcast recording.
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\n\n\n\n\n This webcast is the third in our 'A new age of talent agility' series for HR, Reward and Global Mobility leaders, exploring the evolving world of global talent management. Register for the rest of the series here.
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\n Claire Simms \n | \n \n \n | \n Director \n | \n \n \n | \n Deloitte UK \n | \n \n \n \n | \n
\n \n \n \n | \n Claire Simms is an employment taxes Director based in London with over 14 years’ experience in this area. She has experience working with all sectors, on a wide number of employment tax matters including payroll and benefits reporting, supporting employers with disclosures to HMRC, providing training to non-tax specialists on core employment tax matters and employment status.
\n Claire is also Deloitte’s lead on governance and controls in the employment taxes space. She has significant experience in advising clients on governance and control obligations/SAO requirements including advising on best practice, tax policy, control design and remediation. Claire is a Chartered Accountant (having previously spent three years as an Auditor), and is also a member of the Chartered Institute of Taxation.
\n E: csimms@deloitte.co.uk
\n T: +44 20 7007 8057 \n\n | \n
\n \n
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