Analysis of the compliance of your pay system with the requirements of EU Directive 2023/970
Pay Gap Audit
The new Pay Transparency Directive obliges companies to report on gender pay gaps, with this gap not exceeding 5%.
Employers with more than 250 employees will be required to report on the gender pay gap by June 7, 2027, and will report annually. From the same date (June 7, 2027), companies with 150 to 249 employees will also have to report once every three years.
Smaller employers with 100 to 149 employees have until 2031 to report every three years. For companies with fewer than 100 employees, reporting will likely be voluntary, but the final conditions will be determined by the transposition of the directive for the Czech Republic.
Do you meet the 5% threshold and do you know what the current gender pay gap is in your company?
Using our model, we will help you uncover gender pay gaps in your company and at the same time identify any inconsistencies with the new legislative requirements of the EU directive.
How do we proceed?
All data is anonymized before analysis and destroyed after the audit report is closed and submitted. We use a statistical regression model to analyze the differences between the salaries of your employees. For a positive assessment, the result of any inequality must be less than or equal to 5%. Based on the analysis, we will provide you with a list of all individual cases that do not meet the 5% condition, based on which it is possible to prepare a specific action plan.
The output of a Pay Gap audit is a detailed report that:
Provides an independent and objective view of your compensation structure.
Presents additional indicators that are analyzed in accordance with the requirements of EU Directive 2023/970.
Identifies the Pay Gap in your company.
Suggests specific recommendations and corrective actions to achieve full compliance with the EU directive.
Contacts
Andrea Linhartová Palánová
Workforce (People & Organisation), PwC Czech Republic
Tel: +420 734 798 869
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