Pay transparency that holds up
across the EU.
Meet the EU Pay Transparency Directive with criteria, pay ranges, and documentation that hold up to scrutiny — from the works council to the boardroom to the regulator.
Over 1,000 organizations have already turned pay management from a stress factor into a strategic strength.
Compliance built into the everyday.
The requirements run alongside the work itself, all year round — no separate project restarting every year.
Clear criteria, open to everyone.
Pay ranges and criteria that employees and candidates can access, exactly as the directive requires.
Built for the EU.
Aggregated pay data that supports all EU markets.
How it works
1. Map.
Your pay structure is gathered into one shared view.
2. Identify and document.
Gaps are flagged and investigated in the system, with notes, an owner, and a status.
3. Report.
Report according to the directive, built on the same data as your Equal Pay analysis.
4. Communicate.
Share pay insight with employees, give managers pay ranges ahead of recruitment, and support objective pay conversations.
Built for everyone it affects
For HR:
A documented, audit-ready record — ready before anyone asks for it.
For leadership and the board:
The risks of an unjustified pay decision become visible and manageable before they turn into a dispute.
For managers:
Clear criteria to rely on in every pay conversation, prepared long before the conversation starts.
Already a customer?
See how to activate pay transparency in your existing Heartpace setup.
“Heartpace has streamlined our salary review and pay equity mapping, and made it easier to follow up on employee satisfaction. It also gives us strong support in our work with the new Pay Transparency Directive.”
Ready to meet the directive?
Book a demo and see how your pay structure becomes transparent — without it becoming an internal drama.
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