Transparent compensation
Pay transparency: a legal obligation, a strategic lever
Anticipate the requirements of EU Directive 2023/970 and turn pay transparency into a driver of motivation, fairness and employer attractiveness.
Get a head start: audit, training, personalized support... let's work together to build an approach aligned with your challenges.
+More than 3,500 companies place their trust in us
Understanding your challenges
How can we make salary transparency a lever for attracting and retaining talent?
How can we transform this new obligation into a lever for motivating and boosting team performance?
How can you turn your managers into guarantors of Pay Equity and positive relays for the HR team on this strategic subject?
The benefits of
compensation transparency
Pragmatic support approach
Our support is adapted to the company's current status and existing practices on the topics covered by EU Directive 2023/970.
Integrating best practices
The integration of best practices in the construction of its internal salary grid will facilitate the link and monitoring of the "skills, efforts, responsibilities and working conditions" criteria defined in the text.
Transparency training
Training operational managers, recruiters and social partners in the rules of transparency, to make them partners and transform this obligation into positive change.
Steps for implementing pay transparency
Anticipate the requirements of EU Directive 2023/970 and transform remuneration transparency in 4 steps.
Step 1
Audit
An audit of salary practices and the existing total compensation package will identify disparities and recommend changes.
Step 2
Analysis
An analysis of the criteria taken into account in job classification and in the internal pay scale, followed by recommendations based on objective criteria that will help to justify and gain acceptance for pay differentials.
Step 3
Implementation
An evolution scenario and an implementation schedule to anticipate and program changes, thus limiting the need for urgent corrections imposed by regulations.
Step 4
Manager training
Specific training for managers in compensation management, so that they acquire the right arguments and can answer employees' questions clearly and objectively.
Step 5
Training for recruiters
Training internal recruiters in the fundamentals of compensation and negotiation, to enable them to approach Transparency with serenity and efficiency, as well as raising awareness of the challenges of Transparency among social partners, to help them contribute positively to change.
NEW WHITE PAPER
Compensation transparency: Aligning compliance and strategy for 2027
Key figures
3x more
trust and support with a clear, shared policy
"Compensation transparency is not just an HR issue: it's a systemic shock that needs to be anticipated. In less than a year, all companies will be faced with a new reality, visible to all. Managerial pressure, internal tensions, external comparisons... We need to prepare today with a global, lucid and structured approach."
Frédéric Bonneton
Co-founder, MCR Rewards
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Why choose
MCR Rewards
Our mission is to provide tailor-made solutions for the sustainable growth of companies and their employees.
70% of employees
believe their company would be more attractive if it had clear pay practices.
65% of Millennials
consider salary transparency to be an important criterion for joining a company.
According to a Deloitte study.
40% of applicants
wouldn't apply for a job if the salary wasn't specified.
According to a study by Michael Page.
Do you have any questions?
The answers can be found here.
What was the original aim of this Directive?
EU Directive 2023/970 of May 10, 2023 aims to reinforce the principle of equal pay for men and women for equal work or work of equal value. The first reports will be required in June 2027 for companies with more than 150 employees.
What are the risks for companies whose pay differentials are unjustified?
If the unjustified difference in M/F remuneration in a given occupational category is more than 5%, the employer must rectify the difference within 6 months. If the difference is not rectified, a fine of 1% of the annual payroll will be imposed.
How is transparency applied to recruitment?
Companies should inform candidates of the proposed salary range for the position before the first interview. This should be indicated in the job advertisement, or made clear during the initial discussions.