The EU Pay Transparency Directive, gradually introduced by 2026, fundamentally reshapes employers’ responsibilities in pay practices. A competitive, transparent, and motivating compensation policy is no longer just an HR trend but a legal obligation. Our advisory team works to ensure your organization simultaneously complies with Hungarian legislation, EU directives, and employee expectations.
With a transparent pay system that complies with regulations, reputational risks can be reduced and the employer brand strengthened—as transparency attracts talent and helps reduce turnover. Data-driven, benchmark-based salary ranges foster internal fairness and mitigate pay disparities.
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From 2027, companies with 250+ employees, and from 2028 those with 150+ employees, will be required to publish annual pay and gender equality reports.
Large corporate partners are increasingly requiring transparent pay data from their suppliers.
The market wage spiral can easily erode profits if no data-driven system is in place.
72% of Generation Z* consider pay transparency a key factor when choosing an employer. *Source: Deloitte Millennial Survey, 2024.
In our professional approach, both strategic thinking and practical feasibility play are equally important role. Here are our services for creating a motivating and fair compensation system that makes workforce cost planning predictable and efficient.
In our professional approach, both strategic thinking and practical feasibility play are equally important role. Here are our services for creating a motivating and fair compensation system that makes workforce cost planning predictable and efficient.
We provide a comparative analysis between the company’s current salaries and market levels—by position, sector, and region. This clearly where positions are under- or over-compensated, and where pay tensions may arise. The analysis can serve as a foundation for salary corrections, the development of pay bands, and improving internal fairness.
We design a strategic compensation system built on clear pay bands, well-communicated levels, and performance-linked elements. At the same time, we develop the full benefits portfolio, taking into account cost efficiency, employee preferences, and tax optimization. The goal is a transparent, manageable, and motivating total rewards structure.
Beyond salaries, competitive benefits are crucial for retention. We create complex packages that may include bonus systems, health insurance, cafeteria solutions, stock options, extra vacation days, or mobility allowances—structured to optimize value for both employer and employee.
Through a fast, targeted review, we assess where the company’s current system fails to meet the EU Pay Transparency Directive or Hungarian regulations. We highlight the most urgent gaps (e.g., pay bands, job postings, interview processes) and provide practical, actionable recommendations for improvement. An ideal first step toward pay transparency compliance.
For details: https://jobgroup.hu/en/pay-tranyparency
We carry out an in-depth review of the company’s HR processes, documentation, and pay structures from a compliance perspective. This includes employment contracts, benefits policies, internal guidelines, and the actual compensation-setting practices. At the end, you receive a detailed report and prioritized action plan of required changes.
We create a toolkit to ensure that every step of the recruitment process complies with EU directives and Hungarian GDPR/labor law. This includes templates for job postings (including pay ranges), offer letters, and interview guides that ensure non-discriminatory practices. We also support updating internal policies.
To meet reporting requirements, we build a BI-based data monitoring system that automatically aggregates salary and benefits data by gender, position, organizational unit, and other dimensions. In addition, we prepare the required annual reports and support leadership communication so that the data is clearly understood and effectively integrated into organizational decision-making.
I have over 25 years of experience in leadership consulting, organizational development, and strategic HR. Throughout my career, I have worked as a corporate HR leader, independent consultant, and university lecturer. In recent years, my focus has been primarily on developing senior and mid-level managers, as well as shaping corporate HR strategies, with particular emphasis on enhancing leadership soft skills.
I have been working in the field of executive search, consulting, and headhunting for over 10 years. As an open-minded and flexible professional, I build long-term client relationships through a complex and people-focused approach. In addition to my role as a Senior Consultant, I also serve as a Market & Client Relationship Manager, supporting my partners in achieving their business goals.
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