EU Pay Transparency Directive: Employer Preparation & Compliance

By 7 June 2026, the Pay Transparency Directive must be transposed across the Baltic states, which introduces significant new obligations for employers regarding the determination of pay and the provision of information to employees. The increased transparency of pay information may significantly heighten employers’ risks if the pay-setting practices and the assessment of the value of work have not previously received sufficient attention.

The extensive experience of our employment law experts will enable us to ensure timely and appropriate compliance with the Directive’s requirements – from determining the value of work and planning information‑flow processes to preparing the necessary documentation and communicating with employee representatives.

Progress of the EU Pay Transparency Directive I Sorainen

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We can help you with

Pay assessment, including remuneration components, pay levels, and the procedure for performance evaluation
Preparation of internal documentation (pay policies, confidentiality documents, job descriptions, etc.)

Communication with employees (procedures, document templates, day‑to‑day communication) and with employee representatives
Resolution of equal pay disputes

Implementing the Directive’s requirements may pose challenges, particularly where the value of employees’ work has not yet been assessed within the company.

We will carry out a risk assessment – reviewing job‑grading practices, the compliance of pay criteria and processes with applicable legislation and proposing tailored solutions to mitigate legal and litigation risks.

Whether your company is conducting job mapping for the first time or enhancing an existing system, we offer practical experience and a strategic perspective on structuring job roles.

Our aim is to help establish a user‑friendly, transparent and objective system for determining job value, based on the criteria set out in the applicable legislation.

The Directive imposes an obligation to expand the information available to employees regarding pay. We will ensure communication in line with best practice, both in documentation and in discussions with employees and their representatives.

Our aim is to help foster a reliable dialogue, reduce uncertainties, and at the same time safeguard the company’s commercial information.

Where new information emerges, litigation risks also arise – particularly in matters relating to pay. We have long been preparing for the wave of litigation that will inevitably follow as employees seek to enforce their right to equal pay.

We will provide legal assistance in the event of disputes with employees or their representatives.