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Pay Transparency

Interactive Scenario | ~15 min Buy Full Course

What you'll practise

Salary Range Disclosure

Navigate Article 5 — when a candidate asks for the salary range. Full transparency, narrow range, or "competitive"?

The 22% Conversation

An employee invokes Article 6 with her performance reviews, her contract, and a 22% gap. "Explain the twenty-two percent to me."

Systemic Review vs. Quiet Fix

The CFO wants individual adjustments (€180K). The Works Council demands a full review (€1.2M). Who do you back?

Burden of Proof

Under Article 17, the employer must prove there's no discrimination. Every decision you make is on the record.

Built for pay transparency training

This scenario is designed for HR directors, hiring managers, CHROs, and anyone who will have pay conversations under the EU Pay Transparency Directive (2023/970). It covers Articles 5, 6, 9, 16, and 17 with inline legal references. Play it once for awareness. Play it again to explore different paths.

How ready is your organisation?

Only 9% of EU employers have a pay transparency strategy. Find out where you stand — 7 questions, 2 minutes.

Take the readiness assessment

Pricing

Annual site licence. Upload to your LMS in 30 minutes. Train your managers before the law makes them learn on the job.

Starter

Up to 50 employees

€490/year

€9.80 per learner

  • Interactive pay transparency scenario module
  • SCORM 1.2 package
  • Completion & score tracking
  • Directive Article reference modals
  • Email support
  • Content updates included
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Most Popular

Growth

Up to 250 employees

€990/year

€3.96 per learner

  • Everything in Starter
  • Priority support
  • Pay gap reporting template
  • Renewal at €690/year
Buy Growth

Scale

Up to 1,000 employees

€2,490/year

€2.49 per learner

  • Everything in Growth
  • Dedicated account manager
  • Custom completion reports
  • Renewal at €1,490/year
Buy Scale

Custom Programme

Any size organisation

From €45,000
  • Scenarios built around your pay structures
  • Your branding & company context
  • Facilitated manager workshops
  • Pay audit methodology training
  • Job evaluation framework support
  • Ongoing measurement & iteration
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All prices exclude VAT. 14-day refund policy.

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Frequently Asked Questions

When does the EU Pay Transparency Directive take effect?
Member States must transpose the Directive into national law by June 7, 2026. This means the requirements will be enforceable from that date. Companies with 250+ employees must produce their first gender pay gap report by June 7, 2027.
Who needs this training?
Anyone involved in hiring, compensation decisions, or pay policy — HR directors, hiring managers, talent acquisition teams, compensation & benefits specialists, and the executives who approve pay structures. The Works Council or employee representatives should also understand their rights under the Directive.
What does the Directive actually require?
Three main obligations: (1) Salary range disclosure to candidates before the interview (Article 5), (2) Employee right to request pay data broken down by gender (Article 6), and (3) Gender pay gap reporting for companies with 100+ employees (Article 7). If any job category shows a 5%+ unexplained gap, a joint pay assessment with employee representatives is mandatory (Article 9).
We already publish salary ranges in job postings. Do we still need this?
Publishing ranges is step one. The Directive also covers employee information rights, pay gap reporting, joint assessments, and the burden of proof shift (Article 17 — the employer must prove there's no discrimination, not the other way around). This training prepares your team for all of it.
How is this different from unconscious bias training?
Unconscious bias training teaches why pay gaps exist. This course makes managers practice the actual conversations — disclosing salary ranges to candidates, responding to employee pay data requests, and presenting a gender pay gap report to the board. It's operational preparation, not awareness.
The Directive isn't transposed yet in my country. Should I wait?
No. The transposition deadline is June 7, 2026 — but the Directive's requirements are known now. Companies that prepare early build defensible records. Companies that wait until July will be scrambling to train managers while employees are already exercising their rights.
How long does the training take?
25 minutes for the interactive scenario. Designed for busy managers and HR professionals.
What LMS platforms are supported?
Any LMS that supports SCORM 1.2 — Moodle, TalentLMS, Cornerstone, Docebo, Canvas, Blackboard, and hundreds more.
What is your refund policy?
Full refund within 14 days if the SCORM packages have not been uploaded to an LMS. Contact support@blend.training.