The EU Pay Transparency Directive goes into effect by June 2026, and companies with employees in the EU need to be ready. It’s a big shift toward greater fairness and accountability, and getting ahead of it now matters.
Syndio can help, with proven technology and an expert team to help you simplify compliance while ensuring accuracy. Our latest suite of advanced features makes it even easier for you to meet all requirements of the Directive within a single platform, as part of your global compliance strategy.
Technology supports easy, accurate compliance
Companies that are leading the way on preparing for the Directive recognize that manual pay equity analysis, siloed reporting, and inconsistent communications are a failing strategy.
They’re turning to fair pay technology to simplify everything required for compliance, from analysis to reporting, and ensure they have accurate results they can justify.
Syndio pairs proven technology with global and localized expertise to help you meet today’s EU pay transparency rules and prepare for compliance across regions. Designed for global enterprises, our platform helps Total Rewards and compliance leaders:
- Resolve and report on pay gaps with speed and precision;
- Prepare for pay transparency with employees, works councils, and other key stakeholders; and
- Prevent gaps from forming in the first place.
New features to help you comply with the Directive
Our focus is helping you easily meet every global requirement, even as requirements evolve. Here are Syndio’s latest platform features, purpose-built to streamline and accelerate compliance with the EU Pay Transparency Directive.
EU Pay Transparency Directive analysis and budgeting
The definition of an “unlawful pay gap” is different in the U.S. and under the EU Pay Transparency Directive. We help you easily find and resolve both kinds of gaps in a single platform, so you have a one-stop-shop for global compliance.
Under the Directive, if the average pay gap between women and men in a category of worker group is 5% or more, companies must either explain the gap or fix it. Syndio’s EU analysis view shows you if a gap exceeds the threshold, so you can quickly address the most pressing issues.
When unexplained pay gaps require action, Syndio’s pay gap percentage budgeting feature shows you which employees need pay adjustments and the exact cost needed to close gaps. With one click, you get targeted recommendations that comply with regulations, helping you avoid joint pay assessments and demonstrate your fair pay commitment to regulators and employees.
Right to information reports
Article 7 of the EU Pay Transparency Directive introduces a bold new standard: Starting in June 2026, employees will have the legal right to request how their pay compares to colleagues doing the same or equivalent work, and employers must respond in writing within two months. Giving workers direct comparisons to colleagues is a major change.
Syndio’s new right to information feature helps you meet this requirement with a single click, simplifying your ability to communicate with employees. You can quickly generate compliant, editable reports in any of the EU’s 24 official languages, saving time, reducing errors, and supporting the kind of transparency that builds employee trust.
Pay policies heatmap
Article 6 of the Directive requires companies to make sure the factors that go into determining pay are transparent, objective, and gender-neutral. However, having written policies isn’t sufficient. You need to demonstrate that you are paying employees based on those policies.
Syndio’s pay policies heatmap helps you do just that. It shows at a glance how much each policy, like performance, tenure, or location, is actually driving pay across your organization.
You can zoom out to understand the overall impact across your company or entity, or zoom in to pinpoint inconsistencies in how you’re applying pay policies. This level of insight is critical to help you focus on where you may need to make changes to workers’ pay or pay practices ahead of increased transparency and public reporting.
EU Pay Transparency Directive reporting in PayEQ®
Starting in 2027, companies that meet the Directive’s reporting requirements will need to submit detailed reports on their overall and category of worker gender pay gaps using 2026 compensation data.
Syndio makes EU Pay Transparency Directive reporting a seamless part of your broader fair pay strategy, rather than a separate effort. New reporting capabilities let you run both unadjusted and regression analyses using your existing pay policy controls and methodologies
From there, you can create a compliant report directly within PayEQ’s secure platform to share progress with local monitoring authorities, employees and worker representatives, as well as in public disclosures. Bonus: we offer an optional narrative builder with prompts to help you justify data in context and communicate clearly and confidently.
Your next step for simplified compliance: Intelligent Pay™
Syndio gives you the technology and expert guidance to meet every part of the Directive accurately and efficiently. We streamline the complex, without cutting corners.
And we’re not stopping there. Meet Intelligent Pay: a powerful recommendation engine that helps you make smart, fair pay decisions you can trust.
With Intelligent Pay, Total Rewards and compliance teams can make decisions in ways that weren’t possible before, shifting from fixing pay gaps to preventing them altogether. It’s part of a smarter, more scalable approach to fair pay to help you stay compliant, manage costs, and build a stronger employer reputation.
Want to see how Syndio simplifies EU Pay Transparency Directive compliance?
The information provided herein does not, and is not intended to, constitute legal advice. All information, content, and materials are provided for general informational purposes only. The links to third-party or government websites are offered for the convenience of the reader; Syndio is not responsible for the contents on linked pages.
