Pay transparency is about to transform how organisations manage compensation, communicate pay decisions, and demonstrate fairness in the workplace.

In this episode of The HR Room Podcast, Dave is joined by Pat Gurren, Managing Director of Gurren Compensation Consultancy, to unpack the EU Pay Transparency Directive and what it means for employers ahead of its implementation in June 2026.

With over 35 years of experience in compensation strategy, Pat explains why this directive represents the most significant shift in reward management in decades. From new employee information rights and pay reporting requirements to the cultural impact of transparency within organisations, Pat shares practical insights to help HR leaders prepare.

The conversation also explores the growing importance of job evaluation, the risks of delaying preparation, and why this directive is far more than a compliance exercise.

Whether your organisation has already begun preparing or has yet to start, this episode provides essential guidance on how to approach pay transparency in a structured and strategic way.

• Pat Gurren – Managing Director, Gurren Compensation Consultancy

• What the EU Pay Transparency Directive is and why it was introduced
• Why pay secrecy is being targeted by the legislation
• New transparency requirements for employers when advertising roles and negotiating salaries
• Understanding “work categories” and the concept of work of equal value
• Why job evaluation is becoming critical again for HR teams
• The new 5% gender pay gap threshold and what happens if it cannot be justified
• Public reporting requirements expected from 2027 onwards
• The shift in the burden of proof in equal pay claims — from employee to employer
• Why pay transparency is a major organisational culture change, not just a compliance exercise
• Common mistakes organisations are making as they prepare for the directive

• The EU Pay Transparency Directive represents one of the most significant changes to reward management in decades.
• Employers must be prepared to disclose average pay by gender within defined work categories.
• If a gender pay gap of 5% or more exists within a work category and cannot be objectively justified, employers will be required to address it.
• The burden of proof in equal pay cases will shift to the employer, increasing the importance of robust pay structures.
• Job evaluation frameworks will become essential for defining work categories and demonstrating pay fairness.
• Pay data must be continuously monitored, as hiring, promotions, or departures can quickly affect compliance.
• Managers will need training to confidently explain job levels, pay decisions, and reward structures.
• Organisations that delay preparation risk major operational and cultural challenges when transparency increases.
• Pay transparency is not a simple compliance task — it requires data analysis, clear reward strategy, and strong internal communication.

For organisations that have not yet begun preparing, the time to act is now. Addressing job evaluation, pay structures, and reporting capabilities early will make the transition to transparency far more manageable.

You can reach Pat at pat@gurren.ie or via his website at www.gurren.ie.

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If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn.

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