Pay transparency is no longer theoretical. It is law in major U.S. states such as New York, California, Colorado, and Illinois, where employers are now required to publish salary ranges in job postings. For HR leaders in Europe and in U.S. states where disclosure is not yet mandatory, this trend is a glimpse of the near future. The data is clear: transparency reshapes recruitment outcomes, boosts employer credibility, and closes wage gaps. Companies that prepare now will find themselves not just compliant but ahead of competitors in attracting and retaining the best talent.

The EU Pay Transparency Directive (Directive (EU) 2023/970) introduces new rights for employees to obtain information about pay, and is aimed at enforcing equal pay for equal work between men and women. A key provision is that workers will have a “right to information” (Article 7) about their own pay and how it compares to the pay of peers in similar roles.

7 August 2025 marks the 10-month countdown to the 🇪🇺 EU Pay Transparency Directive going live.​

August also marks the peak of the holiday season across Europe, a time when many HR professionals are understandably more focused on vacations than upcoming EU Pay Transparency Directive compliance deadlines. With many teams running at a slower pace, now is a rare window to tackle the low-lift, high-impact groundwork for the EU Pay Transparency Directive. The directive goes live across member states on 7 June 2026, but smart, early action this summer can help prevent a last-minute scramble next spring. You don’t need to choose between taking time off and getting ahead. In fact, August is ideal for both. Don’t let August slip away into a moment in time–yes, like the Taylor Swift song!

If you're reporting both the unadjusted and adjusted pay gap—whether for compliance with the EU Pay Transparency Directive or as part of a pay equity audit—you've probably noticed that most articles online don't answer the real question: how exactly is an adjusted gap calculated?

We're on a mission to help companies optimise labor costs through AI-native workforce scenario planning. Done right, this proactively solves downstream challenges like pay transparency and pay equity in a way that ensures HR compliance with the EU Pay Transparency Directive and other global pay equity regulations. We are a team of data scientists and software engineers with deep domain expertise in HR, workforce analytics, and data privacy.

SAN FRANCISCO, Calif., January 28, 2025—Sophare AI, the AI-native compliance platform helping organizations achieve lasting pay equity, today announced a strategic partnership with Locus Technologies, the sustainability and Environmental Health and Safety (EHS) software leader. Together, the two companies are addressing one of the most complex aspects of ESG: social and pay equity.