Workshops and support
Get ready for pay transparency in one workshop
In 90 minutes, your team learns what the EU Pay Transparency Directive asks of you and leaves knowing where to start.
£1,150 or €1,320. Online or in person. Credited against your first year if you sign within three months.
Readiness workshop
What your team leaves with
Requirements and key dates
What the Directive asks of employers, and where each of your countries is with putting it into law, so you can plan back from the right deadline.
A practical session built on the Directive, with short activities so your team practices as well as listens. Here’s what the workshop covers:
Employee requests
What staff can ask about their pay and how to answer within the country deadline, so requests never catch you out.
Recruitment
Giving candidates a salary range and the ban on asking about pay history, so your hiring is ready. Optional: a gender-neutral job description exercise (adds 15 minutes).
Work of equal value
How roles of equal value are compared under the Directive, with a practice exercise, so you can see how your own roles might group.
Pay gap reporting
Reporting gaps by category of worker, practicing objective justifications, and what happens with a gap of 5% or more.
Your priorities
What to work on now and who owns it, so your team leaves with a clear plan and named owners.
90 minutes, online or in person. Certificate of attendance included. £1,150 or €1,320, credited against your first year if you sign within three months.
Confidence more than doubled in one session
At our latest readiness workshop, the team’s confidence about what the Directive requires rose from an average of 1.5 to an average of 3.6 out of 5.
Advisory and consultancy
Pay gap and pay transparency consultancy
Data readiness review
What you get
What you need to be able to report pay gaps by category of worker or other pay gaps
Where your data has gaps, errors or inconsistencies
A list of how to clean the data or fixes, in the order to tackle them
What you leave with: Clean, complete data and a clear set of fixes, so your first report is accurate and quicker to produce.
Data collection project plan
What you get
The ethnicity and disability data UK reporting is expected to need
Clear, inclusive questions to ask staff
Messages that explain why you’re asking and how the data is protected
A timeline with owners for each step
What you leave with: A ready-to-run plan that builds staff trust and response rates, so you’re ready when UK ethnicity and disability reporting begins.
Action plan workshop
What you get
A 60-minute facilitated session, online or in person
A walk-through of your pay gap results and what’s driving them
Practical actions agreed, each with an owner and a date
What you leave with: An action plan your leaders own, ready for your UK action plan or the measures section of your Irish gender pay gap report.
“The action plan workshop was practical and useful, and the reporting process itself was transformed.”
Employee Relations Manager - Not-for-profit
Partners
Specialist support from our partners
Our partners cover the specialist work around your pay transparency project, so you have one trusted team from start to finish.
Job architecture · Job evaluation · Recruitment and pay ranges · Employment law · HR policy reviews · Manager training and pay conversations · Change management · Action plan delivery
Free download
Your EU pay transparency checklist
Every requirement in the Directive on one page, so you can see what is done and what comes next.
Questions about our workshops and support
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It is a 90-minute working session on what the EU Pay Transparency Directive asks of your organisation, from key dates and recruitment to equal value, employee requests and pay gap reporting. Your team leaves with clear priorities.
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The workshop lasts 90 minutes, or 105 with the optional job description exercise. It runs online or in person, and in-person sessions outside London include travel costs, agreed before booking. Every attendee receives a certificate of attendance.
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The workshop costs £1,150 or €1,320. The fee is credited against your first year of Bridgit Pay if you sign within three months. Travel costs are added for in-person sessions outside the UK or Ireland.
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Employers with 150 or more staff must publish their first report by 7 June 2027. Employers with 250 or more then report every year, and those with 150 to 249 every three years. Employers with 100 to 149 staff report first by 7 June 2031. Each EU country sets the detail in its own law.
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Not yet: Ireland missed the 7 June 2026 deadline to put the Directive into Irish law, and there is no published timeline. The Directive’s dates are set at EU level, and the first report uses the previous year’s pay data, so preparation can start now.
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No, the Directive applies in the 27 EU member states. UK employers with 250 or more staff report their gender pay gap each year, and action plans are expected to become mandatory from spring 2027. UK employers with staff in the EU must meet the Directive in those countries.
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It is a review of your pay data against what the Directive needs for reporting by category of worker. It highlights missing or inconsistent data, shows how to clean it, and gives you a clear set of fixes in the order to tackle them.
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Our partners provide job evaluation and job architecture. Bridgit then uses your job categories to analyse pay gaps and track actions.
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Your team works through your pay gap results and agrees practical actions, each with an owner. It supports UK action plans and the measures Irish employers set out in their gender pay gap report. The workshop lasts 60 minutes, online or in person.
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It is a plan for collecting ethnicity and disability data from staff, with clear questions, messages that build trust, and a timeline with owners. It gets you ready for UK ethnicity and disability pay gap reporting, which is confirmed but has no start date yet.
Less time on reporting. More time for change