With the June 2026 deadline approaching, organisations need practical frameworks for implementing sustainable compliance infrastructure. This guide addresses the operational complexity of pay transparency, with particular focus on variable compensation design.
The EU Pay Transparency Directive requires public disclosure of gender pay gaps across all forms of compensation. This creates new visibility for multiple stakeholders: competitors reviewing your market positioning, prospective employees evaluating your equity practices, current employees understanding comparative compensation, and works councils accessing detailed compensation data.
Variable compensation introduces significant complexity to compliance efforts:
Sales commissions with territory-specific opportunity differences
Performance bonuses involving manager discretion
Equity grants with varied allocation methodologies
Allowances and benefits are distributed across multiple systems
Effective compliance requires integrated data from multiple sources, sophisticated analytical capabilities, and sustainable operational processes that extend beyond initial reporting cycles.
This comprehensive guide provides a practical framework for building sustainable compliance infrastructure across four integrated dimensions:
Why variable compensation creates extraordinary complexity—and how to solve it
Technology requirements your current HRIS can't handle
Platform selection framework across four critical dimensions
Implementation roadmap with realistic timelines (18-month phased approach)
How to navigate works council dynamics in joint assessments
Sales compensation redesign for transparency and compliance
Financial modeling for gap remediation under different scenarios
Common pitfalls and how to avoid them
This guide provides the most comprehensive treatment of variable compensation transparency available—covering sales commissions, bonus programmes, equity grants, and allowances with practical design approaches that maintain motivation whilst meeting compliance requirements.
RevEng Consulting specializes in sales compensation design and implementation. Our Growth Excellence Model integrates strategy, operations, and people into unified commercial engines that drive sustainable growth.
Our team combines deep expertise in variable compensation design with practical experience implementing pay transparency compliance programmes. We understand the technical complexity of sales compensation, commission structures, and incentive programme design—the areas where most compliance efforts struggle.
Get the full 47-page guide with detailed vendor profiles, assessment frameworks, implementation methodologies, and practical recommendations.
Q: Who is this guide for?
A: CHROs, Total Rewards Directors, Compensation Leaders, and HR executives responsible for EU pay transparency compliance, particularly those with complex variable compensation programmes.
Q: How long is the guide?
A: The complete implementation guide is approximately 75 pages, covering everything from strategic assessment through operational execution.
Q: Does this cover all EU member states?
A: Yes, the guide addresses compliance requirements across all 27 EU member states, including guidance for multi-jurisdiction operations.
Q: What makes this different from other compliance resources?
A: This guide treats pay transparency as an operational transformation requiring integrated changes across strategy, systems, and processes. It provides particular depth on the complexity of variable compensation, offering practical design approaches that other resources typically overlook.
Q: Is there a cost to download?
A: No, the complete guide is free. We believe organisations should have access to practical compliance guidance as they navigate these requirements.