What PayRangeCheck does
Use it to get a practical first-pass view of whether your current hiring and pay-transparency process may need work in areas connected to Directive (EU) 2023/970.
It is designed to help you answer a simple question: What should we review now to be better prepared before June 2026?
Who should use it
- employers hiring in the EU
- HR leads reviewing hiring and pay-setting practices
- recruiters and talent teams updating candidate-facing processes
- consultants doing an initial readiness screen for clients
It is most useful when you need a quick, structured view before deeper internal review.
What the tool checks
- whether salary range information is likely to need clearer handling before hiring
- whether applicant information-right processes may need review
- whether employer size may make reporting preparation more relevant
- whether your current workflow shows obvious operational gaps
The output is meant to help you prioritise action, not settle legal interpretation.
How to use PayRangeCheck
Step 1: Open the tool
Start the public check from the PayRangeCheck entry page.
Step 2: Answer the questions honestly
Answer the questions based on your current real process, not on what you plan to implement later.
You may be asked about employer size, hiring activity, where you hire in the EU, salary disclosure practice, current internal process for pay-related requests or review, and the structure of your pay data foundations.
Step 3: Review your result
After submission, you will receive a readiness summary. This is the main output of the tool.
Step 4: Use the checklist
Read the actions suggested in the checklist and decide what should be fixed now, reviewed internally, or escalated to legal or HR specialists.
How to read the result
Your result is not a pass/fail decision. It is a practical summary made up of three parts: readiness level, checklist, and risk flags.
Readiness level
Lower readiness usually means the tool found multiple areas where your current approach may be incomplete, unclear, or exposed.
Moderate readiness usually means some useful practices are already in place, but gaps or inconsistencies still appear.
Higher readiness usually means the process appears more structured and shows fewer obvious issues based on the answers entered.
This does not mean you are legally compliant.
How to use the checklist
- review job ads and vacancy materials
- define when and how salary ranges are disclosed
- prepare a workflow for applicant information requests
- assign ownership for review, updates, and escalation
- review reporting exposure based on employer size and footprint
How to read risk flags
Risk flags point to areas where your current process may create avoidable exposure or need closer review. A risk flag does not mean a violation has been legally established.
- Salary disclosure risk — your current process may not clearly support pay information disclosure early enough in the hiring flow.
- Information-rights readiness risk — there may be no clear process for handling applicant or worker requests related to pay information or pay progression criteria.
- Reporting preparation risk — employer size or organisational setup may justify earlier planning for reporting-related obligations.
- Operational process risk — the issue may involve ownership, documentation, recruiter guidance, or inconsistent execution.
What to do after the result
- review the readiness level
- read every risk flag carefully
- turn the checklist into an internal action list
- fix obvious process issues first
- escalate to legal or HR specialists where interpretation or business impact is significant
Tool limits
- it is a readiness tool, not a compliance certification tool
- results depend on the accuracy of the answers entered
- it does not capture every factual detail of your organisation
- it does not replace jurisdiction-specific legal review
- Member State implementation may differ
When to involve legal or HR specialists
- you hire in multiple EU jurisdictions
- the result shows repeated or high-impact risk flags
- you are changing job ad, offer, or salary-setting practice
- you need advice on local implementation rules
- there is disagreement internally about what the rules require
Privacy and input guidance
PayRangeCheck is intended as a public no-login tool. Do not enter employee names, candidate names, or unnecessary personal data. Use organisation-level process information wherever possible.
FAQ
Is PayRangeCheck legal advice?
No. It provides informational readiness guidance only.
Does a higher readiness level mean we are compliant?
No. A higher readiness level only means the tool found fewer obvious gaps based on the answers entered.
Does a risk flag mean we are definitely in breach?
No. A risk flag highlights an area that may need review or action. It is not a legal determination.
Who should review the result internally?
Usually HR, talent, operations, leadership, or whoever owns hiring and pay-setting process changes.
Can consultants use this with clients?
Yes. It works as an initial readiness screen and conversation starter. Final legal interpretation should still be handled appropriately.
Public disclaimer: PayRangeCheck provides general informational output about likely readiness issues related to Directive (EU) 2023/970. Results are informational only, may not reflect final implementing laws in each Member State, and are not legal advice. Use the output as a triage and planning aid, not as a substitute for legal review or specialist HR advice.