Compensation System Update: Development Programme
Today’s working world increasingly demands transparency and fairness, especially in pay policy. Employees are informed, they compare, they ask questions, and they want to understand. They will not accept vague answers. A systematic, transparent and well-founded pay system is now not only good management practice but also a legal obligation. The EU Pay Transparency Directive, which takes effect in 2026, requires employers to disclose the criteria used to determine pay, justify pay differences, and give employees access to pay data for themselves and for comparable roles. Without a functioning pay system, these requirements cannot be met: without a system, decisions cannot be justified or explained.
The Compensation System Update training helps you build exactly such a system.
The programme is designed for HR managers and compensation specialists, as well as finance specialists who are responsible for keeping the compensation system up to date. It is aimed primarily at organisations preparing for compliance with the Directive by 2026, but other organisations that want to keep their compensation systems competitive are also welcome.
Objective
To help participants create or update their organisation’s compensation system so that it is fair, transparent and compliant with Directive (EU) 2023/970. By the end of the programme, participants will have analysed and updated the components of their compensation system and will be ready to implement it in their organisation.
Working Method: Practical, Personal and Applicable
- Practical workshops. Each module covers one main component of the pay system. We provide tools, discuss participants’ practical questions, and give guidance for independent work. At every stage, participants receive tools to work with on their own between modules.
- Independent work. Between stages, participants work with their organisation’s data and documents on their own, or involve colleagues from the organisation, including managers (highly recommended).
- Personal support between sessions: a 1:1 consultation with our advisor to address company-specific questions.
- Feedback from other participants. In the final module, participants present their compensation system or a specific part of it and receive feedback from the other participants.
- Focus on applicability and evidence-based practice (market data, job analysis, internal parameters).
Programme Stages
- Introduction and compensation principles. Before the first stage, participants complete homework to prepare.
- As-Is compensation analysis: internal and external equity, gender equity, current pay ranges and their alignment with the desired state.
- Creating pay ranges and the system as a whole.
- Implementation planning, involving managers, and employee feedback.
What Participants Receive
- Compensation principles: clear answers on what, why and how.
- Analysis of the existing compensation system: a market and internal equity check based on salary survey data.
- Grade structure: pay grades and pay ranges based on role and/or position.
- Implementation framework: communication to managers and employees.
- Tools, templates and checklists.
Additional information about the program: Aet Purk aet.purk@figure.ee; Irja Rae irja.rae@figure.ee