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What is the EU Pay Transparency Directive, and how does it affect me as a Pebl client in Cyprus?
The EU Pay Transparency Directive is an EU regulation designed to strengthen equal pay protections and improve transparency around compensation practices. The Directive introduces new requirements related to pay transparency, equal pay for equal work (or work of equal value), gender pay gap reporting, employee rights to pay information, and transparency in recruitment practices.
Under Pebl’s Employer of Record (EOR) model, Pebl is the legal employer and is responsible for managing employer compliance obligations under the Directive. This includes:
- Conducting pay equity analysis
- Managing gender pay gap reporting where applicable
- Handling employee pay transparency requests
- Managing required disclosures and employee communications
As a client using Pebl, legal responsibility for compliance does not transfer to you through the EOR arrangement. However, clients continue to play an important role in supporting compliance efforts by:
- Defining role scope and responsibilities
- Supporting accurate job descriptions
- Providing context for compensation decisions
- Collaborating with Pebl when pay reviews or assessments are required
Pebl applies a consistent, uniform methodology to categorize all roles within its internal job architecture, regardless of whether an employee is assigned to a specific client. Comparator analysis may therefore include employees performing roles of comparable value across the Pebl workforce. The existence of a comparator group does not imply that employees must receive identical compensation. Differences in pay may still exist where they are based on objective and non-discriminatory factors, such as:
- Experience and tenure
- Scope of responsibilities
- Performance
- Market conditions
Pebl’s job architecture and pay transparency processes are internal compliance mechanisms designed to meet Pebl’s obligations as the employer under applicable law
Clients should also be aware of upcoming recruitment-related transparency requirements for EU-based roles, including:
- Including salary ranges in job advertisements
- Using gender-neutral language in job postings
- Avoiding salary history questions during recruitment processes
Pebl will provide guidance and operational support to help clients navigate these requirements in a practical and compliant way.
For a more detailed overview of the Directive and Pebl’s approach, please refer to the following Help Center Article. Note you must be logged in to view the information. For Customers: https://support.devrev.ai/en-US/pebl/article/YWGlHGUo-pay-transparency-and-gender-pay-equity-customer-faqs For supported employees: https://support.devrev.ai/en-US/pebl/article/mSvUnRLU-pay-transparency-and-gender-pay-equity
For additional support or questions, please contact:
support@hellopebl.com
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