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Pay Transparency & Pay Equity EU Directive Compliance [EN]
Published 9/2026
MP4 | Video: h264, 1920x1080 | Audio: AAC, 44.1 KHz, 2 Ch
Language: English | Duration: 5h 50m | Size: 2.08 GB
lculate your gender pay gap, build salary bands you can publish and prepare managers and recruiters for pay talks
What you'll learn
Calculate all seven gender pay gap metrics from a payroll extract and split the gap into explained and unexplained parts
Build salary ranges from the market median, with midpoint, range width and compa-ratio for every employee
Group different jobs into categories of equal value using skills, effort, responsibility and working conditions
Price a pay equity remediation plan in dollars and schedule the corrections across two review cycles
Write a seven-section pay transparency policy and fill in the gender pay gap report form
Run a salary conversation with an employee in four steps without discussing anyone else's pay
Name the salary range in the first minute of a screening call and replace the salary history question
Map which pay transparency obligations apply to your company, from which date and who owns each one
Learn with Mike Pritula, the #1 HR instructor on Udemy, alongside 2,000,000+ of his Udemy students
Learn from 20 years of hands-on HR practice at Wargaming, Preply, iDeals and Starlightmedia
Requirements
Basic familiarity with salaries, job titles and payroll data in your company
Excel or Google Sheets for the pay gap calculator and the remediation planner
A modern web browser for the interactive tools, and Word or Google Docs for the policy template
No statistics or legal background is needed
Description This course contains the use of artificial intelligence
Only 19% of companies say they are ready for mandatory pay transparency. The first EU gender pay gapreports are due in June 2027 - and they are calculated on 2026 pay, which means the year you will report onis already running.
If salaries in your company were set deal by deal, you already know the problem. You cannot explain why twopeople in similar jobs earn different amounts. Managers improvise when someone asks about pay, and job adsstill say "competitive salary" while candidates now have to get a number before the interview. Every monthwithout a method adds another offer and another raise you will have to defend later.
After this course you work with numbers instead of guesses. You will have the seven gap metrics for your owncompany, salary ranges you would show to the person already doing the job, the cost of closing the gap indollars, a policy your lawyer can review, and scripts that let managers and recruiters talk about pay withoutbreaking the rules. The next time a worker asks for the average pay of their category, you answer in writing, ontime, with a number you can explain.
The course is built and taught by Mike Pritula
- #1 HR instructor on Udemy, with 2,000,000+ students on Udemy
- 20 years in HR at Wargaming, Preply, iDeals and Starlightmedia; at Starlightmedia he graded 1,370 jobsinto 11 grades
- PHRi, SHRM-CP and HCI sHRBP certified, HRCI representative in Eastern Europe
- Founder of Pritula Academy, where 170,000+ students have trained
First you map the obligations that apply to your company and group jobs into categories of equal value. Thenyou calculate the seven gap metrics, build salary ranges on the market median and put a dollar figure on thecorrections, ordered by legal and retention risk. Finally you turn the numbers into a pay transparency policyand a gap report, and practise the two conversations where transparency most often breaks: the manager withthe employee and the recruiter with the candidate. Each lesson stands on its own, so you can go straight tothe one your company needs this week.
What's included
- Lifetime access to all materials
- Active instructor support in Q&A
- Udemy Certificate of Completion
- A practical assignment for your own company in every lesson
- Ready-to-use tools: an obligation map, an equal value scoring tool, a pay gap calculator, a salary rangebuilder, a remediation planner, a policy template and two conversation kits
- A section with additional courses, tools and resources
Pay transparency rules are already in force, and the data year for the first report is running now. Every monthyou wait is another round of offers and raises made without a system, while competitors publish their rangesand hire the people who compare. The companies that start now will report numbers they can explain. The restwill explain numbers they cannot.
Enroll now and start your first lesson today.
Who this course is for
HR managers and HR business partners preparing their company for pay transparency rules
Compensation and benefits specialists who have to calculate the gender pay gap
HR directors and heads of people in companies with 150 or more employees in the EU
Recruiters and talent acquisition leads who now publish salary ranges in job ads
People managers who need an answer to "why does my colleague earn more?"
Founders and finance leaders who approve the budget for pay equity corrections
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