Built on 25+ years of hands-on HR experience.
Directive (EU) 2023/970
Company obligations and the compliance calendar
In practice, there are two things to prepare: transparency obligations, which apply to every company, and periodic reporting, phased in by employee count.
Obligations for every company
- Transparent recruitment
Candidates receive the initial pay or pay range before the interview.
Asezio prepares- The job description
- The job profile
- The job advert
- The pay range rationale
- No salary history questions
Recruitment no longer relies on what candidates were paid before.
Asezio prepares- The interview guide
- Interview evaluation form
- Internal note for the recruitment team
- Objective pay criteria
Pay, pay levels and pay progression must be explainable through objective, gender-neutral criteria.
Asezio prepares- The job evaluation
- The evaluation rationale
- The job evaluation register
- The pay-setting criteria
- Employees' right to information
Employees may request information about their own pay level and average levels for equal work or work of equal value.
Asezio prepares- The employee information notice
- Documented response to employee requests
- Average pay levels by comparable categories
- Clear communications and policies
Employees must be informed about their rights, and clauses limiting discussions about their own pay cannot be used.
Asezio prepares- The remuneration and equality policy
- The GDPR information note
- Legal implementation note
- Remediation action plan
Reporting by employee count
- Job evaluation
- Evaluation justification
- The salary grade structure
- Pay gap report
- Alignment recommendations and budget impact
- Pay gap report
- Indicators by categories of work of equal value
- Alignment recommendations and budget impact
- Remediation action plan
- Pay gap report
- Indicators by categories of work of equal value
- Joint pay assessment file
- Remediation action plan
- Pay gap report
- Indicators by categories of work of equal value
- Joint pay assessment file
- Remediation action plan
Compliance calendar
- 7 June 2026Deadline for transposition into national law. Member states are adopting their national rules; thresholds and details may vary.
- 7 June 2027First report for employers with at least 150 employees — covering 2026 data.
- 7 June 2031First report for employers with 100–149 employees.
The information above summarises Directive (EU) 2023/970 and is general in nature. National transposition laws may adjust thresholds and deadlines; the final text prevails. It does not constitute legal advice.
Pricing
An annual subscription that fits your needs.
Pay for the documents and analyses you use.
A product about pay transparency shows its prices.
The subscription gives you 12 months of access and includes credits. After that you pay for the results you choose, at your subscription's rate.
A credit is a prepaid unit. Each result costs a set number of credits, shown before you order: one credit for a job description pack or a job evaluation, and more credits for the grade structure, the pay bands and the pay equity analysis, depending on the size of the organisation.
Promotional launch prices. Join the waitlist to be notified when access opens.
Prices may change without prior notice. The price that applies is the one shown when you pay.
Estimate the cost for your organisation
An estimate for 12 months, for one legal entity. All amounts exclude VAT.
Every order includes two rounds of revisions.
Training and consultingOptional
Optional services, added to the total. Prices exclude VAT.
Setup, data import and support for the first revision round.
Price depends on the number of jobs
One day: the methodology, working in Asezio and reading the results.
Online: €1,000 · At your offices: €1,500 + travel
Calibrating evaluations, interpreting results and planning actions.
€150 per hour, minimum one hour.
About the services
The subscription does not include consultant hours. Help with setup also covers organising the job list. For training at your offices, travel is calculated separately.
Your estimate
Choose what you would like Asezio to prepare. We calculate the cost of your selection only and recommend the subscription with the lowest total.
At renewal you choose the subscription again and pay for the results you need then. Delivered documents remain readable and exportable for 1 year after the subscription expires.
The platform
Compliance is only the first application.
Everything starts with the job description.
Asezio is built around AI-guided workflows and EIGE-aligned methodology for gender-neutral job evaluation. The same data — roles, criteria, structures — powers several kinds of work, so you never start from zero twice.
EIGE is the European Institute for Gender Equality, an agency of the European Union. EIGE guidelines
Job descriptionsYou answer simple questions and Asezio prepares an accurate, complete job description for you to review and validate.
This is where we need your input. You provide the context about the role and the organisation; the AI consultant guides you through clear questions, organises the answers and proposes a complete document for you to review, adjust and validate.
Job evaluationAsezio proposes an evaluation based on the criteria of the guide published by the European Commission together with EIGE. Your team reviews and validates the scores.
Starting from the job description and using the gender-neutral evaluation methodology, the AI consultant prepares a clear, documented evaluation. You check the reasoning, adjust where needed and validate the result.
Grade structureAsezio ranks the evaluated jobs and proposes the grade structure. Your team reviews and validates it.
As jobs are evaluated and validated, the platform groups them by score and prepares the organisation's grade structure.
Each grade brings together different jobs that have a similar internal value for the company.
Pay bandsOnce anonymised pay data is uploaded, Asezio proposes the pay band for each grade.
Pay bands are built once the grade structure and the anonymised pay and benefits data are in place.
Asezio proposes the pay bands that define the minimum and maximum pay for each grade. Your team reviews and validates the final structure.
Pay equity analysisAsezio prepares the pay analysis and a full set of reports. Your team decides how to use them.
Based on the anonymised data, the grades and the pay bands, the platform prepares the analyses needed for pay equity, internal alignment, budget impact and reporting.
The AI does the preparation and the analysis. Your team keeps control, validates the results and makes the decisions.
Competency frameworksIn developmentAsezio will analyse the information already validated and build technical, digital, behavioural or managerial competency frameworks.
The platform will prepare the proposals; your team will adapt and validate them.
Individual assessment and 360° feedbackIn developmentThe platform will support assessing people against the requirements of the job and the competency framework, including 360° reviews.
Asezio will create and run assessment questionnaires or tests, then produce reports that can be used for recruitment, promotion or professional development programmes.
Sounds complicated? That is exactly why Asezio exists. The AI consultant guides you at every step.
Less administrative work. More rigour, traceability and control. A process you can check, document and explain.
The AI consultant
It asks simple questions and turns your answers into methodologically structured documents. Asezio is a working tool: it supports compliance readiness, but does not guarantee compliance; decisions and validation remain with people.
What it helps with
- asks simple questions in the right order
- turns answers into structured document sections
- keeps job descriptions, evaluation and pay logic connected
- prepares proposals for review and validation
A short example
Who builds Asezio
HR consulting experience, translated into technology.
Dr. Roxana Hurdubei
Work and organisational psychologist
PhD in Management
Roxana leads the development of Asezio, drawing on years of complex HR and organisational transformation work across a wide range of industries.
Asezio turns that experience into a guided digital process: from job descriptions to EIGE-based job evaluation, grade structures, pay bands and pay equity analysis.
The founder's professional experience
- 25+years in HRHR processes and organisational transformation
- 11countriesRomania, the Middle East, Asia and Africa
- 20 – 30,000+employeesFrom small companies to very large organisations
Waitlist
Join the Asezio waitlist.
Access to Asezio will be introduced gradually for a limited number of organisations. Join the waitlist, and we will contact you by email when access becomes available.
Waitlist members get promotional prices and priority access to the first onboarding rounds.