Pay transparency is no longer just a trend – it’s quickly becoming a legal and cultural expectation across the Nordics. Both employers and employees are showing increased interest in pay fairness, and many of our clients are asking: where do we start?
With the EU Pay Transparency Directive taking effect from 7 June 2027, companies with 150 or more employees will be required to report on pay data for the year 2026. If a salary gap of more than 5% is found within a job category, employers must either justify the difference based on objective, gender-neutral criteria – or take steps to correct it.
“This goes beyond compliance,” says Elin Heesen, who has helped facilitate conversations with clients on the topic. “It’s about building structured, fair, and transparent systems that are aligned with both expectations and legislation.”
To support companies through this change, Azets has launched a new pay transparency solution. “We now offer cross-border guidance in Norway, Sweden, and Finland,” explains Kine Sletten Kjerringvåg. “There is help available – and it’s important to start now.”
Introducing Sysarb – A Smarter Way to Ensure Pay Equity
Azets has partnered with Sysarb, a leading digital platform designed to help companies analyze, review, and build fair pay structures. Sysarb makes it easy to:
- Build clear job architecture
- Conduct salary reviews
- Analyze internal pay equity
- Compare data against market benchmarks
- Identify pay gaps with AI-supported insights
Sysarb also integrates seamlessly with HR and payroll systems, enabling smooth data import and accurate, structured analysis.
Full Support from Azets
At Azets, we’ll guide you through every step – from preparing your data and setting up the system to interpreting the results and planning next steps. Whether you're aiming to meet regulatory requirements or take proactive steps toward fairness, we’re here to help.
Want to learn more?
Check out our webinar (name), where we’ll share the latest insights and introduce our approach to pay transparency.
