Pay Transparency in Action: From Compliance to
Organisational Readiness 

Preparing Organizations for Fair, Transparent and Explainable Pay Practices

Pay Transparency is here. Is your organisation ready?

The EU Pay Transparency Directive (Directive 2023/970) is already in force at EU level. Pay Transparency is no longer a distant HR project. While detailed national implementation arrangements in Cyprus may continue to evolve, organisations can already begin strengthening the foundations required for readiness. The Directive has significant implications for how organisations evaluate work, structure pay, make and justify reward decisions, recruit, manage performance, use data and communicate with employees.

The Real Challenge: The challenge is not simply understanding the legislation. It is ensuring that the systems and practices behind pay decisions are objective, gender-neutral, consistent, explainable and supported by evidence.

Pay Transparency therefore requires more than salary disclosure. It requires organisations to understand how roles are valued, how work of equal value is identified, how salary structures are built, how pay differences are explained, how decisions are governed and documented, and how managers communicate those decisions with confidence. This is why we approach Pay Transparency as an organisational readiness and implementation challenge - not simply as a compliance exercise.
Dr. Vicky Charalambous 
Bio  
Program number in ERMIS: 687794 (Nicosia )/ 687843 (Limassol) 
Note: HRDA-approved seminars are exempted from VAT for eligible organisations applying for the HRDA subsidy. A 19% VAT will apply to seminars and participants who do not qualify for the HRDA subsidy. 

INTENSIVE PRACTICAL PROGRAMME

  • Equivalent to 18CPDs 
  • 2-Day Training + 4-Hour In-House Consultation
  •  Now in its 3rd Edition

100% HRDA Funded

Fees for the non-HRDA applicant: €1800 per person

*up to 3 participants per company

From Legal Compliance to Organisational Readiness
Designed for HR professionals, business leaders and decision-makers involved in reward, this 100% HRDA-funded programme combines two days of intensive practical learning with a dedicated 4-hour in-house consultation.

Rather than focusing only on legal requirements, the programme connects the full organisational system behind pay decisions: Job Evaluation, Job Architecture, salary bands, internal pay equity, objective reward decisions, governance, data, Performance Management, recruitment, manager capability and employee communication.

Participants do not simply learn what the Directive requires. They practise core methodologies, work through organisational scenarios, use practical tools and identify the priorities that matter most for their own organisation.

The 4-hour in-house consultation then provides the opportunity to apply the learning to the organisation's specific context, readiness level and immediate priorities.

Now in its 3rd edition, the programme is designed for organisations that want to move from awareness to structured preparation - without assuming that every organisation starts from the same point or follows the same implementation timeline.

Seminar Details

Option 1 
Face to Face (Nicosia/Greek) 
Option 2 
Face to Face (Limassol/English) 

*To complete the seminar, attendance at all three sessions is required.

In house Consultation

  • 12 November 2026 - 12 February 2027 
  • Face to Face
  • English & Greek
  • 4 hours tailored session - Personalized for your business priorities
*In coordination with the Company, 4 hours per organization.

What You Will Gain from the Program

THE TRANSPARENCY TOOLBOX

We turn knowledge into practical organisational capability. By the end of the programme, participants will be better equipped to:
  • Understand the Directive in Context — Understand the key Pay Transparency requirements and what they mean for organisational systems, decisions and stakeholder responsibilities.
  • Assess Organisational Readiness — Reflect on current foundations across Job Evaluation, Job Architecture, salary structures, governance, data, recruitment, Performance Management, manager capability and communication.
  • Evaluate Work Objectively — Understand and practise gender-neutral Job Evaluation using the core factors of Skills, Effort, Responsibility and Working Conditions, while distinguishing the role from the individual holding it.
  • Connect Job Value to Pay Structures — Understand how Job Evaluation, Job Architecture and salary bands work together to create a coherent basis for fair and explainable pay decisions.
  • Strengthen Pay Decisions & Governance — Improve the criteria, documentation, approval processes and consistency behind starting salaries, salary reviews, promotions and other reward decisions.
  • Interpret Pay Data More Effectively — Use key metrics, analytical tools and dashboards to identify patterns, explore potential unexplained differences and support evidence-based decision-making.
  • Prepare Managers for Pay Conversations — Build greater confidence in explaining pay and progression decisions, responding to employee questions and handling sensitive conversations consistently.
  • Translate Learning into Action — Identify immediate priorities and develop a practical roadmap for the next stage of the organisation's broader Pay Transparency journey.

Practical Tools & Templates to Support Organisational Application

A key differentiator of the programme is its practical implementation toolkit. Participants receive tools, templates and frameworks that can be adapted to their organisational context, including:
  • Pay Transparency Quick Check™ — a structured self-assessment providing an initial indication of organisational readiness across key Pay Transparency areas.
  • Pay Transparency Readiness Canvas — a concise workshop tool to help participants reflect on current foundations, discuss dependencies and identify implementation priorities.
  • Job Evaluation Framework & Job Value Calculator —to support the structured, gender-neutral assessment of role value.
  • Workforce Architecture Tool — to support role levels, Job Architecture and clearer progression structures.
  • Salary Band Governance Tool — to support consistent management of salary ranges, progression and outliers.
  • Pay Equity Dashboard & Remediation Tool — to support the review of pay patterns, internal equity indicators and potential follow-up actions.
  • New Hire Pay Equity Tool — to support more consistent, objective and evidence-based starting-pay decisions.
  • Implementation Roadmap — to translate learning into realistic priorities, ownership and next steps.
Plus additional practical templates, checklists, case studies and resources used throughout the programme.

Go Beyond Compliance. Build Organisational Readiness.

Who Should Attend

This programme is designed for professionals who influence pay, reward, people, financial or organisational decisions and who will play a role in preparing their organisation for greater Pay Transparency.
It is particularly relevant for:
  • HR Professionals & HR Leaders — CHROs, HR Directors, People & Culture leaders, Reward and Compensation professionals, HR Business Partners and Talent Managers responsible for strengthening reward frameworks, people decisions and organisational readiness.
  • C-Level & Executive Leadership — CEOs, Managing Directors, Board Members and senior leaders who need to understand the governance, organisational and business implications of Pay Transparency and provide clear leadership ownership.
  • Finance, Payroll & Operations Executives — CFOs, Finance Directors, Payroll leaders and COOs involved in compensation structures, budgets, data quality, payroll processes, reporting and reward governance.

Why You Should Attend

  • 100% HRDA-Funded — Participate at zero cost, subject to HRDA eligibility criteria.
  • More Than a Compliance Seminar — Understand how Pay Transparency connects Job Evaluation, Job Architecture, salary structures, governance, data, recruitment, Performance Management, managers and communication.
  • Applied, Not Only Theoretical — Practise core methodologies through real-world scenarios, Job Evaluation exercises, pay-decision cases, analytics and structured implementation activities.
  • Practical Tools You Can Take Back to Work — Use ready-to-adapt frameworks, dashboards, checklists and templates designed to support organisational application after the programme.
  • Dedicated 4-Hour In-House Consultation — Apply the learning to your own organisation, explore selected priorities and clarify realistic next steps based on your current level of readiness.
  • Manager and Leadership Readiness — Address the human side of Pay Transparency by preparing leaders and managers to apply and communicate pay decisions consistently and credibly.
  • Focused & Implementation-Oriented — Build a structured understanding of the end-to-end Pay Transparency journey in two focused days, then deepen organisational application through dedicated consultation.

Program Content 

4-Hour In-House Consultation

4-Hour In-House Consultation

Turning Learning into Practical Organisational Action
The 4-hour in-house consultation is a core part of the programme and enables participants to apply selected learning to their organisation's specific context, maturity level and immediate priorities.

Because organisations differ significantly in readiness, size, systems and existing reward practices, the consultation does not assume that full Pay Transparency implementation can be completed within a fixed timeframe.

The consultation is designed to support practical application, prioritisation and implementation planning. The exact scope will be agreed based on the organisation's needs, information available and current stage of readiness.

Depending on organisational needs, the consultation may include:
  • Current-State Review — Reflecting on existing pay practices, Job Evaluation approaches, salary structures, governance, data and related processes.
  • Priority Setting — Identifying the areas that may require further review, strengthening or development.
  • Framework Application — Applying selected programme tools or frameworks to one agreed organisational priority.
  • Implementation Planning — Translating learning into clear actions, responsibilities, dependencies and priorities.
  • Metrics & Progress — Identifying relevant measures to support implementation and monitor progress.
  • First 90 Days Roadmap — Agreeing realistic short-term priorities and actions that the organisation can progress following the consultation, within the context of its broader implementation journey.

Τι λeνε aτομα που eχουν συμμετaσχει

Σίγουρα δεν ήταν απλώς ένα ακόμη σεμινάριο αλλά μια γεύση από το μέλλον της εργασίας! Οι συζητήσεις και οι δραστηριότητες που περιλάμβαναν συμμετοχή από όλους/ες τους/ις παρευρισκόμενους/ενες ήταν αναζωογονητικές. Επιπλέον, η εκπαιδεύτρια ήταν εξαιρετική και μοιράστηκε πολύτιμες γνώσεις και εμπειρίες.
Κυριακή Σείσου
HR at Telewest Security & Automation

Dr. Vicky Charalambous

Director of People, Culture & Organizational Performance, CARDET
Dr. Vicky Charalambous is a senior Human Resources executive and one of the most highly qualified professionals in the fields of organizational wellbeing, values-based leadership, and Positive Psychology in the workplace. She holds a PhD in Positive Organizational Psychology, a Master’s degree in Organizational and Economic Psychology, and a Bachelor’s degree in International and European Economic Studies. With over 2,500 hours of training experience, she has served as a Lecturer at the European University, is an HRDA (AnAD) certified trainer, and holds international credentials as a Chief Happiness Officer and Chief Wellbeing Officer. Dr. Charalambous is a Fellow and Board Member of the Cyprus Human Resource Management Association (CyHRMA), and represents Cyprus at the European Association for People Management (EAPM). She is also an active research member of the Hellenic Association of Positive Psychology. Professionals know her as the Director of the Institute of Development and the Director of People, Culture & Organizational Performance at CARDET. Her extensive corporate background includes serving as an HR Executive at British American Tobacco, Recruitment & Performance Development Manager at C.A. Papaellinas, and HR Consultant at SHL Hellas. Combining rigorous scientific expertise with deep strategic experience, she designs and implements high-impact interventions that enhance fair human resource management, cultivate corporate culture, and elevate the strategic role of HR in modern organizations.

Support your organization’s transition to Pay Transparency
with strategy, equity, and credibility.

Build your strategy now, long before compliance becomes a crisis. 

Call us at   22002107
Important Note:
Employer Responsibilities and Subsidy Conditions: An employee who registers to participate in an HRDA-subsidized training program, does so with their employers' express agreement to the following conditions:

  • De Minimis HRDA Limit: The employer confirms that their company has not exceeded the de minimis aid limit over the past three years. In the event that the HRDA rejects the subsidy application because the company has exceeded its de minimis limit, the employer is fully responsible for paying the total cost of the training program.
  • Liability for Incomplete Participation: If a registered participant fails to meet the minimum attendance requirements for the HRDA subsidy, or if they leave their company before completing the in-house consultation phase, the employer will be liable for the full cost of the program.
  • Rescheduling Consultations: The in-house consultation meetings may only be rescheduled once according to the trainer's availability.
The programme is offered by CARDET, as a Certified Vocational Training Centre (KEK).
The program has been approved by the HRDA as Vital Importance. Enteprises/Organizations participating with their employees, who satisfy HRDA;s criterial, are entitled to subsidy.