Smooth RTI Workflows Backed by Trusted Pay Equity Methodology

Article 7 of the EU Pay Transparency Directive is a requirement that gives workers the right to request information about their individual pay level and the average pay levels — broken down by sex — for workers performing the same work or work of equal value. Employers must respond within two months and cannot limit disclosures to base salary alone.

Under the Directive, the burden of proof in equal pay claims shifts to the employer. If RTI disclosures reveal unexplained gaps, employees have direct grounds for litigation. Conducting a full pay equity analysis through PayParity — and remediating unjustified gaps through R.O.S.A. — ensures every disclosure is backed by defensible, documented compensation decisions.

Trusaic’s certified bi-directional integrations with Workday Extend and SAP SuccessFactors and other leading HCMs allow pay equity data to flow securely from the Trusaic platform into your HCM. Employees access RTI reports natively within existing HR systems — eliminating manual report generation and reducing compliance risk.

Yes. For organizations preferring platform-based access, PayParity® generates and delivers RTI reports directly within the platform. Role-based permissions, full audit trails, and multilingual delivery are available regardless of how reports are distributed.

Yes. PayParity generates RTI reports in all 24 official EU languages, ensuring you meet the Directive’s linguistic requirements without manual translation overhead. Reports can be refreshed regularly to reflect the most current pay data.

RTI requires more than data — employees and representatives can request substantiated explanations for any pay difference. Trusaic’s expert advisory team works alongside your HR and compensation leaders to develop contextual narratives that reflect your pay philosophy, clarify wage-influencing factors, and hold up under legal scrutiny.

Trusaic is fully GDPR-compliant with role-based access controls, data minimization protocols, end-to-end encryption, and complete audit trails for every request and response. For small worker categories where aggregate data creates re-identification risk, configurable thresholds trigger alternative disclosure paths.

Trusaic operates a single, unified methodology across your entire entity structure — ensuring consistent analysis, harmonized reporting, and defensible RTI responses regardless of which country a request originates in. Our platform supports 50+ jurisdictions with continuously updated compliance guidance.

Yes. Nearly three-fourths of our customers have EU Pay Transparency Directive requirements and our client base spans 15+ EU Member States. The most consequential global brands trust us with their pay equity and pay transparency execution, enabling us to drive fair pay decisions for more than seven million employees worldwide.

If you have entities in Member States with earlier transposition timelines, RTI obligations may already apply. Even where national law is not yet in effect, workers in early-adopting jurisdictions shape expectations across the wider organization. Building your RTI infrastructure now ensures you are ready when the obligation lands — not scrambling after it does.