EU pay transparency is in force - first reports from June 2027
HR Intelligence You Can Defend.
Sixteen statutory obligations, four jurisdictions and every piece of evidence behind them, on one anonymous-by-design data spine. Vero watches all of it continuously, recalculating your exposure and flagging drift before it turns critical. The complexity does not go away. It stops being yours to carry in your head.
Built by HR practitioners,for HR practitioners
The running platform. Your Index, what is holding it up, and what is pulling it down.
One System, Not Twelve
Complexity In. Clarity Out.
Most HR functions carry the same load across a drawer of disconnected tools - a spreadsheet for the gap, an inbox for the case, a shared folder for the policy, a calendar reminder somebody set two years ago and nobody has inherited. Vero holds all of it in one place, so the work of keeping track stops competing with the work of doing the job.
One place instead of twelve
Job architecture, pay, policy, safety and employee relations are not five products here. They are five views of the same organisation, which is why a figure in a board pack and the same figure in a tribunal bundle cannot disagree with each other.
Opens on what needs you today
Your brief leads with what is due, what has slipped and what has changed, each item one click from the evidence beneath it. Nothing that matters sits waiting quietly in a system nobody thought to open.
Looked up, not reconstructed
When was this decided, by whom, and on what basis? The answer is retrieved in a moment rather than assembled over a fortnight from three mailboxes and a departed colleague's spreadsheet.
Nothing to run, nothing to chase
Cloud-native and always current, with scoring that recomputes continuously rather than overnight. What you are looking at is the position now, not the position as at the last export.
Sanity in the system is the point. Everything else on this page is how it is built.
Illustrative
Your Vero Index
One Score for How Protected You Are
Every compliance scorecard rolls into a single grade out of 100, updated daily. It is the clearest expression of the promise behind the platform: good compliance practice is not box-ticking, it is protection you can measure. Every module you keep in good order lifts the Index, and a strong, sustained Index is the most defensible position you can be in on the day somebody asks you to prove it.
Weighted by what is at stake
Higher-stakes duties carry more weight, so the Index reflects real exposure rather than a flattering average.
Capped by your weakest link
Critical failings cap the headline grade, and the more of them there are the harder that ceiling bites - so a serious gap can never hide beneath strong scores elsewhere.
Trended and timestamped
Recorded every day, so compliance health becomes durable, audit-ready evidence over time rather than a snapshot taken the week somebody asked.
Graded A to E. The stronger and steadier it runs, the greater your protection - and the cleaner the data spine everything else reads from.
Compliance
Are We Meeting Our Obligations - and Can We Prove It?
Every module here answers to a specific legal or regulatory duty, with a defined standard and a known enforcement body. The risk is bounded, the rules are external and fixed, and the value is assurance. These scorecards are reassuring by design: green means you are safe and your evidence is in order.
Gender Pay Gap Reporting
Gender Pay Gap Information Act 2021 · UK GPG Regulations 2017
Statutory gap calculation, narrative and export - ready to file and ready to defend.
Work of Equal Value
EU Pay Transparency Directive · Employment Equality Acts
Compares roles of equal value and evidences any pay difference with a rationale that holds.
Pay Transparency
Directive (EU) 2023/970 · in force · first reports due June 2027
Prepares the disclosures, pay-range logic and joint assessments the Directive requires, against a reporting reference period that is already running.
Policy & Contract Compliance
Written-statement and policy duties · IE / UK / US
Tracks mandatory policy coverage, currency and the contractual documents each jurisdiction demands.
Health & Safety
Safety, Health and Welfare at Work Act 2005 · RIDDOR · OSHA
Risk-assessment currency and incident reporting, scored both proactively and reactively.
Report Centre
Accountability and record-keeping · GDPR Article 5(2)
Assembles a board-grade pack from across the platform, every figure locked to what the module showed at generation - so a pack can still be defended long after the numbers have moved on.
Also covered, on the same spine
- Vacancy Pay Disclosure - EU Pay Transparency Directive, Article 5
- Employment Tenure - Fixed-term, part-time and continuous-service protections
- Working Time - Organisation of Working Time Act 1997 · Working Time Regulations 1998
- Work Authorisation - Right-to-work checks and immigration law
- Cross-Border & Mobility - Posted workers · social-security coordination · A1 cover
- Employee Relations - Fair-process and record-keeping obligations
- Data Requests - GDPR Articles 15-22
- Records of Processing - GDPR Article 30
- Vendor Manager - GDPR Articles 28 and 30(2) · contract renewal control
- Compliance Calendar - Statutory filing and renewal deadlines
Your Working Week
Where the Work Actually Gets Managed.
Compliance is what an HR function is judged on. Running the function is what fills the week - the action arising from a case, the commitment made in a 1:1, the renewal nobody has picked up, the objective last looked at in January. Vero holds that work on the same spine as the evidence it belongs to, so the task and the thing it is about are never in two different systems.
Task Centre
Every action in one queue, with an owner, a priority and a due date, worked from a board your team shares. A task raised anywhere in the platform - a case milestone, a permit expiry, an equal-value review - arrives already linked to what raised it.
Vero Compass
Strategic pillars, then time-boxed objectives and key results that ladder up to them, with progress read live from the platform rather than re-typed into a slide.
Vero Cadence
Runs 1:1s and team huddles so commitments made in conversation land in the Task Centre, and anything still open carries into the next conversation on its own.
Vero Pathways
Models a move from one role to another, shows the competency gap between them and builds the development plan - for promotion and succession conversations.
Not a to-do list bolted on beside the platform. The work sits next to the evidence it came from, which is the only reason it stays current.
Attributed by necessity. Unlike the anonymous-by-design default, the 1:1 and development records here are about named individuals - a 1:1 note is a conversation between two people, and a development plan belongs to someone. They sit inside the same role-based access controls, audit trail and retention discipline as everything else, but they are a deliberate, documented exception to anonymity rather than an oversight.
Where We Are Deepest
Four Rulebooks, Not One
Employment law, data protection and reporting duties differ by jurisdiction, and treating them as a single framework is how exposure gets missed. Vero holds each to its own law, and says so plainly where they diverge.
Ireland
Home ground
Irish employment law is not a localisation here. It is the ground the platform was designed on, by practitioners who have prepared the file, sat in the room and answered the questions.
- Gender Pay Gap Information Act 2021 - calculation, narrative and the published statement
- Employment Equality Acts 1998-2015 - the nine grounds, like work and equal value
- Organisation of Working Time Act 1997 - hours, rest, annual leave and public holidays
- Safety, Health and Welfare at Work Act 2005 - risk assessment and incident duties
- Data Protection Act 2018 with GDPR - access requests, Article 30, DPIAs
- The WRC and the Labour Court - the forum every record ultimately has to survive
European Union
In force - first reports 2027
Pay transparency is the largest change to European pay practice in a generation. Transposition fell due in June 2026 and the first reports follow in June 2027, drawn from pay data your organisation is generating now. A pay equity position cannot be retrofitted once the reference period has closed.
- Directive (EU) 2023/970 - transposition due June 2026; first reports June 2027 for 150+ employees, June 2031 for 100-149
- Equal pay for work of equal value, assessed on the work rather than the job title
- GDPR - minimisation and purpose limitation, Articles 15-22, 28, 30 and 35
- Posted workers and social-security coordination, including A1 cover
United Kingdom
In force today
A separate regime since Brexit, not a variant of the EU one. The reporting duties bite now, and the penalties for the immigration ones are immediate.
- Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 - snapshot and six measures
- Working Time Regulations 1998, including the 48-hour average and the individual opt-out
- Employment Rights Act 1996 - the written statement of particulars
- Right-to-work checks and the civil penalty regime for illegal working
- RIDDOR 2013, and UK GDPR under the Data Protection Act 2018
United States
Supported
Held deliberately narrower than the other three. Federal plus fifty states is not a depth claim that survives a first conversation, so we do not make one.
- Federal reporting - EEO-1 component data and OSHA injury and illness records
- State pay transparency laws, which now differ materially from one state to the next
- We will tell you where the pack stops before you buy, not afterwards
Further jurisdictions onboard as governed statutory packs - drafted, reviewed and versioned like the four above. Never a configuration flag and a hopeful label.
What We Hold To
Four Commitments. Applied to Everything.
These hold across every module on this page, and they are the reason the work stands up when somebody examines it.
Anonymous by Design
Headcount and anonymous data points are the default. Names stay masked unless an administrator deliberately reveals them, and every reveal is logged as an audited access to personal data.
Cohort-Gated
Nothing surfaces below a minimum group size. Small populations are banded or suppressed entirely, so no individual can be re-identified from an aggregate figure.
Defensible by Default
Every material action is timestamped, attributable and tamper-evident. Outputs are built on the assumption that they will one day be scrutinised.
Governed Access
Sensitive lenses stay locked behind a cleared DPIA under GDPR Article 35 and a per-user grant, and are simply hidden until that governance is in place.
What Vero Is For
Five Problems HR Cannot Currently Answer
Everything above exists because of these five. Each is set out in full on a page of its own - what it looks like from the inside, what it costs for as long as it goes unaddressed, and the questions you should be able to answer today.
The Burden of Proof
The decision may have been sound. The record no longer shows why.
The Pay Black Box
The deadline has passed. The question is whether you can explain the number when you are asked.
The Blind Spot
Risk arrives as a claim, a resignation or an audit finding. Almost never as a warning.
The Privacy Trade-off
You hold more than you should, because that appeared to be the price of knowing anything at all.
The Silo Problem
Pay, policy, safety and employee relations each have a tool. None of them has the picture.
Most organisations recognise all five. They rarely arrive one at a time.
See It Against Your Own Workforce
Thirty minutes, your jurisdictions, your obligations - and an honest read on where the evidence is thin. No pack to sit through first.