All the answers about the platform, its tools, security and compliance.
The Directive (EU) 2023/970 (10 May 2023) strengthens equal pay between women and men for equal work or work of equal value. It requires pay transparency at hiring, a right of employees to information, and reporting on pay gaps for employers with 100 or more employees, with these gaps justified by objective, gender-neutral criteria.
It is for any organisation wishing to manage its Comp & Ben elements autonomously, ensure traceability and consistency of data across the different modules. The platform adapts to any company size and any level of HR expertise.
No. Each tool is designed with a step-by-step approach. The platform guides the user at every stage and offers optional AI suggestions. Each module also includes an introductory sheet to clearly understand the different stages and key concepts.
No. It covers the full range of Comp & Ben tasks: job title management, career path and salary band definition, job architecture, job description management, job evaluation and reward exercises. It also includes a recruitment, budget and job posting module.
Yes. The platform includes two-factor authentication, AES-256 encryption, secure hosting in Europe, and is designed in compliance with the GDPR: traceability and audit log of decisions, data used only for pay equality purposes. Your data remains your exclusive property at all times.
Yes, at any time and with ease, in Excel, Word or PDF.
The cost of the HR Decision Hub® software combines a fixed subscription (hosting + security + access) and a variable component set per employee and per month. Request a personalised quote.
Yes, optionally. AI proposes, improves and enriches your documents, but does not make any decisions: every decision remains yours and every AI proposal must be validated.
Narratives are available before each module and will be progressively complemented by explanatory videos. In addition, HDH works with a network of HR consultants. A tailored training or consulting offer will be developed according to your needs, on request.
No. Any organisation, whatever its location, can use the platform. It is suitable for international groups with European entities subject to Directive (EU) 2023/970, as well as for organisations outside Europe.
Yes. Hosting is designed for multiple entities and it is recommended to use one instance per country to ensure consistency of methods; a group module can be set up on request.
No. The platform works independently. Data is uploaded via API keys or imported via Excel/CSV file. No technical integration with your HRIS is required, which considerably simplifies implementation. HR Decision Hub® therefore works alongside your HRIS, without replacing it.
Getting started is quick. After creating your account, you can start using the platform immediately.
HR Decision Hub® does not claim to ensure your compliance. However, the majority of scenarios have been anticipated by integrating numerous options and calculation modes, as well as a documented corrective action plan. Reports are planned for the employee, the union, the remuneration committee, the management committee and the auditor. HR Decision Hub® is a decision-support tool: it provides the calculations, analyses and reports you need. It is recommended to seek legal advice to validate your specific obligations.
Yes. The platform is regularly updated according to needs. Under the What's Next section, you are invited to send HR Decision Hub® any improvement suggestions or useful adaptations.
Subscriptions are available for 1 or 3 years, with a discount for the 3-year subscription. Get in touch to discuss the terms suited to your organisation.
Your data remains your exclusive property. You can export it at any time in PDF, Word or Excel, including before the end of your subscription.
Our support team can be reached by email at contact@hrdecisionhub.eu. Response times and service levels are defined in our SLA available on request.
The platform is available in 7 languages (French, English, German, Spanish, Dutch, Italian and Portuguese) and support is provided in French and English.
The platform centralises your sensitive HR data in a secure environment, guarantees data consistency across all tools, helps you structure and document your information for the long term, and lets you work autonomously without external dependency. Your data, your decisions, your property. It also supports salary benchmarking and long-term remuneration management.
HR Decision Hub® was founded by Caroline de Zan, an expert in Compensation & Benefits with more than 25 years of international experience, including 10+ years as a Compensation & Benefits Expert at Banque Internationale à Luxembourg and a role as Global Job Evaluation Director at Arcadis across 30 countries. The platform was born from simple convictions: professional Comp & Ben tools should be accessible to all; HR must today be at the heart of the action and support the business quickly and strategically, while tools handle the calculations and reporting required; finally, data consistency must be guaranteed whatever the reporting or task requested.
The platform was built on field expertise and relies on specialised collaborations in European law, statistics and pay transparency communication. Every tool, every option, every report reflects real practices in job evaluation, career path management and alignment for a solid working basis.
HR Decision Hub® is building a collaboration network with various consultants able to provide implementation support or carry out consulting assignments.
Yes, on request via the contact form or by email at contact@hrdecisionhub.eu.
No. HR Decision Hub® is a registered trademark with EUIPO. HR Decision Hub S.à r.l.-S is an independent company registered in Luxembourg (RCS B306348), with no link to any other products, platforms or companies bearing a similar name, wherever they are located.
Directive (EU) 2023/970 applies to all companies established in the EU, as well as to European subsidiaries of international groups. Reporting obligations apply from 100 employees unless national transposition provides otherwise, with variable frequency depending on company size. Source : Directive (EU) 2023/970, Articles 2, 9 and 19.
Directive (EU) 2023/970 requires Member States to lay down a regime of effective, proportionate and dissuasive penalties. The exact modalities depend on transposition in each country. Source : Directive (EU) 2023/970, Article 23.
The Directive adopts a broad definition of remuneration: the ordinary basic or minimum wage or salary and any other consideration, whether paid directly or indirectly, in cash or in kind, by an employer to a worker by reason of the worker's employment. It therefore covers fixed components, variable components and benefits. HR Decision Hub® reflects this definition by breaking down remuneration into base, bonus and benefits (Base, Bonus and Benefits Details add-ons, and Total Compensation), to compare what is comparable, element by element. Source : Directive (EU) 2023/970, Article 3.
The Directive is based on the principle of 'equal work, equal value'. An objective and gender-neutral criterion relates to the work itself: skills, effort, responsibility and working conditions. The Directive requires that pay gaps be justified exclusively on such criteria, applied in a non-discriminatory manner. Source : Directive (EU) 2023/970, Article 4.
The Directive requires several indicators of the gender pay gap. HR Decision Hub® automatically calculates all these indicators, category by category, including the 5% threshold triggering a joint pay assessment when a gap is not justified and not corrected within six months. The indicators include in particular the average and median remuneration broken down by sex and category. Source : Directive (EU) 2023/970, Articles 9 and 10(1).
Job evaluation is a structured method for positioning the relative value of jobs within an organisation based on objective criteria. It is the foundation of a defensible pay policy and is explicitly required by Directive (EU) 2023/970 to justify pay gaps. Source : Directive (EU) 2023/970, Article 4.
A pay gap is justifiable if it is based exclusively on documented objective and gender-neutral criteria: skills, effort, responsibility, working conditions. HR Decision Hub® provides the tools to structure, document and collect such justifications. Source : Directive (EU) 2023/970, Article 4.
Yes. The platform adapts to any organisation size. Companies will find an accessible and guided tool.
Yes. The Directive requires that pay or a pay range be communicated before recruitment. The platform makes it possible to calculate, document and consult these pay ranges by job and level, based on objective criteria. Source : Directive (EU) 2023/970, Article 5.
Every worker has the right to receive their own pay level and the average pay level, broken down by sex, for the category performing the same work or work of equal value. HR Decision Hub® generates the individual reports needed to answer these requests in a structured and traceable way. As a reminder: employers must inform all workers, once a year, of their right to receive this information and of the steps they must take to exercise that right. Source : Directive (EU) 2023/970, Article 7.
An average pay gap of at least 5% between female and male workers, not justified by objective gender-neutral criteria and not corrected within six months, triggers a joint pay assessment in cooperation with workers' representatives. HR Decision Hub® identifies these gaps, helps document them and produces the elements needed for this assessment. Source : Directive (EU) 2023/970, Article 10(1).
The platform provides pay ranges, documented remuneration criteria and consistent justification elements. Managers thus have a solid and uniform basis for their discussions with teams about pay decisions.
Yes. HR Decision Hub® includes an audit report that keeps a history of the decisions made by the user.
Excel cannot guarantee consistency of data across different HR exercises, traceability, or reliability of calculations over time. HR Decision Hub® centralises all remuneration data, job classification data and all job-related information in a secure environment, with master data logic: a single source of truth for all your Comp & Ben work. HR Decision Hub® is pay transparency software and a remuneration management tool designed to replace scattered Excel files with a structured and traceable remuneration policy.
Equal pay is the fundamental principle: equal remuneration for equal work or work of equal value, without gender discrimination. This principle has existed in European law since the Treaty of Rome and is enshrined in Article 157 of the Treaty on the Functioning of the European Union. Pay transparency is the mechanism that makes it effective: making remuneration data visible, documenting the criteria used and publishing pay gaps, so that discrimination can be detected and corrected. Directive (EU) 2023/970 does not create a new right to equality. It strengthens the mechanisms to ensure its application. HR Decision Hub® operates at the transparency level: it structures, calculates and documents. The legal compliance analysis is a matter for the employer's own counsel. Source: Directive (EU) 2023/970, Article 1 and Recital 11.
Yes. A classification stemming from a collective bargaining agreement can form the basis of a remuneration structure compliant with the Directive, provided it relies on objective and gender-neutral criteria: skills, effort, responsibilities and working conditions. The Directive nonetheless reminds that any classification method, whatever its source, must be applied with gender-neutral vigilance. Recital 31 explicitly introduces the notion of gender stereotypes and structural undervaluation of jobs predominantly held by women. Whichever method is chosen, the approach must actively exclude this bias. HR Decision Hub® allows, in particular, the visualisation of the female/male distribution by category of workers, which can help detect an unbalanced concentration in certain career paths. Source: Directive (EU) 2023/970, Article 4(4) and Recital 31.
Workers' representatives refer, depending on the country, to the CSE in France, the staff delegation in Luxembourg, the works council in Belgium or any equivalent body under national law. The Directive uses this generic term to cover all such bodies. They are involved at four levels: - Data protection: where the disclosure of information could identify a worker individually, Member States may decide that only workers' representatives, the labour inspectorate or the equality body have access to such data. They then advise workers on their rights without disclosing individual remuneration. - Reporting: they have access to the methods applied by the employer to compile the remuneration data. - Joint assessment: if an average gap of at least 5% is not justified and not corrected within six months, the joint assessment is carried out in cooperation with them. - Corrective measures: the implementation of the corrective action plan is carried out in close cooperation with them. HR Decision Hub® produces the data and reports required for these exchanges, in a structured and traceable format. Source: Directive (EU) 2023/970, Articles 9, 10, 12 and Recital 43.
The practice of adjusting salaries based on location exists, notably in the United States, without a uniform approach: some employers rely on the place of work, others on the employee's place of residence, with very different logics and results. Directive (EU) 2023/970 does not explicitly cite location as an objective justification criterion. The recognised criteria are skills, effort, responsibilities and working conditions. Location could be linked to the latter notion, but this interpretation remains subject to national case law that is still being built. Whatever the employer's decision to include or not location in the pay structure, if this criterion is retained, HR Decision Hub® strongly recommends tracing it, being able to explain it and establishing clear, consistent, justifiable and defensible governance around it. Source: Directive (EU) 2023/970, Article 4(4). Note: applying location as a justification criterion is a matter of interpretation and national case law.
The question of the "best" is a matter of value judgement. Here is what HR Decision Hub® can assert. Where HDH stands out is in the fact that it provides, in a single software, complete management of all the steps upstream and downstream of the pay transparency exercise, to ensure a clear, governed, defensible and sustainable situation. HDH deliberately offers a guided methodology and thus allows implicit training of the user through the choices to be made, while helping them to understand and integrate the different phases of the exercise. The platform also supports the implementation of governance to ensure sustainability, and, through the data path and various features, helps to collaborate transparently with auditors, any authority, or the employee raising questions. It is not only remuneration that is transparent: the entire process is. HDH wants knowledge and decision-making to remain in the user's hands at all times, and offers many choices at each step of the methodological journey. Data is not trapped in software from which one cannot break free. Too often, the user falls victim to this kind of trap. HDH, in contrast, offers an environment of trust where the client wants to come back rather than being forced to. Finally, because transparency is everyone's business, HDH designed its pricing to be accessible to very small as well as very large companies, considering a fixed base to cover hosting, security and access costs common to all, and a per-employee fee that is degressive through economies of scale.
The choice depends on the organisation's degree of maturity and the tools already in place, in order to avoid duplication in terms of update work and cost. HR Decision Hub® is deliberately positioned at a very affordable cost. The platform offers the complete suite of elements needed to clarify the pay structure, governance, and provide a concrete answer to the pay transparency exercise. HDH is the only – or one of the very few – software solutions to offer the possibility of starting from the beginning: working on job titles, career ladders and job architecture, before even addressing the gap analysis. This is a fundamental difference for organisations that do not yet have a solid base.