Payband Benchmark
From £750 fixed fee
A diagnostic. One role or a small set of roles benchmarked against the market, with a one page report you can put in front of your board.
What you get4 of 27
EU member states met the June 2026 deadline to transpose the Pay Transparency Directive. The rest are landing country by country, each with local additions.
Slovakia, Italy, Lithuania and Malta, as of July 2026
7 June 2027
First gender pay gap reports for employers with 150 or more EU employees, based on 2026 data. The reporting year is already running.
Directive (EU) 2023/970. Employers with 100 to 149 follow by 2031
27 Oct 2026
The UK consultation on equal pay and pay transparency closes, including a proposal to require pay information in job adverts.
Office for Equality and Opportunity, opened 14 July 2026
Three ways to work together
Fixed fees, agreed up front. No day rates.
Payband Build
From £2,500 fixed fee
A project. Pay bands, a benchmarking refresh, or a pay transparency readiness audit, built and handed over with everything documented.
What you getPayband Partner
From £8,000 a year fixed
A retainer. Your reward function on call. Benchmarks, pay review support and transparency compliance through the year.
What you get
This is the deliverable
One page. The recommendation in two sentences at the top, the market evidence underneath, every figure footnoted to its source.
- At least three independent sources per role
- A recommended salary or range you can defend
- Board-ready in five working days
- A recorded video walkthrough you can replay and share with your board (a live call if you prefer)
Every report is built by Kieron Power. Nobody else.
7 years in reward: Marshalls plc, PwC UK, PwC Middle East, Freshfields, and a 2,500-person global law firm's pay transparency programme across 45+ offices. One adviser, not a bench of juniors. More about Kieron or find him on LinkedIn.
Who this is for
The HR director without a reward team
You own pay decisions but not a comp function. Pay review is coming, two people in the same job are paid 20% apart, and the board wants numbers.
Start with a Build: bands you can maintain yourself.The founder or COO making an offer
You are hiring a role you have never priced, or fighting a counter-offer, and the recruiter's number feels like a guess with commission on top.
Start with a Benchmark: £750, five days, evidence.The firm with people in the EU
You have employees in member states, the directive is landing country by country, and nobody owns readiness. The first reports are built on 2026 data.
Start with a readiness audit, traffic-lighted.Recent work
A one-page Managing Director salary benchmark for a CQC-registered NHS provider, triangulating ONS data, NHS pay scales and live market evidence. The board signed off a phased recommendation the same month.
Trained inside Marshalls plc · PwC UK · PwC Middle East · Freshfields · a global law firm's 45-office transparency programme
Questions buyers actually ask
Why not just buy a salary survey subscription?
Surveys give you data. They do not tell you what to pay your Operations Director in your sector at your size, and they cost more than a Benchmark before you have interpreted a single number. You are buying the judgement, footnoted, not another spreadsheet.
We are under 100 employees. Does the transparency agenda even apply to us?
The EU reporting thresholds start at 100 employees, but the right to pay information and the ban on asking salary history apply regardless of size in member states. In the UK, the consultation proposes pay information in job adverts with no size threshold confirmed yet. Small employers who sort their bands now do it cheaply; large ones do it under deadline.
What if we just need one number, fast?
That is exactly what a Benchmark is. One role, at least three independent sources, a recommendation you can act on the same week. Most clients start there and come back for bands later.
Who actually does the work?
Kieron Power. One adviser, doing the work, not a bench of juniors. Seven years in reward across FTSE-listed businesses, Big Four firms and global law firms. The person who reads your brief is the person who builds your report.
What does fixed fee actually mean?
The price is agreed in writing before work starts and it does not move. No day rates, no scope surprises. If the work grows beyond the brief, you get a new fixed quote to approve first.
Ready when you are
Send a short brief: the role, the question or the deadline. You get a fixed quote and a start date by email within one working day. No calls, no chasing.
Send your briefGet the EU Pay Transparency Transposition Tracker
1 tracker. 27 member states. Where each country actually is on transposing the directive, updated as it moves. Free, by email.