Verified Wage Gap
AENOR, in its commitment to improving the performance of organisations with equal pay, is moving forward with the Pay Gap Verification Statement.
Ensures pay equity and transparency
AENOR, in its commitment to improving the performance of organisations for equal pay, and to supporting compliance with the European Directive on transparency and equal pay that came into force in June 2026, has updated the name of Remuneration Audit Certification to that of "Verified Pay Gap" based on an econometric model (mathematical and statistical). This model, owned by OMD Human Resources Consulting, allows an objective, transparent and neutral understanding of remuneration practice in organizations, identifying possible salary gaps between women and men in positions of equal value, and importantly, the causes that originate them, improving the process and the quality of decision-making.
This solution, which is part of AENOR's set of solutions of the "Promoting Equality" Trust Platform, is based on this Remuneration Audit Diagnosis methodology that responds to current and future legal requirements, both national and international, in terms of Equal Pay.
Equal pay as an object of certification
The transposition, June 2026, of European Directive 2023/970 of the European Parliament and of the Council strengthening the application of the principle of equal pay for men and women for equal work or work of equal value through pay transparency measures and mechanisms for their compliance, establishes new legal requirements, inter alia, those relating to the argument that the pay gap of at least 5% in the average pay level of male and female workers in a given category can be justified on the basis of objective and gender-neutral criteria.
That is why, from AENOR, it makes this "Verified Pay Gap" solution available to organisations as a mechanism to comply with this requirement. Reinforcing the company's action in terms of equal pay provided for in the Equality Plans.
Benefits of Certification
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Reputational impact of anticipating the entry into force of the European Directive in 2026 for compliance with transposition.
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Contribution to SDG 5 and SDG 8 of the 2030 Agenda.
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Generation of trust: the process of independent third-party verification , through the process of verification of compliance with requirements, generates the confidence of stakeholders that the gap reported by the organization is as it says and is less than 5%.
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Differentiation in the market: reinforcement of employer branding (loyalty of internal talent and attraction of external talent), enhancing the image of the employer brand.
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Verification of action in terms of equal pay before the Labour Authority.
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Real and effective commitment to action in favour of equal treatment between women and men.
Verified Pay Gap
This model, owned by OMD Human Resources Consulting, allows for an objective, transparent and neutral understanding of remuneration practice in organisations.
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