Start
Select a country
Click the map or use the country picker when the employer has people there.
View mapPay transparency • pay equity • world map
Pay Equity TrackerStart with the country. Then decide what to do.
A practical ACLASA map for pay transparency and pay equity. It shows countries with active rules, countries in transition and countries that need monitoring, without making the client dig through a long list first.
How to read this: green means the local file is ready; amber means a priority country brief; blue means monitored rules; violet and charcoal mean active non-EU logic.
Country map
A map for the first client conversation.
01see where a rule already matters
02open a short employer brief
03export the same data to XLSX
Tracker flow
Start with country, then act
The map is the entry point. The process below shows what happens after a country is selected.
Then
Read employer impact
Check status, deadlines, employee rights, reporting duties and source confidence.
Next
Open local material
Use local-language country pages when the employer needs country-specific action.
Country libraryFinish
Export planning data
Download the tracker when HR, legal, reward or payroll need a shared worklist.
Export XLSXGlobal country map
A real world map first, country details second
Use the map the way people naturally think about global work: click a country, see what is in force, what is coming and what the employer needs to prepare.
Loading the world map...
CSRD and pay-gap reporting
One reporting spine for CSRD, employee requests and country duties
ACLASA connects pay transparency, ESRS S1 remuneration metrics, hourly remuneration, employee information requests and global country reporting in one operating model.
Sustainability reporting needs payroll-grade evidence
Pay gap and remuneration-ratio outputs use controlled populations, components, periods and approvals.
EU requests need a clear answer process
Workers need written, accessible information without exposing another person’s pay.
Explanations must be objective and documented
ACLASA separates defensible factors from salary history, negotiation power and historical titles.
Correct pay and hours data decides credibility
Payroll reconciles pay codes, hours, FTE, retro corrections and exclusions before reports or responses go out.
Employer story
What clients see in the first minute
Where are we exposed?
See which countries are already in force, which are moving through legislation and which need immediate data preparation.
What must change in hiring?
Salary-range communication, salary-history bans and neutral job ads are shown as concrete actions, not legal jargon.
How do we classify work?
ACLASA keeps the sequence stable: work evidence, objective evaluation, equal-value category, ACLASA band, ISCO/ESCO context and country rules.
Can we evidence it?
Every country card carries official sources, status, deadlines, local language text and an English export layer.
Filter the tracker
Find the country, risk or readiness state
The list uses the same data as the map and export. Use it when you need sources, deadlines and the detailed employer checklist.
Loading tracker data...
ACLASA core method
3,173 role profiles. One method across TalentAccess and ACLASA.
The country tracker uses the same logic as the ACLASA and TalentAccess methodology catalog: describe the work, compare it through factors, assign the band, then connect the right country rule.