{"id":3713,"date":"2026-09-18T09:16:02","date_gmt":"2026-09-18T07:16:02","guid":{"rendered":"https:\/\/amberaxis.lt\/?page_id=3713"},"modified":"2026-10-01T15:37:17","modified_gmt":"2026-10-01T13:37:17","slug":"pay-transparency","status":"publish","type":"page","link":"https:\/\/amberaxis.lt\/lt\/business-services\/pay-transparency\/","title":{"rendered":"Atlygio skaidrumo \u012fgyvendinimas"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-page\" data-elementor-id=\"3713\" class=\"elementor elementor-3713\">\n\t\t\t\t<div class=\"elementor-element elementor-element-0000e81 e-con-full e-flex e-con e-parent\" data-id=\"0000e81\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-0006587 elementor-widget elementor-widget-html\" data-id=\"0006587\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"html.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>\n.aa-svc{font-family:Poppins,\"Helvetica Neue\",Arial,sans-serif}\n.aa-svc p{margin:0;text-wrap:pretty}\n.aa-svc a{text-decoration:none}\n.aa-svc a:hover{opacity:.9}\n.aa-svc .aa-px{padding-left:max(100px,calc((100% - 1120px) \/ 2))!important;padding-right:max(100px,calc((100% - 1120px) \/ 2))!important}\n.aa-svc a[style*=\"padding: 17px 40px\"]{padding:12px 30px!important}\n@media (max-width:1024px){\n .aa-svc .aa-px{padding-left:40px!important;padding-right:40px!important}\n .aa-svc .aa-g3,.aa-svc .aa-g4{grid-template-columns:repeat(2,minmax(0,1fr))!important}\n}\n@media (max-width:767px){\n .aa-svc .aa-px{padding-left:20px!important;padding-right:20px!important}\n .aa-svc .aa-hero{padding-top:64px!important;padding-bottom:56px!important}\n .aa-svc .aa-sec{padding-top:56px!important;padding-bottom:56px!important}\n .aa-svc .aa-g2,.aa-svc .aa-g3,.aa-svc .aa-g4{grid-template-columns:1fr!important}\n .aa-svc h1{font-size:34px!important}\n .aa-svc h2{font-size:28px!important}\n .aa-svc .aa-cta{flex-direction:column!important;align-items:flex-start!important;padding:32px 24px!important}\n .aa-svc .aa-card{padding:28px 24px!important}\n .aa-svc .aa-step{gap:20px!important}\n .aa-svc .aa-hero a{white-space:nowrap}\n .aa-svc a[style*=\"padding: 17px 40px\"]{padding:11px 24px!important;font-size:14px!important}\n .aa-svc .aa-hero div[style*=\"gap: 24px\"]{flex-wrap:wrap;gap:16px 20px!important}\n}\n.aa-faq summary{list-style:none;cursor:pointer;display:flex;justify-content:space-between;align-items:center;gap:24px;outline:none}\n.aa-faq summary::-webkit-details-marker{display:none}\n.aa-faq summary:focus-visible h3{text-decoration:underline;text-underline-offset:4px}\n.aa-faq summary:hover h3{color:#B99A45!important}\n.aa-faq h3{transition:color .2s}\n.aa-faq .aa-ico{flex-shrink:0;width:30px;height:30px;border:1px solid #B99A45;border-radius:50%;position:relative}\n.aa-faq .aa-ico::before,.aa-faq .aa-ico::after{content:\"\";position:absolute;left:50%;top:50%;width:12px;height:1.5px;background:#B99A45;transform:translate(-50%,-50%);transition:transform .25s,opacity .25s}\n.aa-faq .aa-ico::after{transform:translate(-50%,-50%) rotate(90deg)}\n.aa-faq[open] .aa-ico::after{transform:translate(-50%,-50%) rotate(0);opacity:0}\n.aa-faq[open] .aa-ico{background:rgba(185,154,69,.08)}\n.aa-faq .aa-ans{padding-top:14px;animation:aaFade .25s ease}\n@keyframes aaFade{from{opacity:0;transform:translateY(-4px)}to{opacity:1;transform:none}}\n<\/style>\n\n<div class=\"aa-svc\" style=\"background: #000000; color: #E6E6E6; font-size: 16px; line-height: 1.7;\"><div class=\"aa-px aa-hero\" style=\"display: flex; flex-direction: column; gap: 28px; padding: 120px 100px 96px 100px; border-bottom: 1px solid #2C3338;\"><div style=\"display: flex; align-items: center; gap: 14px;\"><div style=\"width: 40px; height: 1px; background: #B99A45;\"><\/div><div style=\"color: #B99A45; font-size: 13px; font-weight: 500; letter-spacing: 0.18em; text-transform: uppercase;\">EU Pay Transparency<\/div><\/div><h1 style=\"margin: 0; max-width: 900px; color: #FFFFFF; font-size: 56px; line-height: 1.15; font-weight: 700;\">EU Pay Transparency Directive \u2014 get your pay structure ready before you have to explain it<\/h1><p style=\"max-width: 720px; color: #C9C9C9; font-size: 19px; line-height: 1.75;\">We support your organisation in preparing for and implementing EU pay transparency requirements, helping you build a fair, structured and compliant compensation framework.<\/p><div style=\"display: flex; align-items: center; gap: 24px; margin-top: 8px;\"><a href=\"https:\/\/amberaxis.lt\/contact\/\" style=\"display: inline-block; padding: 17px 40px; background: #B99A45; color: #FFFFFF; font-size: 15px; font-weight: 500; border-radius: 30px;\">Check if the rules reach you<\/a><a href=\"https:\/\/amberaxis.lt\/business-services\/\" style=\"display: inline-flex; align-items: center; gap: 10px; color: #E6E6E6; font-size: 15px;\">\n        See all business services\n        <svg width=\"16\" height=\"16\" viewBox=\"0 0 24 24\" fill=\"none\" stroke=\"#B99A45\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><path d=\"M5 12h14\"><\/path><path d=\"m12 5 7 7-7 7\"><\/path><\/svg><\/a><\/div><\/div><div class=\"aa-px aa-sec\" style=\"padding: 72px 100px; border-bottom: 1px solid #2C3338;\"><p style=\"max-width: 980px; color: #C9C9C9; font-size: 18px; line-height: 1.8;\">Most companies do not have a pay problem they know about \u2014 they have a pay structure nobody has ever had to explain. The new rules change that: salaries become comparable, differences become visible, and employees gain the right to ask. The work is easier done calmly, in advance, than under a deadline or a complaint.<\/p><\/div><div class=\"aa-px aa-sec\" style=\"display: flex; flex-direction: column; gap: 44px; padding: 96px 100px 96px 100px;\"><h2 style=\"margin: 0; color: #FFFFFF; font-size: 36px; font-weight: 600; line-height: 1.25;\">What you get<\/h2><div class=\"aa-g2\" style=\"display: grid; grid-template-columns: repeat(2, minmax(0, 1fr)); gap: 24px;\"><div class=\"aa-card\" style=\"display: flex; flex-direction: column; gap: 14px; padding: 36px; background: #121212; border: 1px solid #2C3338;\"><svg width=\"26\" height=\"26\" viewBox=\"0 0 24 24\" fill=\"none\" stroke=\"#B99A45\" stroke-width=\"1.5\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><path d=\"M12 3v18\"><\/path><path d=\"M5 7h14\"><\/path><path d=\"m5 7-3 6h6z\"><\/path><path d=\"m19 7-3 6h6z\"><\/path><\/svg><h3 style=\"margin: 0; color: #FFFFFF; font-size: 19px; font-weight: 600;\">Compensation system assessment<\/h3><p style=\"color: #B4B4B4; font-size: 15px; line-height: 1.75;\">Evaluation of your current salary structure, internal fairness and external competitiveness.<\/p><\/div><div class=\"aa-card\" style=\"display: flex; flex-direction: column; gap: 14px; padding: 36px; background: #121212; border: 1px solid #2C3338;\"><svg width=\"26\" height=\"26\" viewBox=\"0 0 24 24\" fill=\"none\" stroke=\"#B99A45\" stroke-width=\"1.5\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><path d=\"M14 2H6a2 2 0 0 0-2 2v16a2 2 0 0 0 2 2h12a2 2 0 0 0 2-2V8z\"><\/path><path d=\"M14 2v6h6\"><\/path><path d=\"M9 14h6\"><\/path><path d=\"M9 18h4\"><\/path><\/svg><h3 style=\"margin: 0; color: #FFFFFF; font-size: 19px; font-weight: 600;\">Pay policy design<\/h3><p style=\"color: #B4B4B4; font-size: 15px; line-height: 1.75;\">A clear, structured compensation policy aligned with your business strategy and organisational culture.<\/p><\/div><div class=\"aa-card\" style=\"display: flex; flex-direction: column; gap: 14px; padding: 36px; background: #121212; border: 1px solid #2C3338;\"><svg width=\"26\" height=\"26\" viewBox=\"0 0 24 24\" fill=\"none\" stroke=\"#B99A45\" stroke-width=\"1.5\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><path d=\"M12 22s8-4 8-10V5l-8-3-8 3v7c0 6 8 10 8 10z\"><\/path><path d=\"m9 12 2 2 4-4\"><\/path><\/svg><h3 style=\"margin: 0; color: #FFFFFF; font-size: 19px; font-weight: 600;\">Compliance readiness<\/h3><p style=\"color: #B4B4B4; font-size: 15px; line-height: 1.75;\">Identification of gaps and risks in relation to EU pay transparency requirements.<\/p><\/div><div class=\"aa-card\" style=\"display: flex; flex-direction: column; gap: 14px; padding: 36px; background: #121212; border: 1px solid #2C3338;\"><svg width=\"26\" height=\"26\" viewBox=\"0 0 24 24\" fill=\"none\" stroke=\"#B99A45\" stroke-width=\"1.5\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><path d=\"M3 11v2a1 1 0 0 0 1 1h3l7 5V5L7 10H4a1 1 0 0 0-1 1z\"><\/path><path d=\"M18 9a4 4 0 0 1 0 6\"><\/path><\/svg><h3 style=\"margin: 0; color: #FFFFFF; font-size: 19px; font-weight: 600;\">Communication and alignment<\/h3><p style=\"color: #B4B4B4; font-size: 15px; line-height: 1.75;\">Support in preparing internal communication and aligning stakeholders on the key changes.<\/p><\/div><div class=\"aa-card\" style=\"display: flex; flex-direction: column; gap: 14px; padding: 36px; background: #121212; border: 1px solid #2C3338;\"><svg width=\"26\" height=\"26\" viewBox=\"0 0 24 24\" fill=\"none\" stroke=\"#B99A45\" stroke-width=\"1.5\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><path d=\"M3 20h5v-5\"><\/path><path d=\"M9.5 14.5h5v-5\"><\/path><path d=\"M16 9h5V4\"><\/path><\/svg><h3 style=\"margin: 0; color: #FFFFFF; font-size: 19px; font-weight: 600;\">Implementation support<\/h3><p style=\"color: #B4B4B4; font-size: 15px; line-height: 1.75;\">Guidance in applying the new compensation framework across roles, processes and leadership practices.<\/p><\/div><\/div><\/div><div class=\"aa-px\" style=\"display: flex; flex-direction: column; gap: 40px; padding: 0px 100px 96px 100px;\"><h2 style=\"margin: 0; color: #FFFFFF; font-size: 36px; font-weight: 600; line-height: 1.25;\">Who should be looking at this now<\/h2><div class=\"aa-g2\" style=\"display: grid; grid-template-columns: repeat(2, minmax(0, 1fr)); gap: 20px 56px;\"><div style=\"display: flex; gap: 16px; align-items: flex-start; padding-bottom: 20px; border-bottom: 1px solid #2C3338;\"><svg width=\"20\" height=\"20\" viewBox=\"0 0 24 24\" fill=\"none\" stroke=\"#B99A45\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\" style=\"flex-shrink: 0; margin-top: 4px;\"><path d=\"M20 6 9 17l-5-5\"><\/path><\/svg><p style=\"color: #D4D4D4; font-size: 16px;\">Every employer, whatever its size \u2014 smaller companies also need to review their pay structure, or put one in place for the first time<\/p><\/div><div style=\"display: flex; gap: 16px; align-items: flex-start; padding-bottom: 20px; border-bottom: 1px solid #2C3338;\"><svg width=\"20\" height=\"20\" viewBox=\"0 0 24 24\" fill=\"none\" stroke=\"#B99A45\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\" style=\"flex-shrink: 0; margin-top: 4px;\"><path d=\"M20 6 9 17l-5-5\"><\/path><\/svg><p style=\"color: #D4D4D4; font-size: 16px;\">Organisations where salaries have been agreed case by case, without a structure behind them<\/p><\/div><div style=\"display: flex; gap: 16px; align-items: flex-start;\"><svg width=\"20\" height=\"20\" viewBox=\"0 0 24 24\" fill=\"none\" stroke=\"#B99A45\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\" style=\"flex-shrink: 0; margin-top: 4px;\"><path d=\"M20 6 9 17l-5-5\"><\/path><\/svg><p style=\"color: #D4D4D4; font-size: 16px;\">Companies where pay differences exist for historical reasons nobody has revisited<\/p><\/div><div style=\"display: flex; gap: 16px; align-items: flex-start;\"><svg width=\"20\" height=\"20\" viewBox=\"0 0 24 24\" fill=\"none\" stroke=\"#B99A45\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\" style=\"flex-shrink: 0; margin-top: 4px;\"><path d=\"M20 6 9 17l-5-5\"><\/path><\/svg><p style=\"color: #D4D4D4; font-size: 16px;\">International groups that must report consistently across several countries<\/p><\/div><\/div><\/div><div class=\"aa-px aa-sec\" style=\"display: flex; flex-direction: column; gap: 48px; padding: 96px 100px; background: #0A0A0A; border-top: 1px solid #2C3338; border-bottom: 1px solid #2C3338;\"><div style=\"display: flex; flex-direction: column; gap: 14px;\"><h2 style=\"margin: 0; color: #FFFFFF; font-size: 36px; font-weight: 600; line-height: 1.25;\">How we work<\/h2><\/div><div style=\"display: flex; flex-direction: column; gap: 0;\"><div class=\"aa-step\" style=\"display: flex; gap: 40px; align-items: flex-start; padding: 30px 0; border-bottom: 1px solid #2C3338;\"><div style=\"flex-shrink: 0; width: 64px; color: #B99A45; font-size: 34px; font-weight: 300; line-height: 1;\">01<\/div><div style=\"display: flex; flex-direction: column; gap: 8px;\"><h3 style=\"margin: 0; color: #FFFFFF; font-size: 20px; font-weight: 600;\">Where you stand<\/h3><p style=\"max-width: 760px; color: #B4B4B4; font-size: 16px;\">We establish which obligations apply to your company and when \u2014 so the rest of the work has a real deadline attached to it.<\/p><\/div><\/div><div class=\"aa-step\" style=\"display: flex; gap: 40px; align-items: flex-start; padding: 30px 0; border-bottom: 1px solid #2C3338;\"><div style=\"flex-shrink: 0; width: 64px; color: #B99A45; font-size: 34px; font-weight: 300; line-height: 1;\">02<\/div><div style=\"display: flex; flex-direction: column; gap: 8px;\"><h3 style=\"margin: 0; color: #FFFFFF; font-size: 20px; font-weight: 600;\">Assessment<\/h3><p style=\"max-width: 760px; color: #B4B4B4; font-size: 16px;\">We review the existing pay structure: how roles are grouped, what drives differences, and whether those reasons hold up when written down.<\/p><\/div><\/div><div class=\"aa-step\" style=\"display: flex; gap: 40px; align-items: flex-start; padding: 30px 0; border-bottom: 1px solid #2C3338;\"><div style=\"flex-shrink: 0; width: 64px; color: #B99A45; font-size: 34px; font-weight: 300; line-height: 1;\">03<\/div><div style=\"display: flex; flex-direction: column; gap: 8px;\"><h3 style=\"margin: 0; color: #FFFFFF; font-size: 20px; font-weight: 600;\">Gaps and risks<\/h3><p style=\"max-width: 760px; color: #B4B4B4; font-size: 16px;\">You get a clear picture of where the structure is defensible, where it is not, and what each fix would take.<\/p><\/div><\/div><div class=\"aa-step\" style=\"display: flex; gap: 40px; align-items: flex-start; padding: 30px 0; border-bottom: 1px solid #2C3338;\"><div style=\"flex-shrink: 0; width: 64px; color: #B99A45; font-size: 34px; font-weight: 300; line-height: 1;\">04<\/div><div style=\"display: flex; flex-direction: column; gap: 8px;\"><h3 style=\"margin: 0; color: #FFFFFF; font-size: 20px; font-weight: 600;\">Framework<\/h3><p style=\"max-width: 760px; color: #B4B4B4; font-size: 16px;\">We build the pay policy: job groupings, criteria, ranges and the rules for how decisions get made.<\/p><\/div><\/div><div class=\"aa-step\" style=\"display: flex; gap: 40px; align-items: flex-start; padding: 30px 0; border-bottom: 1px solid #2C3338;\"><div style=\"flex-shrink: 0; width: 64px; color: #B99A45; font-size: 34px; font-weight: 300; line-height: 1;\">05<\/div><div style=\"display: flex; flex-direction: column; gap: 8px;\"><h3 style=\"margin: 0; color: #FFFFFF; font-size: 20px; font-weight: 600;\">Communication<\/h3><p style=\"max-width: 760px; color: #B4B4B4; font-size: 16px;\">We prepare how this is explained \u2014 to managers first, then to employees. Poorly explained transparency causes more damage than none.<\/p><\/div><\/div><div class=\"aa-step\" style=\"display: flex; gap: 40px; align-items: flex-start; padding: 30px 0;\"><div style=\"flex-shrink: 0; width: 64px; color: #B99A45; font-size: 34px; font-weight: 300; line-height: 1;\">06<\/div><div style=\"display: flex; flex-direction: column; gap: 8px;\"><h3 style=\"margin: 0; color: #FFFFFF; font-size: 20px; font-weight: 600;\">Implementation<\/h3><p style=\"max-width: 760px; color: #B4B4B4; font-size: 16px;\">We stay with you while the framework is applied, and while managers face the first questions.<\/p><\/div><\/div><\/div><\/div><div class=\"aa-px aa-sec\" style=\"display: flex; flex-direction: column; gap: 44px; padding: 96px 100px;\"><h2 style=\"margin: 0; color: #FFFFFF; font-size: 36px; font-weight: 600; line-height: 1.25;\">Why companies choose Amber Axis<\/h2><div class=\"aa-g3\" style=\"display: grid; grid-template-columns: repeat(3, minmax(0, 1fr)); gap: 40px;\"><div style=\"display: flex; flex-direction: column; gap: 14px; padding-top: 24px; border-top: 2px solid #B99A45;\"><p style=\"color: #D4D4D4; font-size: 16px;\">We treat this as an HR and management task with a legal deadline, not as a legal document to file.<\/p><\/div><div style=\"display: flex; flex-direction: column; gap: 14px; padding-top: 24px; border-top: 2px solid #B99A45;\"><p style=\"color: #D4D4D4; font-size: 16px;\">Senior consultants who have designed and defended pay structures inside multiple companies, not only reviewed them.<\/p><\/div><div style=\"display: flex; flex-direction: column; gap: 14px; padding-top: 24px; border-top: 2px solid #B99A45;\"><p style=\"color: #D4D4D4; font-size: 16px;\">The same team can carry out what the assessment recommends \u2014 job grading, manager training, communication.<\/p><\/div><\/div><\/div><div class=\"aa-px\" style=\"display: flex; flex-direction: column; gap: 36px; padding: 0 100px 96px 100px;\"><h2 style=\"margin: 0; color: #FFFFFF; font-size: 36px; font-weight: 600; line-height: 1.25;\">Frequently asked questions<\/h2><div style=\"display: flex; flex-direction: column; gap: 0; max-width: 940px;\"><div style=\"display: flex; flex-direction: column; gap: 12px; padding: 26px 0; border-bottom: 1px solid #2C3338;\"><h3 style=\"margin: 0; color: #FFFFFF; font-size: 18px; font-weight: 500;\">How has Lithuania transposed the EU Pay Transparency Directive?<\/h3><p style=\"color: #B4B4B4; font-size: 16px; max-width: 800px;\">Lithuania transposed the EU Pay Transparency Directive by amending the Labour Code (Law No. XV-969, adopted 21 May 2026). Most rules \u2014 including pay ranges in job ads and the ban on asking about salary history \u2014 have applied since 7 June 2026. Job grouping, monthly pay data to Sodra and the employee right to compare pay start on 1 January 2027.<\/p><\/div><div style=\"display: flex; flex-direction: column; gap: 12px; padding: 26px 0; border-bottom: 1px solid #2C3338;\"><h3 style=\"margin: 0; color: #FFFFFF; font-size: 18px; font-weight: 500;\">Does this apply to our company?<\/h3><p style=\"color: #B4B4B4; font-size: 16px; max-width: 800px;\">Yes \u2014 the rules apply to all employers. What differs is the scope of the obligations, which depends on the size of the company.<\/p><\/div><div style=\"display: flex; flex-direction: column; gap: 12px; padding: 26px 0; border-bottom: 1px solid #2C3338;\"><h3 style=\"margin: 0; color: #FFFFFF; font-size: 18px; font-weight: 500;\">When do we need to be ready?<\/h3><p style=\"color: #B4B4B4; font-size: 16px; max-width: 800px;\">Part of the rules already applies. The implementation deadline is 1 January 2027, so the work is best done well before that.<\/p><\/div><div style=\"display: flex; flex-direction: column; gap: 12px; padding: 26px 0; border-bottom: 1px solid #2C3338;\"><h3 style=\"margin: 0; color: #FFFFFF; font-size: 18px; font-weight: 500;\">Are there penalties for not complying?<\/h3><p style=\"color: #B4B4B4; font-size: 16px; max-width: 800px;\">Yes, sanctions exist, but we cannot state them precisely yet because there is no established legal practice. That does not relieve management of responsibility for implementing the directive properly and on time.<\/p><\/div><div style=\"display: flex; flex-direction: column; gap: 12px; padding: 26px 0; border-bottom: 1px solid #2C3338;\"><h3 style=\"margin: 0; color: #FFFFFF; font-size: 18px; font-weight: 500;\">Do you calculate the pay gap figure for us, or prepare the report itself?<\/h3><p style=\"color: #B4B4B4; font-size: 16px; max-width: 800px;\">We help you prepare in full: the analysis, pay review recommendations and the insights you need for a compensation policy that actually works \u2014 not just a box ticked for compliance.<\/p><\/div><div style=\"display: flex; flex-direction: column; gap: 12px; padding: 26px 0; border-bottom: 1px solid #2C3338;\"><h3 style=\"margin: 0; color: #FFFFFF; font-size: 18px; font-weight: 500;\">What if the assessment finds a gap we cannot justify?<\/h3><p style=\"color: #B4B4B4; font-size: 16px; max-width: 800px;\">Then you have found it before anyone else did, you have time to plan the correction. That is the point of doing this early: an unexplained difference is a problem, but a known difference with a plan is a manageable one.<\/p><\/div><div style=\"display: flex; flex-direction: column; gap: 12px; padding: 26px 0; border-bottom: 1px solid #2C3338;\"><h3 style=\"margin: 0; color: #FFFFFF; font-size: 18px; font-weight: 500;\">Is this legal advice?<\/h3><p style=\"color: #B4B4B4; font-size: 16px; max-width: 800px;\">No. Our work makes sure the requirements are reflected in your pay policy, but it is not a legal opinion.<\/p><\/div><\/div><\/div><div class=\"aa-px\" style=\"padding: 0 100px 110px 100px;\"><div class=\"aa-cta\" style=\"display: flex; align-items: center; justify-content: space-between; gap: 48px; padding: 56px; background: #121212; border: 1px solid #B99A45;\"><div style=\"display: flex; flex-direction: column; gap: 12px;\"><h2 style=\"margin: 0; color: #FFFFFF; font-size: 30px; font-weight: 600; line-height: 1.3;\">Not sure whether the new rules reach your company yet?<\/h2><p style=\"color: #B4B4B4; font-size: 17px;\">That is the first thing we establish \u2014 and it takes one conversation.<\/p><\/div><a href=\"https:\/\/amberaxis.lt\/contact\/\" style=\"flex-shrink: 0; display: inline-block; padding: 17px 40px; background: #B99A45; color: #FFFFFF; font-size: 15px; font-weight: 500; border-radius: 30px;\">Get in touch<\/a><\/div><\/div><\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>EU Pay Transparency EU pay transparency \u2014 get your pay structure ready before you have to explain it We support your organisation in preparing for and implementing EU pay transparency requirements, helping you build a fair, structured and compliant compensation framework. Check if the rules reach you See all business services Most companies do not 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