Role value
becomes strategy.

From 7 June 2026, EU Directive 2023/970 takes effect in Italy, requiring companies with at least 100 employees to demonstrate with objective data the absence of pay gaps above 5% between roles of equal value (equal work / work of equal value). For larger deviations, a joint pay assessment with unions and a reduction plan within 6 months become mandatory. The directive also introduces the employee's right to request information on pay levels by category and the obligation to disclose the salary range already in job postings. Application thresholds are progressive: companies with 250+ employees report from 2027, 150–249 from 2028, 100–149 from 2031. Valyo automates gap measurement, defensible documentation and periodic reporting.

Valyo's standard onboarding takes 14 days and follows a sequence tested across dozens of customers. Week 1: import of employee and pay data via CSV/Excel with ready-made mapping templates, automatic validation and collective-agreement configuration. Week 2: role weighting with the EVA model, first internal equity analysis, salary band definition and HR team training on the dashboard. For multi-company groups and holdings with complex structures, the extended setup typically takes 6–8 weeks because it adds cross-company consolidation, mapping of multiple collective agreements and role and permission configuration. Customer success supports the team at every stage; the first compliance-ready salary review cycle is usually completed within 3 months of go-live.

Pay data is treated as highly sensitive information. Hosting on European infrastructure, full GDPR compliance and the data-controller role managed through a standard DPA. Multi-tenant architecture with an isolated schema per customer (PostgreSQL/Citus) — one company's data is never accessible to another, not even by internal staff without explicit authorisation. Granular roles and permissions distinguish HR director, manager, external consultant and self-service employee; every access or change produces an immutable audit log. Data encrypted at rest (AES-256) and in transit (TLS 1.3). The platform is ISO 27001 ready and supports SOC2 extensions for enterprise customers. Geo-redundant backups, RPO < 1h, RTO < 4h.

Yes. Multi-CBA and multi-company are native features, not add-ons. Each group company keeps its own collective agreement, organisational structure and role plan; the group (or holding) has a consolidated view that aggregates data while respecting governance. Pay policies can be defined at three levels — group, company, site — and Valyo automatically handles inheritance and exceptions. The EVA model produces comparable cross-company weighting even when collective agreements differ, because it evaluates roles against gender-neutral criteria independent of contractual classification. EU 2023/970 compliance reporting can be produced both per entity and consolidated.

We work alongside them. Valyo doesn't replace the HR, labour or compensation consultant — it's the operational platform that lets them leave Excel sheets behind and move to a continuous, traceable system that's defensible before boards, unions or inspections. Many labour consultancies and HR advisors use Valyo as a delivery tool for their clients, with separate workspaces for each managed company, reports customisable with their own brand (white-label on request) and a scalable operating model. The platform's LABOUR_CONSULTANT role is designed precisely to manage multiple companies from within a single login, with governance and data separation guaranteed by the multi-tenant architecture.

You start from what already exists. Valyo lets you begin with equity analysis on already-defined roles — even if formal job evaluation hasn't been done yet — using the employee, pay and collective-agreement classification data already available. The first phase produces a baseline of pay gaps and internal positioning; the EVA model is introduced later, when the company is ready to invest in structured role weighting. Customer success supports the HR team in choosing the sequence best suited to organisational maturity: some customers complete the entire journey in 3 months, others spread it over 12–18 months with progressive milestones. EU 2023/970 compliance can also be reached in a phased manner for less mature companies.