For employers using Workday, EU Pay Transparency readiness starts with a practical question: Can your team connect workforce information with the pay employees actually received?
Lecora, Payslip’s EU Pay Transparency Reporting Platform, helps HR, Total Rewards, Compensation and Benefits, and Payroll teams bring the relevant data together. It supports two core processes under the EU Pay Transparency Directive: gender pay gap reporting under Article 9 and employee Right to Information requests under Article 7.
Why Workday HR data and payroll results need to come together
Workday can hold essential employee, organizational, and compensation information. But the final pay picture may also depend on payroll results, variable pay, and inputs managed across different countries, systems, and local providers. Incomplete or inconsistent data can leave teams investigating differences just as a reporting deadline or employee request arrives.
For a Workday customer with legal entities in one or more EU countries, the task is to bring those sources into a reliable view of pay, employee populations, and worker categories. That gives teams a stronger basis for explaining differences and preparing the information required in each relevant country.
How does Lecora help Workday customers prepare?
Lecora provides a structured process to prepare, analyze, report, and respond:
- Prepare: Bring employee, organizational, compensation, and actual payroll data together. Check completeness and consistency before analysis begins.
- Analyze: Define categories of workers performing the same work or work of equal value, review pay differences, and investigate the underlying data.
- Report: Calculate and review gender pay gap information for applicable country requirements, with supporting information available for approval and export.
- Respond: Track employee Right to Information requests, calculate the relevant information, support HR review, and retain a record of the response.
This approach gives teams visibility throughout the year, so they can identify questions in the data before they become urgent reporting or response tasks.
Two EU Pay Transparency requirements, one connected process
Article 9: Gender pay gap reporting. Employers need a dependable way to bring pay and workforce data together, analyze results at the required levels, and prepare reports under the national rules that apply to them. Lecora supports organization-wide and worker category-level analysis using harmonized payroll data.
Article 7: Employee Right to Information. An employee request creates an operational workflow: receive the request, identify the relevant worker category, calculate the information, review the answer, and respond. Lecora helps teams manage those steps in a dedicated, auditable process.
The precise reporting timetable and requirements depend on the law in each EU country where an employer has legal entities. A consistent data foundation makes it easier to manage those differences across reporting cycles.
What could a Workday-to-Lecora employee journey look like?
The Lecora for Workday customers brochure illustrates a proposed journey: an employee submits a pay information request in Workday, HR reviews the relevant pay information and response in Lecora, and the approved answer is made available through an employee-facing Workday process. The exact workflow and data flows depend on an employer’s systems and configuration.
The goal is straightforward: help HR answer an employee’s question with reliable information, a clear review process, and a record of how the response was prepared.
Download the Lecora for Workday customers brochure to explore the reporting and employee request journeys in more detail.
Meet the Lecora team at Workday Rising US
The Lecora team will attend Workday Rising US in Las Vegas, October 12–15, 2026. If your organization uses Workday and has employees in EU countries, meet the team to discuss how Lecora could support your pay transparency data, reporting, and employee request processes.
Talk to the Lecora team and mention Workday Rising in your message.
Frequently asked questions
Workday HR data is an important input, but employers also need to consider actual payroll results and other relevant pay components. Lecora helps bring payroll and workforce data together for analysis, reporting, and responses.
Yes. Lecora supports gender pay gap reporting under Article 9 and a dedicated workflow for employee Right to Information requests under Article 7.
It can be if the employer has legal entities and employees in EU countries. The applicable obligations and reporting dates need to be assessed under each country’s implementing law.
The brochure presents a proposed employee journey. The Payslip team can discuss the data flows and employee-facing process that fit your Workday environment.
