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Test Your Compensation System Transparency!

Does your compensation system meet the requirements of the EU Pay Transparency Directive? The directive, which will come into force in 2026, requires, among other things, the publication of pay ranges to both employees and job applicants, and the information about the principles of their pay formation. Companies with more than 100 employees are required to report on the gender pay gap of more than 5%, and develop an action plan to eliminate it. Does your organization's pay system meet these requirements? Test here!
Read more about the compliance of your pay system here.

We are Figure Baltic Advisory

Figure Baltic Advisory is the leading labor market research and consulting agency in the Baltics. Since 2007, we have been conducting salary research and consulting our customers on related matters successfully across the Baltics. Formerly, Figure Baltic Advisory was known as Fontes in Estonia and Latvia. In Lithuania, our surveys were carried out under the name of Baltic Salary Survey.

Compensation Surveys

Figure conducts yearly compensation surveys with the largest market coverage in the Baltics. We take pride in our reliable methodologies and substantial cross-section. We offer quality data and an easy-to-use summary of survey results. We support you throughout the whole survey process.

Consulting the Organizational Culture and Talent Management

Each organization has its own culture and specific needs. Based on your uniqueness, we help to develop comprehensive tailor-made solutions that really work for you. You can count on our advisory and support in the implementation process and beyond.
Talent management, organizational structure and job management, remuneration, performance management – we can adress these together or separately.

Organizational Research

Organizational research helps to map its employees´ perspectives and values, helping to highlight the strengths and development potential of any organization. On one hand, these serve as valuable input when planning any changes, on the other hand, these present a good opportunity to display the organization´s DNA outside of its inner circle of employees, for example in recruitment process.

We contribute to the creation of transparent and fair world of work, helping organizations develop and implement HR strategies and systems, as well as providing market compensation data on the general market and business sectors.

Services

Compensation Surveys

Organizational Culture Survey

Engagement and Satisfaction Surveys

Trainings

Consultations

People Assessment and Development

Experience

Figure Baltic Advisory is the leading labor market research agency and consultancy in the Baltics. For more than 25 years, we have been conducting compensations surveys in the Baltic countries using the same methodology. Our compensation survey has the widest coverage of all the Baltic countries - covering more than 1 600 organisations and 300 000 jobs.

Our people

2026/03/10

Structured Estonians, hardworking Latvians and bold Lithuanians – how work cultures differ across the Baltics

The Baltic region is often perceived as a single entity. For many foreign investors, Estonia, Latvia and Lithuania tend to blend into one whole. However, when working with people and organizations across all three countries, it becomes clear that behind this shared perception lie three rather distinct work cultures, experiences and approaches to problem-solving. We are united by similar values – education, stability and the desire to receive fair compensation – yet the ways in which we seek to achieve these goals can differ.

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2026/03/09

Beyond Compliance: How the EU Pay Transparency Directive Can Transform Employee Engagement

The European Union's Pay Transparency Directive, which member states must transpose into national law by June 2026, has sparked considerable discussion among HR professionals and business leaders. While much of the conversation has centred on compliance requirements, reporting obligations, pay gap assessments, and potential penalties, there's a far more compelling story beneath the regulatory surface. This directive presents organizations with a unique opportunity to address what research consistently shows is one of the most powerful drivers of employee satisfaction: transparency in compensation systems.

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2026/03/06

The Gender Pay Gap in Latvia: A Real Problem or a Misunderstood Statistic?

Each year, as International Women’s Day approaches, the question of women’s and men’s opportunities in the labour market resurfaces—particularly the issue of equal pay. This year is especially significant, as the EU Pay Transparency Directive will come into force in Latvia in June (the Ministry of Welfare is currently preparing national legislation to implement the directive). The directive aims to strengthen mechanisms that ensure equal pay for men and women for the same work or work of equal value. As a result, these principles will no longer be merely a subject of discussion in Latvia - they will become a concrete obligation.

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2026/03/04

Why Do Women Still Have to Choose Between Being a “Good Mother” and an “Effective Leader”?

In March, as we mark International Women’s Day, public discourse often focuses on women’s achievements, inspiring leadership stories, and equal opportunities. In international rankings, Latvia frequently appears to perform well: women have high levels of education, strong participation in the labor market, and formally equal rights. Yet, despite these indicators, women remain underrepresented in top executive roles. This creates a paradox: why, in a country with strong formal gender equality metrics, do women so rarely reach the highest levels of leadership? The answer does not lie in women’s competence or ambition. Research shows that barriers emerge at multiple levels - societal, organizational, and individual - and these layers reinforce one another

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2026/02/10

Is Generation Z Really Lazy and Too Demanding Toward Employers?

Generation Z - often referred to as Gen Z or “zoomers” - is surrounded by a wide range of stereotypes, particularly when it comes to their attitude toward work. They are frequently described as lazy, unwilling to work overtime, overly demanding toward employers, and ready to quit their jobs at the first sign of dissatisfaction. In reality, Generation Z is simply better at setting healthy boundaries and prioritising work-life balance. There is a lot that other generations can learn from them.

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