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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

2026/06/16

Summer flexibility: what employees value and what Baltic employers offer

Remote work is mainstream. A compressed working week is not. Employers are once again asking people to spend more time in the office. There are understandable reasons for this. It is often easier to build relationships, welcome new colleagues, solve complex problems and learn from each other when people are physically together. But the return-to-office discussion sometimes overlooks an important fact: not everyone ever left the workplace.

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2026/06/09

Vacation and additional leave in the Baltics: where the law ends and employer choice begins

When we talk about vacation, many of us automatically think about summer. July, warm weather, family plans and the school-holiday rhythm we grew up with make summer vacation the natural reference point for many employees. Working life does not always follow the same rhythm. Not everyone can take vacation in summer, and not everyone wants to. This is why employer leave practices should be discussed not only in terms of the legal minimum, but also in terms of whether and how employers give people additional time to recover. In this article, we look at what Figure Baltic Advisory’s 2025 compensation survey benefits data shows about vacation and additional leave practices in Estonia, Latvia and Lithuania.

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2026/06/04

EU Pay Transparency Directive in the Baltics: What Employers Should Expect After 7 June 2026

The implementation deadline for the EU Pay Transparency Directive is approaching, and employers across Europe are entering a new phase of compensation governance. While discussions continue in several Member States about readiness, administrative burden and possible delays, the European Commission has sent a clear signal: the Directive is not expected to be postponed, suspended or reduced.

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2026/05/26

Company events as an employee benefit in the Baltics

Company events are sometimes seen as a “soft” benefit. Something that is organised when there is room in the budget and someone has time to arrange it. In reality, a company event is a much more meaningful tool for leadership and organisational culture. A well-designed company event helps build a sense of belonging, strengthen relationships and make collaboration easier. People do not work only through processes. They work through relationships. Collaboration, trust, the flow of information and the willingness to help each other do not come only from job descriptions or organisational charts. They also come from whether people know each other, whether they feel comfortable reaching out to each other, and whether they feel that they belong to the same “we”.

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2026/05/22

Employee loyalty is no longer a given

Employee loyalty can no longer be taken for granted. After years of growth, employee engagement has once again started to decline. Data from the international research and consulting company Gallup show a drop from 23% in 2022 and 2023 to 21% in 2024 and 20% in 2025. Only one in five employees is truly engaged in their work. For organizations, an employment contract, salary and promises of stability are no longer enough. If people do not see meaning in their work, do not trust leadership and cannot understand their future within the organization, loyalty becomes fragile. As a result, employee retention is increasingly becoming the responsibility of individual managers rather than merely an HR policy issue.

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