Pay Transparency Tool

€ 49 / calculation

v1.0.0 · vintage client-2026-07

1 · Company size & scope

Enter your employee count to determine which obligations apply to your organisation.

Number of employees (FTE)

Tip: use the full legal entity level (not per site). Thresholds: 100 (reporting duty), 150 and 250 employees.

Explanation

Fewer than 100 employees: no mandatory pay gap reporting (Art. 9), but Art. 5 (recruitment), Art. 7 (right to information) and Art. 7(5) (ban on pay secrecy) apply to all employers. 100–149: first report by 7 June 2031, then every 3 years. 150–249: first report by 7 June 2027, then every 3 years. ≥ 250: first report by 7 June 2027, then annually.

2 · Seven obligations — self-assessment

Rate the current status of each obligation. Non-compliant and partial obligations appear as priority actions in the result.

Pay transparency in recruitment

Disclose pay or pay range in job postings; share before interviews.

Explanation

Scope: All employers (Art. 5). Recommended action: Update all job ads and ATS settings. Add pay bands to all open roles.

Right to pay information

Employees may request information on how their pay compares to colleagues in equivalent roles.

Explanation

Scope: All employers (Art. 7). Recommended action: Implement a transparent pay band system and inform workers of their rights.

Ban on pay secrecy

Pay secrecy clauses in employment contracts are void by operation of law.

Explanation

Scope: All employers (Art. 7(5)). Recommended action: Remove secrecy clauses from all contracts and templates. Have legal review.

Pay reporting

Publish the pay gap with the 7 mandatory statistics: annually (≥250 emp.) or every 3 years (100–249 emp.).

Explanation

Scope: ≥ 100 employees (Art. 9). Recommended action: Set up a reporting process; assign a reporting owner; link to HR system.

Joint pay assessment

Carry out a joint pay assessment (with works council) when a pay gap ≥5% cannot be objectively justified.

Explanation

Scope: ≥ 100 employees (Art. 10). Recommended action: Define justification criteria; schedule periodic reviews with the works council; document findings.

Job evaluation system

Use a gender-neutral job evaluation system to determine comparable work.

Explanation

Scope: All employers (Art. 4). Recommended action: Audit the current job grading system for gender neutrality; re-evaluate if needed.

Works council information

Inform the works council about pay structure, policy and gaps; grant co-determination rights.

Explanation

Scope: ≥ 50 employees (with WC). Recommended action: Structure periodic works council consultations on pay policy and gaps. Keep minutes.

3 · Pay gap data per category

Enter aggregated gross hourly pay data per category of workers (max. 10). Single-gender categories count towards totals and quartiles but not the per-category comparison.

Categories of workers *

Aggregated gross hourly pay data per category (max. 10). Gross hourly pay neutralises part-time effects (Directive Art. 3(1)(f)). Variable pay = mean amount per recipient; effective per-worker value = amount × %/100.

Category 1