EU Directive 2023/970 requires companies with 100+ employees to report pay data by June 2027. The preparation window is now. Companies that wait face rushed, costly remediation — or fines.
All EU member states must have transposed the directive into national law by June 2026.
Companies with 250+ employees report annually; 150–249 every 3 years. First report due 7 June 2027.
Companies with 100–149 employees report every 3 years, starting 7 June 2031. Smaller employers are not required by the directive itself.
From 2026, job postings must include or provide pay information to candidates. Employers cannot ask for salary history.
Employees have the right to request information on average pay levels by gender for comparable roles.
Companies must report the gender pay gap by category of workers, including adjusted (WIF-based) and unadjusted figures.
If the report shows a pay gap of 5% or more not justified by objective factors, a joint pay assessment with employee representatives is mandatory.
Clean and structure your payroll and HR data to meet the Directive's job category and WIF requirements.
Calculate your current adjusted and unadjusted gender pay gap per job category. Identify exposure before regulators do.
For gaps above 5%, develop a documented, defensible remediation plan — salary adjustments, promotion criteria, or policy changes.
Produce the board-ready and authority-ready pay equity report. CompLens automates Article 9 reporting in under 5 minutes.
Our CompLens tool handles the entire EU Pay Transparency reporting process — data import, WIF-adjusted gap calculation, and one-click report generation. 100% GDPR-compliant, EU servers.
Try CompLensA pay equity gap analysis takes 2–4 weeks. The sooner you know your exposure, the lower the remediation cost.
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