The EU Pay Transparency Directive requires companies with 250+ employees to report their gender pay gap starting June 2026. We deliver a complete analysis — methodology, calibration, report, and remediation plan.
Companies with 250+ employees must report gender pay gap data to the national authority. No opt-out. No delay.
If your gender pay gap exceeds 5% without objective justification, you must conduct a joint pay assessment with worker representatives.
Workers gain the right to request pay level information for their category. Your pay structures must be transparent and defensible.
Our proprietary platform powers every stage of the analysis — from data import to final report. You see what we see. Every step is documented and auditable.
Map every role to a consistent evaluation framework. The platform applies point-factor methodology to classify roles into categories of equal or equivalent work — the foundation the Directive requires.
Directive Art. 4Stage 1: raw gap calculation per category. Stage 2: regression-based calibration controlling for legitimate factors (seniority, experience, location, working time). The unexplained residual is your true gap.
Proprietary methodAutomatic identification of categories exceeding the 5% threshold. Each category gets a risk score, gap breakdown by component (base, bonus, benefits), and an objective justification checklist.
5% threshold monitoringModel different remediation scenarios. See the cost of closing gaps to 5%, 3%, or 0%. Prioritize by category. Generate a phased timeline aligned to reporting deadlines and budget cycles.
Budget impact analysisThe platform generates a complete pay gap report structured to Directive 2023/970 requirements — methodology documentation, category-level analysis, gap calculations, objective justification review, and remediation plan. Ready for submission to national authorities and for the joint assessment process if the 5% threshold is triggered.
Audit-ready outputWe don't just hand you a template. We work with your data, calibrate the methodology to your organization, and deliver a report you can present to authorities.
We review your compensation data, job architecture, and grading system. We identify gaps in data quality and help you prepare a clean dataset. You'll know exactly what's needed and what's missing.
| Field | Status | Coverage |
| Job title | ✓ Valid | 850/850 |
| Department | ✓ Valid | 850/850 |
| Gender | ✓ Valid | 850/850 |
| Base salary | ✓ Valid | 848/850 |
| Variable comp | ⚠ Partial | 612/850 |
| Seniority | ✓ Valid | 850/850 |
| Work time | ✓ Valid | 850/850 |
| Job grade | ✗ Missing | 0/850 |
Using the two-stage calibration methodology, we analyze pay gaps across categories of workers doing equal or equivalent work. We control for legitimate differentiating factors and isolate the unexplained gap.
You receive a directive-compliant report with full methodology documentation, a risk assessment for each job category, and a concrete remediation plan with timelines and cost estimates.
Every analysis meets the specific requirements of the Pay Transparency Directive — not a generic pay equity audit from a US-centric framework.
Every report is reviewed and calibrated by a specialist. Our proprietary platform powers the analysis; human expertise ensures accuracy.
You get a remediation roadmap: which gaps to close first, estimated cost impact, communication strategy, and timeline aligned to regulatory deadlines.
We've led operations in organizations reaching 575M monthly touchpoints across 30 markets. We understand compliance at scale.
At minimum: anonymized employee data including job title or grade, department, gender, base salary, and variable compensation. Ideally also: seniority, location, working time, and your job evaluation system. We guide you through data preparation during discovery.
Typically 2–4 weeks from receiving clean data to the final report. Discovery and data prep may add 1–2 weeks. We give you a precise timeline after the initial consultation.
Stage 1 calculates the raw pay gap per category of workers. Stage 2 applies regression analysis to control for objective differentiating factors — seniority, performance, location, working time. The residual after Stage 2 is the unexplained gap that the Directive targets.
The remediation plan is part of every engagement. We help you prioritize corrections, estimate budget impact, prepare the joint pay assessment framework, and build a communication plan for employees and worker representatives.
Absolutely. We offer an annual monitoring service — updating the analysis with new data, tracking gap trends, and keeping your reporting compliant. We're also developing a self-service platform for ongoing use.
Book a free consultation with our team. We’ll review your current situation, assess data readiness, and outline a clear path to Directive 2023/970 compliance.