EU Pay Transparency Directive 2026

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GenderGov helps employers assess EU Pay Transparency readiness, identify reporting gaps, and move towards structured compliance preparation.

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Why GenderGov™

The Directive Changes More Than Reporting.

The Directive's obligations are well-defined. The challenge isn't knowing what's required — it's having the structure, data, and documentation in place when those obligations activate.

Most organisations face a gap not in awareness, but in operational readiness — the ability to explain, document, and defend pay decisions when scrutiny arrives.

GenderGov™ was built to close that gap — giving HR, Reward, and Finance teams the structured infrastructure they need before the deadline.

As EU Member States continue implementing the Directive, employers need the ability to analyse, document, and defend pay decisions:

  • Disclose salary ranges to candidates.
  • Provide employees with pay information upon request.
  • Report gender pay gap data.
  • Address unexplained gaps exceeding defined thresholds.
  • Demonstrate objective criteria behind pay positioning decisions.

From Workforce Analysis to Reporting Readiness

Analyse workforce data, investigate pay patterns, prepare AI-assisted corrective action reports, and generate reporting outputs.

Pay Gap Analysis & Remediation

Identify gender pay gaps across required metrics, including the 5% threshold trigger, with structured outputs and clear, defensible explanations aligned to Directive requirements.

Pay Decision Documentation

Generate disclosure-ready reports aligned to Directive requirements — ensuring consistency, clarity, and audit-readiness across reporting cycles.

EU Pay Gap Reporting

Create structured documentation that explains pay outcomes using objective, gender-neutral criteria — supporting pre-hire transparency and defensibility when questioned.

Structured Reporting Data Layer

Transform fragmented compensation data into consistent, Directive-aligned structures — enabling accurate calculations, classification, and reporting.

Data Protection & Controlled Disclosure

Ensure pay data is structured and presented in a way that supports transparency obligations while respecting data protection constraints.

app.gendergov.eu
MEAN PAY GAP · Q1 2026 8.3% vs 5.0% threshold 5% 8.3% Median Pay Gap 7.1% Bonus Gap 100.0% Prior period 4.1% ↑ Categories affected L3–L4 Sales Operations ! THRESHOLD ALERT Pay gap exceeds 5% threshold Structured review may be required to assess and document underlying drivers of the pay gap. What this means: Art. 9 Joint Assessment may be triggered CAR documentation may be required Employee notification obligation may apply 👉 Generate CAR Insights Directive (EU) 2023/970, Art. 9 · Automated threshold monitoring
Pay Decision Report Senior Product Manager · Level 5 · 04 Jul 2026 ✓ Art. 7 Compliant ↓ PDF Share Report EMPLOYEE INFORMATION Role Senior Product Manager Grade Level 5 Pay Band €72k – €94k Current Pay €78,500 Department Product Tenure 3.5 years PAY POSITIONING CRITERIA Experience — 7+ years in senior product roles at comparable organisations ✓ Performance — "Exceeds Expectations" across 3 consecutive review cycles ✓ Market benchmark — 54th percentile vs. comparable roles in sector survey ✓ OBJECTIVE JUSTIFICATION NARRATIVE Pay positioning at €78,500 is supported by objective, gender-neutral criteria: relevant experience, sustained performance, and external market comparators. All criteria applied and documented per Directive (EU) 2023/970 Art. 7. No gender-linked factors were applied in this pay determination. ✓ Audit-Ready Directive (EU) 2023/970, Art. 7 · GenderGov™ Approved by: Head of Reward — digital signature on record Finalise Report → Reference: GG-2026-07-04-PM5
Pay Transparency Report · FY 2025 Annex I · Art. 5 Reporting · Ireland · All Employees ✓ Export Ready Role Category Pay Band Criteria Employees Mean Gap Status Software Engineer L3 €55k – €72k ✓ ✓ ✓ 18 2.1% On Track Product Manager L5 €72k – €94k ✓ ✓ ! 9 6.4% Review Operations Director €90k – €130k ✓ ✓ ✓ 5 1.8% On Track Sales Lead €60k – €85k ✓ ! ! 11 8.3% Review Customer Success Mgr €52k – €68k ✓ ✓ ✓ 14 3.2% On Track Gender-neutral criteria: ✓ Experience ✓ Performance ✓ Market benchmark ! Needs review 57 Employees covered 5 role categories 4.4% Org mean pay gap Below 5% threshold Submission Deadline 7 Jun 2026 Art. 5 · National Authority Directive (EU) 2023/970 · Annex I · Reporting period: FY 2025 · GenderGov™ Submit Report → All criteria are gender-neutral and auditable. Data validated 04 Jul 2026.
Data Layer Mapping Map source HR fields → Directive (EU) 2023/970 reporting columns ✓ 10 / 12 Mapped SOURCE FIELD (HR SYSTEM) DIRECTIVE COLUMN ART. annual_base_salary → Pay Band · Ordinary Pay Component Art. 5 variable_bonus_amount → Variable Pay Component Art. 5 job_classification_code → Role Category · Work of Equal Value Art. 4 pay_criteria_flags[] → Pay Positioning Criteria (gender-neutral) Art. 7 gender_quartile_data → Quartile Distribution by Gender Art. 9 overtime_classification ? Pending — review classification logic Art. 5 legacy_pay_grade_v1 – Unmapped — deprecated field — 10 of 12 fields mapped 1 pending review 1 deprecated / unmapped DIRECTIVE COLUMN LEGEND Art. 4 Equal Value Art. 5 Transparency Art. 7 Pay Criteria Art. 9 Joint Assessment All mapped fields produce validated, Directive-aligned outputs on next sync. Sync Now STRUCTURED PAY DATA · Q1 2026 ✓ VALIDATED
Disclosure Control Panel Manage which pay data is visible to each audience · Art. 9 · GDPR compliant ✓ GDPR-Ready DATA FIELD 👤 Employees 🏛 Regulators 🌐 Public Pay band range Art. 5 ON ON ON Individual pay (own record) Art. 7 ON OFF OFF Average pay by category Art. 9 ON ON OFF Bonus gap data Art. 9 OFF ON OFF Individual identifiers (PII) GDPR · 6(1) OFF OFF OFF Art. 9 aggregation floor: group must contain ≥ 5 workers before average pay is disclosed. GenderGov enforces this automatically. GDPR Compliance Status ✓ Lawful basis documented (Art. 6(1)(c) — legal obligation) ✓ Data minimisation applied — PII masked across all disclosure audiences ✓ Disclosure log maintained — all events timestamped and auditable GDPR (EU) 2016/679 · Directive (EU) 2023/970 Art. 9 · GenderGov™ Save Settings

GenderGov is not payroll software.

It is a compliance structuring layer.

Designed for Organisations Navigating EU Pay Transparency

Supporting employers with workforce analysis, reporting, documentation, and AI-assisted corrective action planning.

EU employers subject to pay transparency reporting thresholds

Preparing for Directive-aligned reporting obligations across workforce size categories and timelines.

Organisations operating across multiple EU jurisdictions

Managing differences in Member State transpositions while maintaining consistency in pay reporting and documentation.

HR & Reward leaders formalising pay decision frameworks

Building structured, defensible approaches to explain pay outcomes using objective, gender-neutral criteria.

CFOs and leadership teams overseeing pay transparency governance

Understanding financial, legal, and reputational risk linked to unexplained pay gaps and reporting obligations.

Boards preparing for transparency and disclosure accountability

Ensuring governance structures are ready for employee rights, candidate disclosure, and regulatory scrutiny.

Whether your pay structures are established or evolving, GenderGov helps you analyse, document, and prepare for pay transparency requirements.

Features

From Pay Data to Defensible Compliance

Structure, document, and report pay data in line with EU Pay Transparency requirements — with clear, explainable outputs and AI-assisted guidance.

Directive-Aligned Pay Gap Reporting

Generate structured gender pay gap reports aligned with EU requirements. Upload your data and receive outputs ready for disclosure and regulatory review.

Compliance Readiness

Track your compliance status in real-time with an intuitive dashboard. See exactly where you stand and what actions are needed before key deadlines.

Employee Data Management

Securely manage employee compensation data with role-based access controls. Upload data from your existing HRIS.

Audit-Ready Reports

Generate documentation that meets regulatory requirements. Every report is structured to satisfy auditor expectations with full traceability and version history.

AI-Assisted Corrective Insights

Receive structured guidance on potential corrective actions based on identified gaps — supporting internal decision-making without enforcing changes.

EU-Aligned Regulatory Coverage

Stay aligned with evolving EU requirements as member states implement the directive. Ensure your reporting remains consistent across jurisdictions.

How It Works

From data to compliance in four steps

GenderGov guides you through the entire compliance journey — no consultants required.

1

Register Your Company

Create your organisation profile and configure your reporting structure and jurisdictions.

2

Upload Payroll Data

Upload your compensation data securely using structured templates— securely and accurately.

3

Generate Reports

Produce compliant reports formatted for your member state's requirements.

4

Prepare for Disclosure

Access audit-ready outputs and AI-assisted corrective insights to support internal review and disclosure readiness.

Coverage Across EU Jurisdictions

Supporting EU Pay Transparency requirements across jurisdictions

IE

Ireland

FI

Finland

NL

Netherlands

MT

Malta

PL

Poland

SE

Sweden

LT

Lithuania

FR

France

DE

Germany

ES

Spain

IT

Italy

BE

Belgium

Coverage expands as EU member states implement Directive (EU) 2023/970.

Member State Transposition Tracker

Follow how each EU member state is implementing Directive (EU) 2023/970 — timelines, national legislation status, and employer impact.

View Tracker
Security & Compliance

Built for trust, designed for compliance

Your employee data deserves the highest level of protection. GenderGov exceeds industry standards.

GDPR Compliant

Full compliance with the General Data Protection Regulation. Data processing agreements, privacy impact assessments, and data minimisation built in.

Secure by Design

End-to-end encryption, role-based access controls, and comprehensive audit logging — security built into the platform from the ground up.

EU Data Residency

All data hosted exclusively within the European Union. No transatlantic data transfers. Full data sovereignty guaranteed.

Ready to simplify pay transparency compliance?

Join forward-thinking SMEs across Europe who trust GenderGov to navigate the EU Pay Transparency Directive.

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