EU Pay Transparency · Directive (EU) 2023/970
From 7 June 2027, your gender pay gap becomes a reported number. Egalis keeps it under control.
EU employers with 100+ employees will report the pay gap between women and men under the Pay Transparency Directive. Egalis imports your payroll data, builds the categories of work of equal value, computes the 7 required metrics and tracks every legal deadline — you don’t have to know the Directive.
First reporting deadline (250+ and 150–249 employees)
… days
7 June 2027 — and it covers the preceding year, so the data being reported is accumulating now, month by month.
250+ employees
by 7 June 2027, then every year
150–249 employees
by 7 June 2027, then every 3 years
100–149 employees
by 7 June 2031, then every 3 years
Member states had to transpose the Directive by 7 June 2026. As of September 2026 only Italy, Slovakia, Lithuania, Malta and Greece have complete implementing laws; Estonia, Poland and Belgium have transposed parts of it, and most member states are still drafting. Until your national law applies, the Directive is the reference. National laws may be stricter — where each member state stands.
What the Directive requires — from every employer
Reporting gets the headlines, but most obligations apply to all employers, regardless of size, from day one of the national law.
Art. 4
Pay structures and categories of work of equal value
Pay structures must ensure equal pay for equal work or work of equal value, assessed on objective, gender-neutral criteria — skills, effort, responsibility and working conditions — agreed with workers' representatives where they exist (Art. 4(4)). They are the basis of every answer to a pay-information request and of every per-category gap.
Art. 5
Pay range before the interview
Applicants receive the initial pay or its range for the position — in the vacancy notice or before the interview — so negotiations start informed.
Art. 5(2)
Pay history questions banned
Employers may not ask candidates about their pay in current or previous jobs — not in interviews, not in forms.
Art. 5(3)
Gender-neutral vacancies and titles
Vacancy notices and job titles must be gender-neutral and recruitment processes led in a non-discriminatory manner.
Art. 6
Objective pay criteria, accessible to workers
The criteria used to determine pay, pay levels and pay progression must be objective, gender-neutral and easily accessible. (Member states may exempt employers under 50 workers from the pay-progression part.)
Art. 7
Workers' right to pay information
Any worker can request, in writing, their individual pay level and the average pay levels, broken down by sex, for the category of workers doing the same work or work of equal value. The employer answers within 2 months.
Art. 7(5)
Pay secrecy clauses banned
Workers cannot be prevented from disclosing their pay for the purpose of enforcing equal pay — contractual pay-confidentiality clauses are unenforceable for that purpose.
The 7 reported metrics — and the 5% trigger
Article 9 defines exactly what employers with 100+ employees report. Egalis computes all of them on your real payroll data, with every monthly import.
- a.the mean gender pay gap
- b.the mean gap in complementary or variable components (bonuses, commissions, benefits)
- c.the median gender pay gap
- d.the median gap in complementary or variable components
- e.the proportion of female and male workers receiving variable components
- f.the proportion of female and male workers in each quartile pay band
- g.the pay gap for each category of workers doing the same work or work of equal value, split into ordinary basic salary and variable components
A mean gap of ≥ 5% in any category is the line that matters.
Not justified by objective, gender-neutral criteria and not remedied within 6 months, it triggers a joint pay assessment with your workers’ representatives (Art. 10). Egalis flags every category the moment it crosses the threshold — long before the number reaches a report.
How Egalis works
1
Import payroll data
CSV template or your payroll export — multi-currency, with full-time-equivalent normalisation. Names are optional; the metrics never need them.
2
Build equal-value categories
Job evaluation on the four objective criteria of Art. 4 — skills, effort, responsibility, working conditions — with the criteria agreed with workers' representatives where they exist, committee approvals and a documented method.
3
Watch the 7 metrics
Mean and median gaps, variable components, quartiles and per-category gaps, computed monthly with the 5% alert and the cost of closing each gap.
4
Report and answer on time
Reports frozen with an audit trail, workers' information requests answered within the legal deadline, every date tracked with reminders.
B2B only · no card required for the trial · data hosted exclusively in the EU · full export any time — your data is never held hostage.