Frequently asked questions

Employers with 250+ employees report annually and those with 150–249 every 3 years, both starting 7 June 2027; employers with 100–149 report every 3 years starting 7 June 2031. Reports cover the preceding calendar year. Member states may lower these thresholds.

Through national law: every member state had to transpose the Directive by 7 June 2026, but as of September 2026 only Italy, Slovakia, Lithuania, Malta and Greece have complete implementing laws; most member states are still drafting (where each member state stands). National laws can be stricter. The Directive is the floor — and, until your national law applies, the reference.

Work assessed as equivalent on four objective, gender-neutral criteria — skills, effort, responsibility and working conditions — agreed with workers’ representatives where they exist (Art. 4). The per-category gap, the 5% threshold and workers’ information requests all work within these categories, so the job evaluation that builds them is the foundation of compliance — for employers of every size.

For employers that report (100+ employees), a mean gap of at least 5% in any category of workers, not justified by objective gender-neutral criteria and not remedied within 6 months of the reporting date, triggers a joint pay assessment with workers’ representatives (Art. 10).

Applicants receive the initial pay or its range before the interview; pay-history questions are banned; vacancy notices and job titles must be gender-neutral (Art. 5). These rules apply to employers of every size.

Their individual pay level and the average pay levels, broken down by sex, for their category of workers — answered within 2 months (Art. 7). You must remind workers of this right every year, and pay-secrecy clauses are unenforceable.

Every member state. egalis.eu applies the Directive itself for employers in any member state (ISCO-08 occupations, EUR). For Slovakia it also applies the national act (Act No. 76/2026 Coll.): legal references, public holidays and the ministry’s job-evaluation profile. The Romanian edition at egalis.ro follows the draft law L445/2026. For every other member state — including those that have already adopted their law, such as Italy, Lithuania, Malta and Greece — the platform applies the Directive’s floor; check your national law for stricter rules. Reports are exported as documents for you to submit through the channel your national authority sets.

In 10 languages across its two editions: egalis.eu in English, Bulgarian, Croatian, Czech, Greek, Hungarian, Lithuanian, Polish and Slovak; egalis.ro in Romanian and English. Each user chooses their interface language.

Exclusively in the EU (Hetzner, Germany). Calculations run on pseudonymised data — no names, no national ID numbers. Optional names are encrypted separately and visible only to the owner and HR-admin roles (including a consultant the company appoints, who holds HR-admin rights). Full export and permanent deletion are self-service — privacy policy.

The service is B2B only: you sign up with an EU VAT number validated in VIES. Businesses established outside Romania are invoiced with reverse charge (0% VAT, Art. 196 of Directive 2006/112/EC); Romanian businesses with Romanian VAT. Details on the pricing page.

You get a provisional registration: the account works, we revalidate your VAT number automatically, and only checkout waits for the validation to succeed.

No — that’s the point. You import payroll data, the platform builds the categories, computes the 7 metrics, flags anything above 5% and keeps every deadline on the clock, with a guided workflow for each obligation. Try it free for 14 days.