The EU Pay Transparency Directive puts stronger emphasis on objective, gender-neutral criteria for pay and pay progression.
EU Pay Transparency Directive · Software for Germany & Austria
Implement pay transparency simply, securely and traceably
Prepare your organization for the EU Pay Transparency Directive: evaluate jobs, analyze pay structures, identify deviations and document measures - all in one central application.
For HR Bring data, roles and evaluation logic together For management Track risks and progress For compliance Create a reviewable documentation basis
For HR, management and compliance teams in Germany and Austria.
Problem & urgency
The Pay Transparency Directive changes how employers must explain compensation.
The EU Pay Transparency Directive requires Member States to create more transparency around pay structures, information rights and gender-based pay differences. For employers, pay must not only be fair but also traceable, comparable and documented.
Workers must be able to receive information about their own pay and relevant comparison values. That requires reliable groups, data and approvals.
For specific employer size classes, the EU baseline requires regular reports on gender-based pay differences.
Unexplained pay gaps need to be reviewed, justified and documented with appropriate next steps.
From Directive to implementation
What employers need now.
Many organizations already have data, roles and salary information somewhere - but rarely in a form that supports structured pay analysis, job evaluation and clean documentation. This is where Entgelt-Transparenz starts.
Evaluate jobs objectively
Define traceable criteria for requirements, responsibility, experience and strain.
Structure pay data
Import and organize relevant compensation data centrally and in an analyzable format.
Identify deviations
Analyze pay differences by role, group and gender.
Document measures
Keep justifications, reviews and next steps documented in a traceable way.
Product solution
The software for your pay-transparency implementation.
Entgelt-Transparenz guides you step by step through the process - from data basis to job evaluation, analysis and documentation. A complex regulatory requirement becomes a structured, repeatable workflow.
Job evaluation
Evaluate functions with consistent, gender-neutral criteria.
Pay analysis
Identify adjusted and unadjusted pay differences.
Measure management
Plan, prioritize and document corrective and review measures.
Reports & export
Prepare results for management, works council or internal audits.
Traceability
Document assumptions, evaluation bases, approvals and changes.
AI assistant Lexi
Get contextual support directly in the workflow, for example on the next useful measure or on interpreting individual results.
Process
Four steps to pay transparency.
The application connects data, evaluation, analysis and measures in a sequence that HR, management and compliance can follow together.
Import data
Capture master data, roles, job information and compensation components centrally.
Evaluate jobs
Make equal or equivalent work comparable with transparent criteria.
Analyze pay gaps
Make deviations visible and review them against objective factors.
Derive measures
Document results, assign responsibilities and track progress.
Result Traceable documentation
Evaluation bases, analysis assumptions, decisions and measures remain centrally documented and easy to find for internal alignment.
Audiences
For everyone responsible for pay transparency.
Pay transparency is team work. The platform creates a shared factual basis without mixing legal detail and operational data work.
HR teams
Structure data, roles and evaluation logic in one place.
Management
Gain clarity on risks, action needs and progress.
Compliance & legal
Document decisions in a traceable and reviewable way.
Works council / worker representation
Create a shared factual basis for transparent discussions.
Packages
An entry point for every employer size.
Packages follow data volume, organizational complexity and desired governance. In the demo, we clarify which scope makes sense for your preparation.
Scope · organizational complexity
Basis
Preparation for core transparency duties
- Job architecture
- Pay criteria
- Information-request preparation
- Documentation baseline
Art. 5Art. 6Art. 7
Professional
Analysis, reporting and measure control
- Worker categories
- Pay analysis
- Pay report
- Measure management
Art. 4Art. 9Art. 10
Enterprise
Governance for complex organizations
- Multiple legal entities
- Approval workflows
- API and HRIS access
- Advanced role models
Art. 10Art. 12Art. 18
For organizations that want to structure recruiting transparency, criteria and information-request processes.
For employers preparing reporting, actively analyzing gender pay gaps or coordinating several HR stakeholders.
For larger organizations with multiple entities, works council/legal involvement or external systems.
Foundation · in every tier
Job evaluation · Pay data · Roles & permissions · Documentation
From first step to scalable governance
Up to 49 workers
Basis
For smaller employers that want to structure jobs, criteria and information-request preparation cleanly.
EUR 2,490 / year
EUR 249 / month
- Job architecture & evaluation
- Hiring compliance
- Pay criteria
- Information-request preparation
- Light compensation data
- Change log
Often chosen
Up to 249 workers
Professional
For employers that want to combine pay analysis, reporting preparation and measure management.
EUR 4,490 / year
EUR 449 / month
- Everything in Basis
- Worker categories
- Gender pay gap analysis
- Reports & export
- Measure management
- Works council views
Unlimited workers
Enterprise
For complex organizations with multiple entities, approvals, integrations and governance requirements.
On request custom offer
Monthly price on request
- Everything in Professional
- Multiple legal entities
- Approval workflows
- API and HRIS access
- SSO login
EU Directive 2023/970DE/AT Germany & AustriaHR Software-supported preparation
Directive information
What does the EU Pay Transparency Directive require?
The answers follow the EU baseline. National transposition laws in Germany and Austria may add details, procedures and deadlines.
What does the EU Pay Transparency Directive require?
The Directive strengthens the principle of equal pay for equal or equivalent work. It focuses on transparency before and during employment, information rights, reporting duties and stronger enforcement mechanisms.
When does the Directive apply?
The Directive is in force; Member States must transpose it into national law by 7 June 2026. The first reporting dates are staggered by employer size under the EU baseline. National transposition laws may add details.
Which companies are affected?
Certain transparency and information-right topics affect employers regardless of size. Regular reporting duties begin under the EU minimum standard from 100 workers, with different deadlines for 100-149, 150-249 and 250+ workers.
What data do employers need?
Practically relevant data includes job and role information, criteria for equal or equivalent work, base pay, variable components, working time/FTE, worker categories and documented justifications for objective differences.
What does equal or equivalent work mean?
Comparability is not based only on identical job titles. It depends on traceable criteria such as requirements, skills, responsibility, strain and working conditions, plus other job-related factors.
What happens when pay gaps appear?
The Directive requires conspicuous pay differences to be analyzed and either explained with objective, gender-neutral criteria or addressed through measures. The concrete national implementation must be considered.
How does software support implementation?
Software does not replace legal advice, but it supports structured implementation: consolidating data, evaluating jobs, analyzing pay gaps, preparing information responses and reports, and documenting decisions traceably.
More than compliance
Pay transparency as a competitive advantage.
A transparent pay structure reduces not only legal risks. It strengthens trust, improves internal fairness and helps make compensation decisions more consistent.
Fewer manual evaluations
Better preparation for information requests
Clearer decision bases for salaries
More traceability for stakeholders
Stronger employer branding through fair pay processes
Request demo
Ready to implement pay transparency in a structured way?
Let us show you how Entgelt-Transparenz supports your organization from the first analysis through to documented measures.