EU Pay Transparency Directive checker: reporting dates, open duties and the 5% gap test. Free, private

What does the EU Pay Transparency Directive require of your company?

Enter your headcount, mark what you already do and paste average pay by sex for each job category. You get your reporting schedule, the duties still open, and every category at or over the 5% gap trigger.

A first read of Directive (EU) 2023/970 (transposition deadline 7 June 2026). National laws differ. It is not legal advice.

Number of employees

Are you recruiting?

Job ads or pre-interview contact give the pay or pay range, based on objective gender-neutral criteria

You never ask applicants about their current or past pay

Vacancy notices and job titles are gender-neutral and the hiring process is non-discriminatory

Written, gender-neutral criteria for setting pay and pay progression exist and workers can see them

A process exists to answer a worker's request for their pay level and average pay by sex for equal work within two months

No contract term or policy stops workers from disclosing their pay

Pay structures rest on a documented gender-neutral job evaluation or classification

Average pay by job category (optional): category, women average, men average, one per line

Enter your number of employees, then click Check my company.

Result

Pay gap by category

Category	Women avg	Men avg	Gap %	5% trigger

What it does, and what it leaves to you

Reporting: 250 or more employees report every year, 150 to 249 every three years (first report 7 June 2027), 100 to 149 every three years (first 7 June 2031) (Article 9).
Every employer: pay information for applicants, no questions about pay history, pay criteria, the right to request pay data, and no pay secrecy clauses (Articles 4 to 7).
5% trigger: an unexplained gap of 5% or more in a category, unfixed after six months, requires a joint pay assessment (Article 10).
Not decided: national penalties and deadlines, how your Member State defines pay categories, whether jobs are of equal value, and whether a gap is objectively justified.

Common questions

Does the EU Pay Transparency Directive apply to small employers?

Some duties do and some do not. Pay information for job applicants, the ban on asking about pay history, workers' right to information about pay, and the ban on pay secrecy clauses reach every employer. Gender pay gap reporting starts at 100 employees.

When do employers have to report their gender pay gap?

Employers with 250 or more workers report every year and those with 150 to 249 every three years, both starting 7 June 2027 for 2026 data. Employers with 100 to 149 report every three years starting 7 June 2031. Check your national law for exact dates.

What is the 5% pay gap rule?

If a report shows an average pay gap of 5% or more between women and men in a category of workers doing equal or equal-value work, the employer cannot justify it with objective gender-neutral factors, and it is not fixed within six months, a joint pay assessment with worker representatives is required.

Can I ask a job candidate what they earn now?

No. The Directive bans asking applicants about their current or past pay. Candidates must also be told the pay or pay range before the interview.

Is my data uploaded anywhere?

No. Everything is calculated in your browser and nothing is sent; a test in the code asserts there are no network calls.