PayAuditEU Pay Transparency Directive · Free beta
EU pay transparency, worked out from your own payroll file
PayAudit helps HR and People teams of employers with 100 to 500 workers group jobs of equal value, compute the gender pay gap in each category, follow up on gaps of 5 % or more and answer workers' requests for pay information on time.
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In development. The beta is free and nothing is for sale.
What is due, and when
The directive applies to every employer in the EU; reporting dates depend on size. The dates below are the directive's. National laws apply them and can go further.
7 June 2026
Deadline for EU countries to bring the directive into national law. Italy did so with D.Lgs. 96/2026; many countries have not finished yet.
Legal basis: Art. 34(1) Directive (EU) 2023/970
7 June 2027
First gender pay gap report for employers with 250 or more workers (then every year) and with 150 to 249 workers (then every three years), on the previous calendar year.
Legal basis: Art. 9(2) Directive (EU) 2023/970; Art. 9(3) Directive (EU) 2023/970
7 June 2031
First report for employers with 100 to 149 workers, then every three years.
Legal basis: Art. 9(4) Directive (EU) 2023/970
Every employer
Pay information before hiring, accessible pay-setting criteria and the workers' right to ask for pay information apply whatever the size, once national law is in force.
Legal basis: Art. 5(1) Directive (EU) 2023/970; Art. 6(1) Directive (EU) 2023/970; Art. 7(1) Directive (EU) 2023/970
If the report shows a gap of at least 5 % in any category of workers that you have not justified with objective, gender-neutral criteria and have not corrected within six months, you must carry out a joint pay assessment with workers' representatives.
Legal basis: Art. 10(1) Directive (EU) 2023/970
What PayAudit is built to do
The app is in development. The free tools further down already work.
1. Group jobs of equal value
Score jobs on skills, effort, responsibility and working conditions, or use your collective agreement's levels in Italy, to form categories of workers.
Legal basis: Art. 4(4) Directive (EU) 2023/970
2. See the gap in each category
Indicators (a) to (g), annual and hourly. Indicator (g) is broken down by basic and variable pay for every category.
Legal basis: Art. 9(1)(g) Directive (EU) 2023/970
3. Follow up on gaps of 5 % or more
Categories at or above 5 % are flagged as likely needing a justification or a correction, with the six-month clock and the content of a joint pay assessment.
Legal basis: Art. 10(1) Directive (EU) 2023/970
4. Answer information requests
Log each request, see the two-month reply date and prepare the reply with the category averages.
Legal basis: Art. 7(1) Directive (EU) 2023/970; Art. 7(4) Directive (EU) 2023/970
Payroll files stay in your browser
Payroll files are processed in your browser; we never store individual pay rows. The server keeps only what the workflow needs: your job architecture, aggregate figures per category and the dates of information requests.
- The free calculator keeps working if you go offline after the page has loaded.
- Shared results contain percentages and headcounts only; small groups are hidden.
- No analytics cookies and no third-party trackers.
Free tools, no sign-up
Everything is computed in your browser.
Gender pay gap calculator
Indicators (a) to (g), quartiles and the gap in each category from a CSV export. Shareable aggregate result.
Am I in scope?
Country and number of workers: which duties apply, when the first report is due and on which year's data.
Art. 7 reply deadline
The date by which you must answer a worker's request for pay information.
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