Pay-equity compliance, wherever you operate.
Comply with your country's pay-transparency law (its transposition of the EU Pay Transparency Directive) in your own language. Job evaluation, the statutory pay-gap report, and the joint assessment, for every member state you employ in.
What the law asks
Not figures alone
The EU Pay Transparency Directive doesn't simply ask employers to publish a pay gap. It asks them to establish it objectively, report it the way each country requires, and act on it where it's too wide. Those are separate pieces of work — and they share one deadline.
Establish work of equal value
A gender-neutral, anonymised job-evaluation survey, with small groups suppressed — the directive's actual test for equal value, not a salary-benchmark proxy.
File the statutory report
Mean and median gap, quartiles and the bonus gap, as a report in your country's terms, in local language and currency, to check before you submit.
Assess & remediate
When a gap crosses the threshold, run the joint pay assessment and model remediation with payroll-ready output.
Most platforms bolt this onto a benchmarking product. Paritir is built the other way round — the directive is the spine, not a module.
Why Paritir
Built for the obligation, not bolted on
Sources, not reassurance
Thresholds and laws in force come with their official source and the date we read it, and we publish how many do. A new value can't ship without a source, a read date, and whether it is enacted or draft. How we know the law →
Check us, not our word
Anyone can check a signed evidence pack in the browser, without logging in. The file is never uploaded. How checking works →
Both sides of the table
Workers' representatives get their own portal. They sign the sealed job-evaluation criteria, file Article 7 requests, and record positions or objections on the joint pay assessment. What workers' representatives see →
Watched at the source
We check each EU member state's official journal and EUR-Lex daily. Any change to your obligations waits for human review. How we watch →
Where to start
For your role
You have to deliver it.
See how the platform runs job evaluation, the statutory report and the joint assessment, end to end.
You have to be sure it's right.
Check exactly what your national transposition asks for — thresholds, deadlines and reporting format, country by country.
You deliver it for clients.
Put your logo and product name on your clients' workspaces, and get a weekly digest of what's due across your book.
The one deadline
An honest look at the directive's calendar
These dates are fixed in the directive itself. When each one lands for you depends on your country's transposition and your headcount — so the only reliable answer is your own jurisdiction.
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National transposition was due
Every member state had to write the directive into national law by this date. Many have not — transposition is uneven, so your duties follow your country's own statute rather than the directive in the abstract.
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First statutory pay-gap report
Employers with 250+ employees report their gender pay gap for the first time, then every year after. Employers with 150–249 report now too, then once every three years.
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Reporting reaches smaller employers
The threshold falls to 100+ employees, who report for the first time and every three years thereafter. Below 100 the directive sets no reporting duty — though some countries go further.
As of 28 September 2026, 5 of 27 member states have fully transposed the directive into national law — the rest are partial, in draft, or still pending. See where your country stands →
Build it with us
We're working with a small founding group of employers — use Paritir free on your real obligation while we build, and lock in founding pricing.