FAQ: EU Pay Transparency Directive,
job evaluation, and the use of easygrading.de
The EU Pay Transparency Directive and digital tools such as easygrading.de enable job evaluation in accordance with recognized standards – simply, digitally, and in compliance with legal requirements. This not only allows companies to meet legal requirements, but also positions them as attractive and fair employers in the competition for talent.
The EU Pay Transparency Directive (2023/970/EU) is a piece of European legislation that aims to reduce the pay gap between men and women and combat wage discrimination. It obliges companies to ensure equal pay for equal or equivalent work, regardless of gender.
The directive was adopted in June 2023 and must be transposed into national law by June 7, 2026, at the latest.
It applies to all companies in the EU, with larger companies (100 or more employees) having stricter reporting requirements.
The aim is to strengthen the principle of "equal pay for equal work or work of equal value" and to reduce the gender pay gap.
Employers must disclose salary structures, report regularly on the gender pay gap, and apply objective criteria for determining pay.
Companies with 100 or more employees must submit regular reports on the gender pay gap and pay structure. The frequency and scope depend on the size of the company.
Violations are subject to sanctions determined by the member states. These may include fines or other measures. In addition, there is a risk of reputational damage, which can have a negative impact on recruiting.
Yes, companies must make information about their salary structure and remuneration criteria available to applicants and employees.
Employers must provide information about the starting salary or salary range for the advertised position as early as the application process.
No, employers are no longer allowed to ask applicants about their previous salary.
Yes, the criteria for determining salaries must be communicated clearly and transparently.
The gender pay gap refers to the average wage gap between men and women in comparable positions.
It is calculated by comparing the average gross hourly earnings of men and women.
Yes, if the pay gap is 5% or more and cannot be objectively justified, companies must take measures in consultation with employee representatives.
Possible measures include adjustments to salary structures, reviewing job evaluations and the assignment of employees to reference positions, or targeted support programs.
Job evaluation is a process for objectively evaluating jobs in order to create a fair and transparent remuneration structure.
Job evaluation makes sure that equal or equivalent work is paid equally. It also helps make clear and fair decisions about salaries.
Job evaluation involves an analytical examination of typical criteria such as knowledge and skill requirements, responsibility and decision-making authority, complexity and degree of difficulty, communication and cooperation, as well as working environment and stress.
Yes, the evaluation and the underlying criteria must be documented and disclosed upon request.
Typically, the human resources department assumes this responsibility in cooperation with managers and, when relevant, employee representatives.
Compliance is monitored by the relevant national authorities.
Yes, there are advisory services provided by external remuneration consultants, tools, and seminars to support companies with implementation.
The EU directive takes precedence over national law. National regulations must not be less strict than the requirements of the directive.
Employees have the right to receive information about the criteria and level of their remuneration, as well as the average remuneration for comparable jobs.
Yes, employees can take legal action if they suspect pay discrimination.
Employees may not be disadvantaged for exercising their rights.
The directive must be implemented by EU Member States by June 7, 2026.
Companies should review their salary structures and job evaluations, introduce transparency processes, and prepare for the new reporting requirements.
They must be involved in the implementation of the measures and in the review of remuneration structures.
Individual obligations may vary depending on the size of the company, but the basic principle applies to all companies.
The frequency depends on the size of the company, usually annually or every three years.
The reports must contain information on the gender pay gap, the criteria used to determine pay, and measures to eliminate discrepancies.
Yes, many companies use external compensation consultants and/or specialized software solutions.
Even then, transparency and reporting requirements must be complied with in order to ensure equality in the long term.
Salary data must be processed and published in compliance with data protection regulations.
It promotes a fair working environment, increases employer attractiveness, and can strengthen employee loyalty.
The range of penalties includes fines and claims for damages, with their exact nature determined by the member states.
Companies can obtain information from national authorities, the EU Commission, and specialized compensation consultants.
easygrading.de offers a digital solution for conducting job evaluations and salary analyses efficiently, transparently, and in accordance with recognized standards. This enables companies to easily meet the requirements of the directive.
With easygrading.de, job evaluation is carried out according to proven, objective, and transparent criteria—a quality feature that builds trust and supports compliance with the directive.
With easygrading.de, companies can evaluate jobs online, create salary bands, and analyze the salary situation – easily, quickly, and in a structured manner.
It saves time, increases objectivity, and ensures transparent documentation of all evaluation steps.
The tool enables analysis of the current salary situation and shows whether employees are being remunerated in line with their performance and position.
Yes, easygrading.de helps to define and visualize salary bands, which increases transparency and comparability.
Objective evaluation and transparent salary structures make discrimination visible and allow it to be eliminated in a targeted manner.
The tool supports the collection of data required for the preparation of legally required reports on the gender pay gap and remuneration structure.
Yes, easygrading.de is scalable and can be used by small to large companies.
After registering, you can start job evaluation and salary analysis immediately.
Yes, the user interface is designed to be user-friendly and allows you to get started quickly.
easygrading.de attaches great importance to data protection and data security, so all information is treated confidentially. In addition, no personal data needs to be entered. However, gender must be specified for the gender pay gap analysis.
Yes, the tool supports collaboration between multiple people.
At the request of numerous HR departments, easygrading.de is provided exclusively as a standalone web application. This decision enables centralized, data protection-compliant use without local installations.
Companies can use this slogan in their employer communications and recruiting to specifically highlight their professional and fair compensation practices—powered by easygrading.de.
The use of easygrading.de and the slogan "Job evaluation according to recognized standards" strengthen the image as a modern, transparent, and fair employer.
After registration, the jobs are systematically evaluated, salary bands are created, and the results are documented.
No individual adjustments are possible in the definition area itself. However, company-specific requirements can be stored in the supplementary company area, ensuring flexible expansion of the standard definitions.
easygrading.de can be tested free of charge to familiarize yourself with the functions.
All evaluation steps and criteria are transparently documented and can be verified at any time.
Implementation is straightforward: registration, user training, and integration into HR processes.
Further information and support are available directly at Easygrading and Respondeo
