One platform for EU pay transparency.From HR export to evidence.
The app connects data import, job architecture, compensation ranges, information requests, pay-gap analysis, remediation, reporting and audit trail into one guided compliance flow.
Move through the core work areas.
The preview shows product logic rather than isolated marketing screens: setup status, roles, deadlines, analytics and evidence belong together.
Entgelt-Transparenz.atExecutive Overview
Pay Gap
7,2%
Compliance
78%
Open Requests
3
Remediation
2
Pay Gap by Category
Entgelt-Transparenz.atExecutive Overview
Pay Gap
7,2%
Compliance
78%
Open Requests
3
Remediation
2
Pay Gap by Category
Setup, master data and compliance stay separated.
Each workflow starts where the operational responsibility sits: HR imports and maintains data, compliance reviews obligations, legal and worker representatives receive traceable evidence.
Dashboard & guided onboarding
Setup progress, open duties, role guidance and tutorial spotlights guide super admins through configuration.
Job architecture & function modules
Job families, functions, levels, evaluation scores and function modules are the basis for equal or equal-value work.
Ranges & pay records
Pay bands are derived from levels and imported pay records; components remain separately reportable.
Worker information requests
Art. 7 requests are handled with deadline, comparison basis, response data, approval and delivery evidence.
Pay-gap analysis
Median, mean, variable components, quartiles and function-module reporting are calculated for Art. 9.
Remediation & audit trail
Justifications, actions, joint assessment, follow-up and audit events remain traceable in the case file.
From HR system export to documented decision.
Prepare and import data
You provide a consolidated CSV or Excel export. The app detects employee IDs, roles, functional grades, pay components and effective dates, but writes only after your approval.
Validate job architecture
Job families, functions, levels and grades are reviewed. FG logic is a comparison basis only if it is gender-neutral and technically traceable.
Secure requests, hiring and criteria
The app links salary ranges in job postings, pay criteria and Article 7 requests with deadlines, response data and documented approvals.
Analyse pay gaps
After import, mean, median, base pay, variable pay, quartiles and function modules are evaluated. Small groups are suppressed.
Justify or remediate
Flagged gaps are not closed by a status button: objective reasons are documented or a remediation case with actions, ownership and joint assessment is started.
Report and evidence
Reports, response snapshots, case files, actions and audit events provide evidence that processes and decisions were performed traceably.
The key compliance flows with concrete product logic.
One file can create architecture, workers and pay records.
The app reads CSV and Excel exports in the browser, detects columns by headers and value profiling, and creates an import plan only after review. Individual salaries are imported as pay records, not pay bands.
Equal and equal-value work becomes traceable.
Article 4 requires objective, gender-neutral criteria for equal-value work. The app turns this into job families, functions, levels, evaluation scores and function modules. Functional grades such as FG1-FG9 are a strong comparison basis if they reflect a validated job-value logic.
Art. 9 metrics and Art. 10 triggers in one review.
The analysis calculates overall and function-module metrics, separates base pay and variable components, and marks groups at or above 5 percent under Article 10.
Worker requests answered within deadline.
Article 7 gives workers a right to information on their own pay and comparative pay levels. The app links request file, deadline, response data, approval and delivery evidence.
Pay bands come from job and pay logic.
The view shows min, max and midpoint values by level. This matters for Article 5 because job postings need a pay range before the interview.
If a gap remains, the process is documented.
Unjustified gaps create remediation cases with responsibility, actions, deadlines, joint assessment and follow-up. Reporting and audit log provide evidence.
Which directive duty is handled by which module.
The table is product-oriented: it does not list every final provision of the Directive, but the duties that appear in the app as workflow, data model or evidence.
| Artikel | Pflicht | Jobs | Pay | Requests | Analysis | Report | Remedy | Audit |
|---|---|---|---|---|---|---|---|---|
| Art. 4 | Equal and equal-value work Job evaluation and function modules using objective, gender-neutral criteria. | |||||||
| Art. 5 | Pay transparency before employment Pay range and evidence in job postings. | |||||||
| Art. 6 | Transparency of pay criteria Criteria and progression rules as documented methodology. | |||||||
| Art. 7 | Right to information Request file, comparison basis, response version and delivery evidence. | |||||||
| Art. 8 | Accessibility of information Responses and published information must be provided accessibly. | |||||||
| Art. 9 | Pay-gap reporting Mean, median, variable components, quartiles and function modules. | |||||||
| Art. 10 | Joint pay assessment 5% trigger, objective justification, remediation, joint assessment and follow-up. | |||||||
| Art. 11 | Data protection Small-group suppression, role rights and pseudonymised analytics. | |||||||
| Art. 16 | Compensation Evidence basis for full compensation and corrective action. | |||||||
| Art. 18 | Burden of proof Audit trail and documented criteria as defence evidence. | |||||||
| Art. 23 | Penalties Implementation evidence, exports, approvals and actions. | |||||||
| Art. 29 | Monitoring Comparable reporting data and prior-year values for monitoring bodies. |
Built for SAP, Workday and payroll exports - with realistic data ownership.
The general importer removes a lot of manual work, but it does not replace data preparation. Organizations maintain HR data differently; many will need one consolidated export from HRIS, payroll and local sources.
Your preparation
SAP, Workday, payroll and local files may contain different truths. You provide a reliable export and review data quality.
Automated preparation
The app detects columns, date formats, full names, external grades such as FG7, pay components and architecture proposals. Uncertain mappings remain visible.
Review & approval
Writes happen only after review. Existing workers are updated, architecture is deduplicated and pay records are maintained per effective date.
Der Importer ist ein Review-basierter Dateiimport für HR-Systemexporte. Er nimmt Mapping, Deduplizierung und Plausibilisierung ab, setzt aber voraus, dass Sie die relevanten HR-, Payroll- und Organisationsdaten fachlich konsolidiert bereitstellen.
Ready to test it with your data?
Start with a sample organization or upload an HR-system export. The app writes only after your approval.