EU Pay Gap Calculator
Work out your company's gender pay gap in seconds, then see what it triggers under the EU Pay Transparency Directive (2023/970). Cross the 5% line in any group of workers without a good reason and you owe a joint pay assessment with worker representatives — not just a report. Enter average male and female pay for the unadjusted gap. No account, instant result.
Calculate your gender pay gap
EU Pay Transparency Directive (2023/970)
Directive (EU) 2023/970 makes pay gaps visible and actionable across the EU. Member states must transpose it into national law by 7 June 2026. It combines pay transparency for job applicants and staff with mandatory gender pay-gap reporting for larger employers.
The headline rule employers care about is the 5% threshold: where any category of workers shows an unadjusted gap of 5% or more that cannot be justified by objective, gender-neutral factors and is not fixed within six months, the employer must run a joint pay assessment with workers’ representatives.
Larger employers report the gender pay gap. A gap ≥5% that is unjustified and unremedied triggers a joint pay assessment with worker representatives.
Candidates must get a pay range before interview. Employers cannot ask salary history. Staff can request average pay by sex for comparable work.
Penalties include fines and compensation. The burden of proof shifts to the employer in equal-pay disputes once transposed.
Who must report, and when
| Employer size | First report due | Then |
|---|---|---|
| 250+ employees | 7 June 2027 | Every year |
| 150–249 employees | 7 June 2027 | Every 3 years |
| 100–149 employees | 7 June 2031 | Every 3 years |
| Under 100 | No EU duty | Member states may require |
Frequently asked questions
It calculates the unadjusted (raw) mean gender pay gap — the percentage difference between average male and average female pay. This is the headline figure EU employers report. It does not control for role, seniority, hours, or experience, so the adjusted gap a formal pay audit produces may differ.
Reporting is phased by size. Employers with 250+ employees report by 7 June 2027 and then annually. Employers with 150–249 employees report by 7 June 2027 and then every three years. Employers with 100–149 employees report from 7 June 2031 and then every three years. Below 100 employees there is no EU-wide reporting duty, though individual member states may require it.
If a category of workers shows a gender pay gap of at least 5% that the employer cannot justify on objective, gender-neutral criteria — and does not remedy within six months — the employer must carry out a joint pay assessment together with workers’ representatives to identify and close the gap.
Member states must transpose Directive (EU) 2023/970 into national law by 7 June 2026. Several countries are running late, but the directive itself is not delayed. The first employer pay-gap reports are due in 2027.
Not directly — it focuses on the pay-gap figure. Separately, the directive requires employers to give pay ranges to candidates before interview, bans asking about salary history, and gives staff the right to request average pay broken down by sex for comparable work.