Pay transparency is now the law. Be ready before 7 June 2026.
From transposition, every EU employer must publish salary ranges in job ads, stop asking for pay history, and set pay on documented, gender-neutral criteria — manager discretion alone is no longer lawful. Reglyze drafts the framework; you ratify it.
What applies, and when
Five obligations apply to every employer from transposition, whatever your size. Gender pay-gap reporting then phases in by headcount.
Salary ranges in job ads
Job postings (and information before the interview) must state the pay or pay range — and you can no longer ask candidates about their pay history.
Worker right to information
On request, workers must get their own pay and the average pay levels, broken down by sex, for categories doing the same or equal-value work — plus the criteria used to set pay and progression.
Documented gender-neutral pay criteria
You must have a written, gender-neutral framework for determining pay and progression. A job-evaluation or classification scheme — not manager discretion — becomes the lawful basis.
No pay-secrecy clauses
Contract terms that stop workers disclosing their pay are banned. Workers may share pay information for the purpose of enforcing equal pay.
Gender pay-gap reporting (phased)
250+ employees report annually from 7 June 2027 (on 2026 data); 150–249 every three years from 7 June 2027; 100–149 every three years from 7 June 2031. An unjustified category gap above 5% not fixed within six months triggers a joint pay assessment with worker representatives.
Under 100 employees? Reporting isn't mandatory at EU level yet, but all five universal obligations still apply to you — and some Member States may set the bar lower.
What Reglyze drafts for you
Reglyze drafts, you ratify. The AI produces the documents the directive requires, grounded in your structure — you review, adjust and approve.
Job-evaluation methodology
A documented, gender-neutral method to value roles by skills, effort, responsibility and working conditions — the backbone of equal-value comparisons.
Written pay-determination criteria
The objective criteria for setting and progressing pay, ready to share with workers on request.
Compliant job-ad range language
Range and starting-pay wording for your postings that meets the transparency obligation without over-committing.
Pay-transparency & salary-history policy
An internal policy covering the salary-history ban, the right to information and the removal of pay-secrecy clauses.
Pay-gap report & action plan (later)
When your reporting date arrives, the report and — if a category gap exceeds 5% — the action plan for a joint pay assessment.
Why Reglyze
- AI does the drafting — you start from a tailored draft, not a blank page.
- EU-hosted: your data stays in Germany (Hetzner), inside the EU.
- Built for SME HR and People teams without a comp-and-benefits department.
- The same engine already drafts NIS2 and CRA compliance — pay transparency is the next regulation it covers.
Scope note: Reglyze is the policy, framework and criteria engine. It does not provide salary benchmark or market-midpoint data — you bring your pay data; Reglyze drafts the lawful framework around it.
Free readiness check
Answer three questions. See which obligations apply to you now, when reporting kicks in, and where your gaps are — no sign-up.
How many employees does your organisation have?
Headcount sets when gender pay-gap reporting applies. The other obligations apply to every employer regardless of size.
Frequently asked questions
What is the EU Pay Transparency Directive?
Directive (EU) 2023/970 strengthens equal pay between women and men through pay transparency. It must be transposed into national law by 7 June 2026, after which a set of obligations applies to employers across the EU.
Does it apply to small companies?
Yes for the universal obligations — salary ranges in job ads, the salary-history ban, the worker right to information, documented gender-neutral pay criteria and the ban on pay-secrecy clauses apply to every employer regardless of size. Mandatory gender pay-gap reporting only starts at 100 employees and phases in by size.
When does gender pay-gap reporting start?
Employers with 250+ employees report annually from 7 June 2027 (on 2026 data). Employers with 150–249 report every three years from 7 June 2027. Employers with 100–149 report every three years from 7 June 2031. Under 100, there is no mandatory EU-level reporting yet.
What is a joint pay assessment?
If gender pay-gap reporting reveals a difference in average pay of at least 5% in a category of workers doing equal-value work that the employer cannot justify on objective, gender-neutral grounds and does not remedy within six months, the employer must carry out a joint pay assessment together with worker representatives.
Why are documented pay criteria such a big change?
The directive requires pay and progression to rest on objective, gender-neutral criteria that workers can see. Setting pay on manager discretion alone is no longer a lawful basis — most SMEs need a written job-evaluation or pay-determination framework they did not have before.
Does Reglyze provide salary benchmark data?
No. Reglyze is the policy, framework and criteria engine: it drafts the job-evaluation methodology, the written pay-determination criteria, compliant job-ad range language and the pay-transparency policy. It does not fabricate market midpoints or salary benchmarks — you supply your own pay data and Reglyze drafts the lawful framework around it.
How does Reglyze help, exactly?
Reglyze drafts, you ratify. The AI produces the documents the directive requires — the job-evaluation methodology, pay-determination criteria, job-ad range language and the pay-transparency policy — grounded in your structure, and you review and approve them. The pay-gap report and action plan follow when your reporting date arrives.
Where is my data hosted?
Reglyze is EU-hosted, on infrastructure in Germany (Hetzner). Your information stays inside the EU.
Get ahead of the 2026 deadline
Run the free readiness check, then join the early-access list to get a draft framework tailored to your size.
Get early access
Tell us where you stand. We'll reach out when the pay-transparency workspace opens, with a draft tailored to your size.