EUPTD
The Complete Solution for EU Pay Transparency Compliance
Compliance made simple — with proven methodology, smarter tech, and unmatched guidance
Identify, fix and prevent your gender pay gaps
Every solution you need to comply in one, enterprise-ready platform backed by the world’s most trusted pay equity methodology.
- PayParity® analyzes your rewards data (compensation/benefits in kind) and quickly identifies inequities to determine if your adjusted gender pay gap is above 5%.
- PayParity’s AI-powered remediation agent R.O.S.A.™ finds the most cost-effective way to close nominal pay gaps above 5% to ensure compliance.
- Salary Range Finder® ensures equitable pay at the point of hire to prevent your pay gap from rising above 5%.
Comply with right to information requests at scale
PayParity enables you to easily comply with Article 7’s requirements.
- Instantly generate reports in any EU language
- Refresh data to provide the most updated pay details
- Assign role-based access and permissions to ensure data security and privacy
Clearly define your pay setting and progression policy
PayParity enables you to clearly define your Wage Influencing Factors (WIFs) to easily comply with Article 6’s requirements.
- Select appropriate WIFs
- Conduct robust reliability testing
- Ensure statistical soundness in your pay equity model
- Gender-neutral pay you can stand behind
Report across multiple jurisdictions seamlessly
RAPTR™ captures your pay equity findings and generates compliant reports across all EU jurisdictions. Access one-click disclosures with Trusaic AI™-powered narrative guidance.
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Robust integrations and automated data management
Our platform enables you to securely connect all your HR data regardless of the source to streamline compliance with the EU Pay Transparency Directive.
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Key Features
Adjusted pay gap analysis
Measure and understand your organization’s unexplained pay disparities with real-time precision.
AI-powered remediation
Use R.O.S.A. to simulate hundreds of remediation scenarios and optimize your pay equity spend.
Appropriate WIF selection
Conduct robust reliability testing of your WIFs to ensure statistical soundness in your pay equity model.
Right to information access
Assign role-based access and permissions to ensure data security and privacy.
Article 6 compliance
Ensure gender-neutral pay decisions that are easily explainable and accessible.
One-click disclosure
Generate, localize, and distribute compliant reports across EU jurisdictions.
Capabilities
FAQs
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What is the EU Pay Transparency Directive?
The EU Pay Transparency Directive is a binding regulation that requires employers to analyze, report, and resolve unjustified pay disparities. It mandates salary range transparency in job postings, salary history bans, employee access to pay gap data, and public disclosures of gender pay gap statistics. The first compliance deadlines begin in 2026.
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What are the main compliance obligations under the Directive?
Employers must:
- Conduct pay equity analyses
- Share salary ranges in job postings
- Ban the use of salary history
- Provide employees with information about their pay and comparisons
- Report gender pay gaps annually
- Conduct joint pay assessments if unexplained gaps exceed 5%
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How does Trusaic help us comply?
Trusaic’s Pay Equity Software Suite, including PayParity®, R.O.S.A.™, Salary Range Finder®, and RAPTR™, enables you to meet every Directive requirement:
- Measure and reduce adjusted gender pay gaps
- Implement equitable pay policies using wage influencing factors (WIFs)
- Comply with right to information requests (Article 7)
- Disclose salary ranges (Article 5/6)
- Submit accurate and jurisdiction-specific reports
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Does the platform support Right to Information requests?
Yes. PayParity enables role-based access so employees can receive personalized, legally compliant reports showing their pay relative to peers and contextual explanations for any gaps.
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How does Trusaic help with GDPR compliance?
Trusaic is fully GDPR-compliant and follows industry-leading data privacy practices:
- Role-based access controls and data minimization
- End-to-end encryption and secure data hosting
- SOC 2 Type II and ISO 27001 certified environment
- Privacy-by-design principles embedded in all features
- Full audit trails and opt-out protocols for sensitive data
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What about data security and sovereignty?
Trusaic is SOC 2 certified and ISO 27001 compliant. All data is encrypted in transit and at rest. We offer EU data residency options and maintain audit trails for every access and change.
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What is the adjusted pay gap, and how is it calculated?
The adjusted pay gap accounts for objective wage-influencing factors like role, tenure, and experience. Trusaic’s PayParity® identifies unexplained disparities after controlling for these WIFs — enabling you to target remediation where it’s legally necessary and most effective.
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Can we use our existing HR data?
Yes. Trusaic integrates with leading HRIS platforms and accepts structured data from multiple sources. Our data ingestion process supports Workday, SAP, UKG, ADP, and more — eliminating manual data preparation and accelerating compliance timelines.
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How do we respond to right to information requests from employees?
PayParity® allows you to generate real-time, localized reports based on the employee’s role and access level — in compliance with Article 7. All responses are tracked, version-controlled, and delivered securely via role-based permissions.
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How does Trusaic support Article 6 compliance?
PayParity® enables you to document, validate, and test your wage influencing factors to meet Article 6’s pay-setting and progression transparency requirements.
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What if our company operates in multiple EU countries?
Trusaic’s RAPTR solution is purpose-built to manage the Directive’s country-specific disclosure requirements. From uploading your adjusted pay gap results to producing language-localized reports, RAPTR ensures your compliance is accurate, defensible, and audit-ready across the EU.
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How soon do we need to act?
Employers with 250+ workers must publish their first reports by 2027, but preparatory work — like identifying gaps, implementing salary range transparency, and building defensible methodologies — must begin now to avoid noncompliance. Trusaic helps you start today.
