Simplify global pay transparency reporting
Navigating the intricacies of global pay transparency reporting can be daunting, with diverse deadlines, thresholds, and regulations to manage. Trusaic offers a comprehensive solution to streamline and ensure precision in reporting across jurisdictions globally.
Streamline your regulatory pay transparency reporting process
More than 50 jurisdictions have adopted or are in the process of implementing some form of pay data reporting requirement, with that number rapidly growing. Trusaic's centralized approach to global pay transparency reporting offloads the hassle from your internal resources and ensures a cohesive plan across multiple jurisdictions. Our Regulatory Pay Transparency Reporting solution is integrated with leading HCM providers. Once your workforce data is synched with our platform, our solution takes care of the rest.
Simplified regulatory pay transparency reporting
Organizations with a worldwide workforce must navigate a maze of diverse reporting mandates, employee thresholds, and stringent compliance deadlines. With new regulations such as the EU Directive on the horizon, staying compliant is increasingly challenging. Trusaic’s team of dedicated experts specializes in these complex laws, allowing your internal team to concentrate on their core responsibilities.
Centralized reporting for efficiency and accuracy
Fragmented pay transparency reporting causes duplicated efforts, siloed data, and limited visibility into gaps across regions, impacting quality control. Errors can lead to penalties and harm trust. Centralizing pay reporting with Trusaic streamlines processes, improves accuracy, and ensures compliance, providing a reliable, single source of truth to enhance efficiency and safeguard your organization.
Track and communicate progress with confidence
Compliance is paramount in regulatory pay transparency reporting, but it’s just one variable of your broader workplace equity opportunity. By leveraging Trusaic's workplace equity suite of products, you can integrate equity into every employee decision, improving your pay report outcomes and enabling you to confidently share your pay gap story with employees, job applicants, and other key stakeholders.
Pay equity standards in pay transparency reporting
In the realm of pay data reporting, understanding pay equity standards is paramount. These standards are complex and often vary by jurisdiction. Trusaic’s Regulatory Pay Transparency Reporting solution excels at navigating these complexities, ensuring compliance with precision across diverse jurisdictions.
Equal pay for equal work
Employees performing identical work must be paid equitably.
Equal pay for comparable work
Employees performing substantially similar work must be paid equitably. Substantially similar typically means similar skills, effort and responsibility required to perform the work.
Equal pay for work of equal or comparable value
Employees who are performing completely different work, but that can be shown to be of equal value based on "objective criteria" must be paid equitably.
Regulatory pay transparency reporting calculator
There are 50-plus jurisdictions around the globe that have already adopted or are in the process of implementing some form of pay data reporting requirement. See if your company is applicable.
Regulatory pay transparency reporting calculator
There are 54 jurisdictions around the globe that have already adopted or are in the process of implementing some form of pay data reporting requirement. See if your company is applicable.
Your guide to pay data compliance
Pay data reporting requires collection, analysis, reporting, and transparency (C.A.R.T). Leverage Trusaic’s pay equity analysis software and our team of experts to guide you through the process. Meet reporting and transparency obligations with ease and confidence.
Your guide to pay data compliance
Pay data reporting requires collection, analysis, reporting, and transparency (C.A.R.T). Leverage Trusaic's pay equity analysis software and our team of experts to guide you through the process. Meet reporting and transparency obligations with ease and confidence.
Global jurisdictional overview
AUSTRALIA
Australia pay transparency reporting law guide
Discover our comprehensive Australia Workplace Gender Equality Act guide. The Act mandates all organizations with 100 or more employees to report annually on gender equality indicators. Learn more about what’s required and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
Australia - Victorian Government
Australia - Victorian Government pay transparency reporting law guide
Australia Victorian Government’s Gender Equality Act of 2021, requires public entities with 50 or more employees to report on their gender pay gaps. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
Austria
Austria pay transparency reporting law guide
Austria has relatively robust pay equity and reporting laws. Employers with 150 or more employees are required to provide a pay analysis every two years. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
Belgium
Belgium pay transparency reporting law guide
Belgium has one of the lowest gender pay gaps in Europe. Employers with 50 or more employees are required to report on remuneration structures by gender. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
Brazil
Brazil pay transparency reporting law guide
Private Brazilian employers with 100 or more employers are required to submit employee data to enable the MTE to generate biannual Salary Transparency and Remuneration Criteria Reports. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
Canada
Canada pay transparency reporting law guide
Canada’s Pay Equity Act requires unionized employers or employers with 100 or more employees to develop and publish pay equity plans beginning in 2024. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
Denmark
Denmark pay transparency reporting law guide
Denmark employers with 35 or more employees are required to submit either gender-segregated wage statistics, or an equal pay report on an annual basis. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
European Union
EU pay transparency directive guide
Explore our comprehensive EU Pay Transparency Directive guide. The legislation must be implemented by each country by June 2026. Learn about its provisions, reporting requirements, and deadlines, as well as how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
Finland
Finland pay transparency reporting law guide
Finland employers with 30 or more employees are required to prepare gender equality plans which must include a comprehensive pay survey every two years. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
France
France pay transparency reporting law guide
In addition to the “Rixain law” aimed at achieving gender parity, France employers with 50 or more employees must report on gender pay gaps annually. Learn more about what’s required in our guide and explore how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
Germany
Germany pay transparency reporting law guide
Discover our Germany pay data reporting law guide. German organizations with 200 or more employees have specific reporting requirements to comply with. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
Iceland
Iceland pay transparency reporting law guide
Iceland's Equality Act of 2018 requires organizations with an average of 25 or more employees in a calendar year to obtain an Equal Pay Certification. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
India
India pay transparency reporting law guide
India has no formal reporting requirements in place but, employers must comply with an equal pay law and maintain detailed registers and documents on wage information. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
Ireland
Ireland pay transparency reporting law guide
Beginning June 1, 2025, Ireland’s Gender Pay Gap Information Act will require employers with 50 or more employees to publish information on their gender pay gaps annually. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
Israel
Israel pay transparency reporting law guide
Effective June 1, 2022, Israel employers with 519 or more employees must provide internal reports for employees and external reports on gender pay gaps annually. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
Italy
Italy pay transparency reporting law guide
Access our Italian reporting law guide. Private and public Italian companies with 50 or more employees are required to publish an equality report every two years. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
New Zealand
New Zealand pay transparency reporting law guide
New Zealand does not currently require pay data reporting. Pay data reporting was proposed in 2023 that would require organizations with more than 250 employees to report on pay gaps. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
Norway
Norway pay transparency reporting law guide
All Norwegian employers with more than 50 employees are required to comply with the Equality and Anti-Discrimination Act, which includes biennial gender pay gap reviews. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
Portugal
Portugal pay transparency reporting law guide
Portugal requires private and public organizations with more than 50 employees to comply with gender pay data reporting requirements on an annual basis. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
South Africa
South Africa pay transparency reporting law guide
South African employers with 50 or more employees must develop an employment equity plan and comply with annual reporting requirements related to their plan. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
Spain
Spain pay transparency reporting law guide
Discover our Spain pay transparency reporting law guide. Every organization in Spain must maintain a salary register categorized by profession and gender. Learn more about what’s required in our guide and how Trusaic's Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
Sweden
Sweden pay transparency reporting law guide
Swedish employers with 10 or more employees are required to carry out annual pay surveys. Employers with 25 or more employees have additional requirements. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
Switzerland
Switzerland pay transparency reporting law guide
Public and private employers with 100 or more employees are required to comply with Switzerland's Gender Equality Act, which requires an equal pay analysis. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
UNITED KINGDOM
United Kingdom pay transparency reporting law guide
Explore our comprehensive UK Gender Pay Gap Reporting Law guide. Employers with 250 or more employees must submit annual gender pay gap reports. Learn about reporting requirements and deadlines, as well as how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
U.S. - California
U.S. - California pay transparency reporting law guide
California’s pay transparency and pay data reporting law is the most progressive in the US. The law was amended in 2024 to require reporting on remote employees. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
U.S. - California - San Diego
U.S. - California - San Diego Equal Pay Ordinance law guide
Effective July 31, 2017, San Diego requires all contractors doing business with the city to pay employees equal rates for equal or substantially similar work. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
U.S. - California - San Francisco
U.S. - California - San Francisco Equal Pay Ordinance law guide
Effective July 1, 2018, San Francisco contractors with 20 or more employees worldwide are required to submit annual equal pay reports that include gender and race. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
U.S. - Colorado
U.S. - Colorado pay transparency law guide
Effective Jan. 1, 2021, Colorado’s Equal Pay for Equal Work Act requires all employers to provide salary range or hourly pay information on all job postings. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
U.S. - Connecticut
U.S. - Connecticut pay transparency law guide
Effective Oct. 1, 2021, all Connecticut employers must disclose salary range information to job applicants upon request or prior to making a job offer. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
U.S. - FEDERAL EEO-1
EEO-1 Component 1 reporting law guide
All private U.S. employers with 100 or more employees, and federal contractors with more than 50 employees, are required to submit EEO-1 Component 1 reports annually. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
U.S. - Federal OFCCP
U.S. - Federal OFCCP pay transparency reporting law guide
Federal contractors with more than 50 employees that have contracts valued at $50,000 or more are required to implement Affirmative Action Plans to ensure equal employment opportunities. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
U.S. - ILLINOIS
U.S. - Illinois pay transparency reporting law guide
Discover our comprehensive Illinois guide. Amidst Illinois' stringent pay equity regulations, employers that file an EEO-1 report must now apply for an Equal Pay Registration Certificate. Learn what else is required and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
U.S. - Maryland
U.S. - Maryland pay transparency law guide
Effective Oct. 1, 2024, all Maryland employers must provide salary ranges in all ads for jobs that will be physically performed at least partly inside the state. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
U.S. - Massachusetts
U.S. - Massachusetts pay transparency law guide
Effective July 31, 2025, Massachusetts employers with 25 or more employees must provide salary ranges on all job postings. Employers with 100 or more employees must submit pay data reports annually. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
U.S. - Minnesota
U.S. - Minnesota pay transparency reporting law guide
Minnesota requires government contractors with 40 or more employees to obtain a Workforce Certificate and Equal Pay Certificate. All public jurisdictions are required to submit annual pay reports. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
U.S. - Nevada
U.S. - Nevada pay transparency law guide
Effective Oct. 1, 2021, all Nevada employers are required to disclose the salary range or pay rate for a position to job applicants who have undergone an interview. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
U.S. - New Jersey
U.S. - New Jersey pay transparency reporting law guide
As of July 1, 2018, the New Jersey Equal Pay Act requires contractors providing qualifying services to the state or any public body to file and Equal Pay Report that includes wage and demographic data. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
U.S. - New York
U.S. - New York pay transparency law guide
Effective Sept. 17, 2023, employers with four or more employees are required to provide pay ranges for designated job opportunities, promotions, and transfers. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
U.S. - New York - New York City
U.S. - New York - New York City pay transparency law guide
Effective Nov. 1, 2022, New York City’s pay transparency law requires employers with four or more employees to provide salary ranges in all job postings. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
U.S. - New York - Ithaca
U.S. - New York - Ithaca pay transparency law guide
Effective May 4, 2022, Ithaca, New York’s pay transparency law requires employers with four or more employees to provide salary ranges on job postings. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
U.S. - New York - Westchester County
U.S. - New York - Westchester County pay transparency law guide
Effective Nov. 6, 2022, Westchester County’s pay transparency law requires employers with four or more employees to provide salary ranges on job postings. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
U.S. - Ohio - Cincinnati
U.S. - Ohio - Cincinnati pay transparency law guide
Effective March 2020, Cincinnati’s law requires employers with 15 or more employees to provide a salary range to job applicants upon request. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
U.S. - Ohio - Toledo
U.S. - Ohio - Toledo pay transparency law guide
Effective June 25, 2020, Toledo’s law requires employers with 15 or more employees to provide a salary range to job applicants upon request. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
U.S. - Rhode Island
U.S. - Rhode Island pay transparency law guide
Effective Jan. 1, 2023, Rhode Island employers are required to provide salary range information to job applicants upon request and prior to discussing compensation. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
U.S. - Washington
U.S. - Washington pay transparency law guide
Effective Jan. 1, 2023, Washington employers with 15 or more employees are required to provide a minimum and maximum salary range on job postings. Learn more about what’s required in our guide and how Trusaic’s Regulatory Pay Transparency Reporting solution can ensure your organization is in compliance.
Regulatory pay transparency reporting resources
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