Pay is more than salary.
Now prove it.
Pay transparency forces companies to justify pay objectively and make it comparable. Occupational pensions and corporate health care are quantifiable pay components — but only if they are recorded cleanly, kept with a history, and can be analysed per person. That is platform work, not spreadsheet work.
Where the pay transparency directive actually stands
What is settled
EU Directive 2023/970 had to be transposed into national law by 7 June 2026. Germany let that deadline pass — no ministerial draft had been published, and the Federal Ministry for Family Affairs is working from the recommendations of an expert commission dated October 2025. A finished transposition act is not expected before 2027.
Why waiting is still the wrong call
Since 8 June 2026 the directive has had effect: directly against public sector employers, and indirectly against private companies through directive-conforming interpretation by the labour courts. And whatever the state of the legislation, one thing holds: the required analyses need data history. Anyone who only starts recording once the law arrives will have nothing to report in the first reporting year.
Four requirements with one shared precondition
Information on request
Employees may request information about their pay and the average pay for comparable work.
Transparency before hiring
Stating the starting pay or a range — and no questions about previous salary history.
Reporting duties
Staggered by company size, with metrics on the gender pay gap.
Joint pay assessment
Where an unexplained gap exceeds the threshold: an analysis together with employee representatives.
The shared precondition: pay does not mean base salary. What is meant is total reward including supplementary and ancillary benefits — and that includes employer contributions to pensions and employer-funded health care.
Benefits are the part of pay nobody has recorded properly
Inequality arises quietly
Match rules that differ by year of joining, by site or by negotiating skill are invisible on a payslip — but not in a pay analysis. Anyone who does not know their own landscape of employer matches cannot justify it either.
Value that never lands
An employer who voluntarily adds 20 % instead of 15 % is paying real money — and often does not even get an acknowledgement for it. Made visible, the same amount becomes an argument in recruiting and in a retention conversation.
No system, no history
Pay reports compare periods. Contribution changes, changes to the employer match and periods of altered status therefore have to be held in versions — not as a current state in a table that is overwritten every month.
What the platform delivers for this — and what it does not
Available
- Employer and employee share held separately per contract
- Employer match rules per employer, including caps
- History of status and contribution changes
- Analyses and reports per tenant
- Salary levels as the basis for conversion
- Health care contributions per person
Not yet — roadmap
- Total compensation statement as a PDF per employee
- Pay report with gender-based analysis
- Benchmarking against comparison groups
- Export to pay analysis tools
We would rather say what is missing than claim it. Interested in these building blocks? Then we will prioritise them.
The obligation is coming. The data history you have to start now.
The later you begin recording properly, the less past you will have in your first report.
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