The platform built for the EU Pay Transparency Directive.

What the article requires: Employers must have pay structures that ensure equal pay for the same work or work of equal value. The criteria used to compare value must be objective and gender-neutral, agreed with workers' representatives where they exist, and must include factors such as skills, effort, responsibility and working conditions, as well as any other factors which are relevant to the specific job or position.

How PayAlign covers it: Your job architecture is structured around the four mandatory comparator factors (skills, effort, responsibility, working conditions) plus any company-specific objective criteria you add. Every role is mapped to a comparable category, every category is documented and version-controlled, and every change is logged for audit.

What the article requires: Employers must disclose the initial salary or salary range in the job ad or before interview, must not ask candidates about salary history, and must use gender-neutral language.

How PayAlign covers it: The salary range generator draws on your approved pay bands to produce a compliant range for every new role. Every range is attributable to objective criteria on file and timestamped in the audit vault.

What the article requires: The criteria used to determine pay, pay levels and pay progression must be objective, gender-neutral, and easily accessible to workers.

How PayAlign covers it: Your job architecture, pay bands, and progression rules are version-controlled and visible to both management and employees through the platform, with changes logged for audit purposes.

What the article requires: Employees can request their pay level and the average pay levels (broken down by sex) for the category of workers performing the same or equivalent work. Employers must respond within the statutory window.

How PayAlign covers it: Incoming request management with 14, 7, and 2 day reminders. Auto-generated responses from existing data that your HR team reviews before sending. Risk-flagging for any response that could expose an equal-pay claim.

What the article requires: Any information provided to workers or job applicants under Articles 5, 6, 7, 9 and 10 must be in a format accessible to persons with disabilities and which takes into account their particular needs. Employers must not restrict workers from disclosing their own pay for the purpose of enforcing equal pay rights.

How PayAlign covers it: All worker-facing outputs (job ad ranges, info-request responses, statutory reports) are produced in accessible formats with WCAG-compliant structure, alt text, sensible reading order and screen-reader-friendly tables. Pay-confidentiality clauses that would silence workers are flagged for review.

What the article requires: Employers above set thresholds must report overall gender pay gap, gap in complementary components, median gap, median gap in complementary components, share of workers receiving complementary components, and share by quartile.

How PayAlign covers it: Every mandated metric calculated the same way every time, with edge cases for small categories, parental leave during snapshot and part-time pro-rata all handled automatically.

What the article requires: When an unjustified gap of 5% or more is found in any worker category, employers must conduct a Joint Pay Assessment with worker representatives, identify remedial measures, and address the gap within a reasonable timeframe.

How PayAlign covers it: A guided workflow from first trigger through notification, meetings, data packs, minutes and sign-off. Six-month remediation deadline tracked, remedial measures documented, evidence stored.

What the article requires: Personal data processed for pay transparency purposes must comply with GDPR. Information must not be used for any purpose other than applying the principle of equal pay, and individually identifiable pay data must not be disclosed to other workers.

How PayAlign covers it: All data processed on EU infrastructure. Aggregation safeguards prevent disclosure of individual pay levels in reports of small worker categories. Role-based access controls and full processing logs, retained in the audit vault.

What the article requires: Where an employer has not met the transparency obligations of the Directive, the burden of proof in pay discrimination cases shifts to the employer. Employers must be able to demonstrate their compliance.

How PayAlign covers it: Every data upload, quality check, job architecture version, analysis, risk score, joint-assessment document, remediation scenario, request and response, report and sign-off is timestamped and retained. Two years of vault data is your standing defence.