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What is your company's pay gap?
The EU pay transparency directive requires you to measure the gap between women and men by category, and a 5% gap with no objective justification has consequences. Fill in your team and see where you stand. Everything is calculated in your browser: nothing is sent anywhere.
Your team · monthly base salary
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Pay gap by gender
By role · what the directive measures
| Role | Avg. women | Avg. men | Gap |
|---|---|---|---|
| software developer | €1,850 | €2,200 | +15.9% ⚠ |
| support | €1,225 | €1,300 | +5.8% ⚠ |
| designer | €1,600 | €1,650 | +3% |
⚠ Gap ≥ 5% in a role: with no objective justification (seniority, experience, documented performance), the directive requires a joint pay assessment within 6 months.
Pay quartiles
The art. 9 report asks for the proportion of women and men in each quartile. Women concentrated in Q1 and men in Q4 is the pattern the directive wants to expose.
Methodology of Directive (EU) 2023/970: gap = (men's average − women's average) / men's average. The legally relevant comparison is within the same role (equal work or work of equal value). A gap of 5% or more in a category, with no justification based on objective, gender-neutral criteria, requires a joint pay assessment with workers' representatives within 6 months.
Companies with 150 to 249 workers report by June 2027, and those with 100 to 149 by 2031. Documented seniority and experience count as objective justification (Cadman case law).
In Selfcare, this report builds itself
Roles, gender and salaries are already there: the gap by role, the quartiles and the answer to an employee's information request (art. 7) come out in one click, always up to date.