JJurical
Pay transparency3 credits

Pay transparency: establish your reporting duty and compute the seven pay-gap statistics

Use your headcount to establish which reporting band you fall in and when your first report is due, assess your readiness on the seven obligations of Directive 2023/970, and compute per job category the mean and median pay gap, the variable-pay gap and the quartile distribution — including the 5% threshold that triggers a joint pay assessment.

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pay-transparency v1.0.0 · vintage 2026.1 · draft free
Example outcome
Mean pay gap9.7%
Median pay gap — 280 employees, 4 categories8.3%
Variable pay gap — mean20.3%
Categories ≥ 5% — joint pay assessment2 of 4
sha256 a3f19c47e8b2d05f6c91a4e7d23b8f50…

Who it’s for

01HR directors and reward specialists who must produce the pay-gap figures before the reporting duty starts.
02Compliance officers who need to establish which of the seven obligations already apply to their organisation.
03Works councils and unions who want to recompute and question the figures behind a pay report.

What the tool does

✓ A reporting band by headcount: outside the reporting duty below 100, and three bands above it with their first report date and cadence✓ A readiness score across seven obligations, counting “partial” as a half and leaving “not applicable” out of the denominator✓ Mean and median pay gap, both weighted by headcount per category✓ Variable-pay gap, computed over the amount per recipient times the share receiving it✓ A quartile distribution of men and women across four pay quartiles, with the share per quartile✓ A per-category flag at a gap of 5% or more in either direction, with the joint pay assessment trigger
01 — Form
Case and key figures — a handful of fields.
02 — Draft
Full outcome layout, free.
03 — Pay and receive
Via Mollie, VAT/VIES handled.
04 — Report
Certified PDF + public hash.

The 5% threshold is not a penalty but an obligation

If the pay gap in a category of workers doing equal or equivalent work reaches 5% or more, and it cannot be explained by objective, gender-neutral criteria, a joint pay assessment with the workers’ representatives follows. That is not a sanction but a procedure: analysis, explanation and, where needed, remediation. The first step is therefore the figures themselves — and those are not one percentage but seven statistics, each showing something different.

Mean and median often diverge, and the variable-pay gap is usually wider than the fixed-pay gap because both the amount and the share receiving it differ. The quartile distribution shows something else again: where men and women sit in the pay structure. The tool computes all of them, flags the categories that reach the threshold, and records the whole set with tool version and dataset vintage, so the figures are traceable when the works council asks.

Frequently asked questions about this tool

Which legislation are the reporting deadlines based on?
On EU Directive 2023/970. The bands and dates the tool shows — first report 7 June 2027 from 150 employees, 7 June 2031 for 100 to 149, annually from 250 and every three years below that — come from the Directive. The Dutch implementing act is explicitly marked in the source as still to be verified, so check the national deadlines before planning against them. The report states the band and date used explicitly.
Is the readiness score an audit?
No. You indicate per obligation whether it is met, partly met, not met or not applicable; the tool converts that into a percentage and puts the five most pressing open items at the top. The score therefore reflects your own assessment, not a review of evidence or documentation.
How accurate is the quartile distribution?
It is an approximation. The tool turns each category into workers who all carry that category’s hourly pay and variable pay, sorts the whole set and cuts it into four equal parts. Real quartiles require individual pay records. Within a category there is therefore no spread in this calculation; the picture across categories does hold.
How is variable pay counted?
As the amount per recipient multiplied by the share of that group receiving it. If 85% of men receive an average € 2,000 in variable pay, the tool works with € 1,700 per man. That way a difference in coverage counts just as heavily as a difference in amount — often the main reason the variable-pay gap is wider than the fixed-pay gap.
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Pay transparency: establish your reporting duty and compute the seven pay-gap statistics — Jurical