Ready for pay transparency, without an expensive consultant
See exactly what you get for each role: a salary band with steps, built on the four legal factors and verifiable sources, not figures scraped from other companies' job ads. You supply no pay data or HR system of your own. Then turn your whole company into one complete transparency package.
Analyse roles one by one, or bundle everything into one complete job structure (from €1995 per year, including updates and a quarterly re-scan).
What the law asks of you
These obligations apply to employers of every size, even if you never have to report. Aycabtu provides the rationale for each. The responsibility to apply it stays with you.
A salary range in every job ad (directive, article 5)
From the date it takes effect, you may no longer publish a job ad without stating a salary range or starting pay.
How Aycabtu helps: you get a defensible band with steps, plus a ready-to-use salary line you paste straight into your job ad. Not an arbitrary number, but backed by market data and the legal criteria.
Objective, gender-neutral criteria you can demonstrate (directive, article 4)
Your pay must rest on objective criteria, weighed on the four legal factors, and you must be able to show this when an employee or inspector asks.
How Aycabtu helps: each role is weighed on knowledge and skills, effort, responsibility and working conditions. The completed profile plus the downloadable pay rationale form the evidence. You stay responsible for keeping your actual pay within those bands.
Being able to explain how roles relate to each other (directive article 7, Dutch bill article 10b)
Employees may ask what the average pay is for colleagues doing equal or equivalent work. You must be able to explain why role X is paid differently from role Y.
How Aycabtu helps: the job structure ranks all your roles on one consistent ladder, so the relationships hold up and are explainable. Separate market ranges per role can contradict each other; a job structure prevents that. And when an employee asks for the average pay of comparable colleagues, Aycabtu generates that answer (average pay by sex per category) plus an evidence log, ready to send.
What the law also asks of you
Five obligations that get less attention, but apply from day one.
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No more asking about pay history
You may no longer ask an applicant what they earned at a previous employer (directive, article 5(2)). This applies to every employer, regardless of size.
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Pay secrecy clauses are void
A clause forbidding employees to discuss their pay has no effect. Many existing employment contracts still contain one.
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Accessible criteria for pay and progression
The criteria you base pay and pay progression on must be accessible to your employees (directive, article 6). The pay rationale is the document you share for this.
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Actively inform employees every year
Every year you must actively tell employees they may request pay information (directive, article 7). That is a recurring task, not a one-off, and a reason to keep your job structure current.
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Works council agreement
In many member states, establishing or changing a job-evaluation and grading system requires the works council's agreement. That determines your lead time, so start well before the national date.
Aycabtu provides the rationale and documentation. Whether you actually comply also depends on how you apply your pay and meet your obligations. This is not legal advice.
Legislative status checked on 2 August 2026. National implementation of the directive is still under way in several member states, so the exact dates and first reporting deadlines can still shift. The article numbers above refer to Directive (EU) 2023/970; national implementing acts use their own numbering.
Why now, when you don't have to report yet
With fewer than a hundred employees you get no reporting obligation at all. Between a hundred and a hundred and fifty, your first report is still years away. That is exactly why now is the moment to start.
The job-evaluation system and the right to information do apply from the day the law takes effect. If an employee asks what colleagues in equivalent roles earn on average, you have two months to answer. Without a documented grading you cannot answer that with any rationale.
More importantly: pay differences you bring into view now can be corrected gradually within your normal increase budget, spread over two or three cycles, without raising your total wage bill. Anyone who only measures once the obligation lands has to correct in one go, against a deadline, with the numbers already on the table.
The differences already exist in your organisation. The law makes them visible. The period before that is the cheapest time to solve them.
How it works
In three steps you see, per role, exactly what the package will do for your whole company.
Provide the job profile
Paste the job ad or upload the profile. We automatically extract the level, the scope and the required skills.
Confirm the criteria
Check education, experience, responsibility and working conditions. These are the four factors the directive asks for.
Get your band with its rationale
Min, median and max with steps, plus the objective criteria and a ready-to-use line for your job ad.
From one role to your whole company
Start with your first role to see how it works. When you want to cover the whole company, we turn it into one consistent job structure in a single pass.
Try it
Your first role analysis
See exactly what you get. After that €24.95 per individual role.
- + Salary band with steps for your role
- + The four gender-neutral criteria
- + A ready-to-use line for your job ad
EU transparency package
Complete€1995 per year
Your whole job structure, kept current. Price scales with the number of roles, cancel yearly.
- + Unlimited role analyses and rebuilds within your package
- + All your roles in one consistent salary ladder
- + Ranges per grade, ready for every job ad
- + The downloadable pay rationale (PDF)
- + Re-scanned against the live market every quarter
- + Fill your categories automatically from your payroll export (AFAS and other systems): head counts by sex and average pay, all in your browser, nothing leaves your system
Your pay data never leaves your own system
To see how your categories actually stand, you need pay figures. With us those stay with you.
Aggregation happens in your browser
You pick the payroll export from your HR system. Reading and calculating run locally on your own machine. The file is never uploaded, and we have no endpoint that could receive one.
Only group results are sent
What reaches our systems is the number of men and women per role, an average only from three people upwards, and a median only from five. No individual salaries, no minimum or maximum, no names. If an average combined with another group would still point to one person, that average is withheld too.
You can verify it yourself
Open your browser's network tab while the file is read and watch exactly what gets sent. You do not have to take our word for it.
For the account details of your HR users and the group results we enter into a data processing agreement with you.
More than 25 roles?
For larger organisations we put together a custom job structure. Leave your email and we'll get in touch with a proposal.
What your numbers rest on
A salary band is only defensible if you can show where it comes from. That is why we build every band from verifiable sources and the legal criteria, not made-up figures.
Traceable market data, not scraped
We search live for recognised sources such as official national wage statistics, WageIndicator and applicable collective agreements, and name them per role. Not figures plucked from a handful of competitor job ads, but data you can trace back.
The four legal factors
Each role is weighed on knowledge and skills, effort, responsibility and working conditions. This is the gender-neutral method the directive prescribes. Per role you see the weighting and the sources it rests on, so you can make the comparison with your current system yourself.
One piece of evidence
Everything comes together in the pay rationale: method, weighted scores per role, criteria per grade and the sources used. You hand this over when an employee or inspector asks for it.
Why this is coming
The EU Pay Transparency Directive (EU 2023/970) requires employers to put a salary range in every job ad and to base pay on objective, gender-neutral criteria. That duty applies to employers of every size. The transposition deadline for member states was 7 June 2026, and countries across the EU are now writing it into national law. Many employers already publish ranges.
Loontransparantie turns your job profiles into exactly that rationale: bands with steps and the criteria behind them, which you can explain to employees and the works council.
Frequently asked questions about pay transparency
What the EU directive asks of you as an employer.
Does pay transparency also apply to small companies?
Yes. The core obligations apply to every employer, regardless of size. Article 5 requires you to state a salary range in every job ad and forbids asking about pay history. Article 4 requires you to base pay policy on objective, gender-neutral criteria, which means having a system for job evaluation and grading. Only the reporting obligation (publishing the pay gap) applies solely to companies with 100 or more employees.
When do I need to be ready?
The EU transposition deadline for member states was 7 June 2026. Many countries are still writing the directive into national law, so the exact national date varies. But the first job ad without a salary range comes sooner than that date. Many employers already publish ranges under pressure from candidates and competition for talent.
What are the four gender-neutral criteria the law asks for?
The directive (EU 2023/970) names four factors: knowledge and skills (education, experience, certifications), effort (complexity, problem-solving, mental and physical load), responsibility (management, budget, scope, impact of errors), and working conditions (shift work, travel, physical conditions). On an employee's request you must be able to show that your pay rests on these factors.
Do I need to build a job structure?
You must have a system for job evaluation and grading based on objective, gender-neutral criteria. That obligation falls on every employer, regardless of size. Free in form, not optional in existence: you may set it up yourself or let a collective agreement cover it, but you have to have one. A job structure is the practical answer: it ranks all your roles on the same four factors, so you can explain why two comparable roles fall in the same pay range. Separate market ranges per role are not enough if the relationship between them does not hold up.
What if my company is already covered by a collective agreement?
An applicable collective agreement is your strongest anchor for the pay structure. The scales are collectively negotiated and that part you do not have to build again. Alongside it sits a second, separate obligation: establishing the categories of workers doing equal or equivalent work. That one stays with you as the employer, collective agreement or not. A collective pay grade is not a category: two roles with different titles can be equivalent, workers in the same grade do not automatically belong together, and a single category can even span workers under different collective agreements. So use the collective agreement as the starting point and establish the categories on top of it, with a weighting per role you can show. Where the collective agreement already sets the job evaluation system, the works council has no right of consent over that system, but you do have to involve them in establishing the categories.
Try it with your first role
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Try for free with one role