Get ready for the EU pay transparency law.
Structured and simple.
Fair, gender-neutral job evaluation. Every number your compliance report needs. A clear answer whenever an employee asks about their pay. And a plan for closing gaps that your works council can actually follow. Calbarry walks your HR team through every step, so you always know where you stand and what to do next.
No commitment. 30 minutes. Built and hosted in the EU.
- Employees importedReady
- Roles classifiedAwaiting review: 7
- Salaries completeReady
- Gender data completeReady
- Pay bands generatedReady
- Gap analysis runReady
- Compliance report publishedNot yet
This isn’t a reporting tool. It’s the whole job.
Six things a real compliance platform has to do. Most HR-system add-ons stop after the first two.
| Requirement | Calbarry | |
|---|---|---|
| Gender-neutral job evaluation | Not in a typical add-on: Not covered | Included in Calbarry: EIGE-aligned method, weights published |
| The full set of numbers your report legally needsArticle 9 | Not in a typical add-on: Headline gap only | Included in Calbarry: All seven, per grade and per function |
| Answering employees who ask about their payArticle 7 | Not in a typical add-on: Manual, in email | Included in Calbarry: Tracked, anonymised, logged |
| A joint review when a gap is too big to ignoreArticle 10 | Not in a typical add-on: Not covered | Included in Calbarry: Guided workflow and document pack |
| Documentation for workers’ representatives | Not in a typical add-on: Export to spreadsheet | Included in Calbarry: Ready-made pack, in your language |
| Transparent, non-black-box methodology | Not in a typical add-on: Undisclosed regression | Included in Calbarry: Versioned, reconstructable from the audit log |
If any group of employees has an unexplained pay gap of 5% or more, and it isn’t fixed within six months, the law requires a joint review with your works council. Calbarry flags this early — before it becomes a problem in the report, not after.
Legal reference: Article 10, Directive (EU) 2023/970
A clear process from import to report.
Four steps. Each one has a gate that checks the data before you move on, so nothing surprising turns up in the final report.
Import your people
Upload an export from your HRIS or a CSV. Employees, roles, salaries and gender data flow into one structured view.
Classify roles
Guided, gender-neutral job evaluation. Fourteen subfactors across four dimensions, every decision documented.
Pay gap analysis and review
Run the pay gap per grade and function, review pay bands, resolve anti-bias flags before they become findings.
Publish the report
Generate the compliance report and the pack for workers’ representatives. Compliance gates check everything before it goes out.
Built by a consultant who has done this work by hand, in dozens of companies.
Simona has spent more than 20 years designing pay structures, job evaluation frameworks and incentive schemes, first as a compensation leader inside large employers, then as an advisor to companies preparing for the Pay Transparency Directive.
“In almost every project I saw the same thing. HR teams wanted to do this properly. They did not have the time, the method or the confidence to do it alone, and hiring a consultant for every step is not realistic for most companies.
Calbarry is the process I run with clients, turned into a product. It asks the questions a consultant would ask, checks the data the way an auditor would, and leaves a trail workers’ representatives can follow. The goal is simple: an HR team should be able to get ready for the Directive without needing me in the room.”
Built for the questions your works council will actually ask.
Always know your compliance score
The readiness dashboard tracks every requirement in one place. When something needs attention it surfaces immediately, with a clear action to fix it rather than a warning.
- Seven-step compliance checklist, updated as data changes
- Compliance gates block a report until every check passes
- One-click compliance report once the score reads 7 / 7
Classification that holds up under scrutiny
Fourteen subfactors across four dimensions, aligned with the EIGE job evaluation guidance. No undisclosed regression: the weights are published, the version is stamped on every record, and any figure can be reconstructed from the audit log.
- Automatic anti-bias checks on every role score
- Open flags route to a named reviewer for a human decision
- Every decision logged, with methodology version attached
If workers’ representatives ask how a grade was set, the answer is one query away.
Employee questions and pay gap reviews, without the chaos
When an employee asks about their pay position, Calbarry prepares the answer, protects small groups from being identifiable, tracks the legal two-month deadline, and keeps a permanent record. When a gap crosses 5%, Calbarry opens a guided review and builds the paperwork for your works council automatically.
- Two-month response deadline tracked automatically
- Cohort anonymisation built in, no identity disclosure
- Pack for workers’ representatives generated in your language
- Sep 12Request receivedEmployee, Finance, grade 5
- Sep 13Response preparedGrade 5 comparison group · small groups protected
- Sep 15HR reviewedApproved by the HR lead
- PendingSent to employeeLogged to audit trail on send
Legal reference: Articles 7 and 10, Directive (EU) 2023/970
One PDF your auditor accepts.
Every metric the Directive lists, calculated per grade and per function, with the methodology version stamped on the document.
Mean and median gender pay gap
Mean and median gap in variable components
Proportion of women and men receiving variable pay
Proportion of women and men in each quartile pay band
Gap by category of workers, basic and variable pay
Categories at or above the 5% threshold, with Article 10 status
Objective justification notes per flagged category
Signature block, version stamp and audit reference
Two dates. One has already passed.
A defensible methodology takes months to stand up. The reporting date does not move.
The law took effect
EU countries had to have this written into national law by this date. Your job structure and pay data need to be in shape from here on.
First reports are due
Companies with 150 or more employees report first. Every number in your report has to be traceable back to how you got it.
See where your organisation stands.
Two answers give you your reporting date, your reporting cadence and a realistic view of the classification effort ahead. Figures are conservative estimates, not a risk score.
- Import employees and salaries
- Generate pay bands
- Classify all 75 roles with guided evaluation
Estimate based on 4 hours per role for a documented, gender-neutral evaluation.
Salary and gender data for your whole company. We treat it accordingly.
Your data is encrypted, stays in the EU, and every action leaves a record nobody can quietly edit.
Encrypted with your own key
Salaries and personal data are encrypted, and each company’s data is locked with its own key.
A record nobody can edit
Every action is recorded and kept for seven years. Nobody can change or delete it, including us.
Secure sign-in
Two-factor sign-in for every user. Single sign-on on request.
Access by role
Each person sees only what their role allows.
See Calbarry on your own payroll.
Pick the route that suits your team. Either way, we do the preparation before we meet and you leave with a clear picture of where you stand.
Book a 30-minute demo
A walkthrough of the readiness dashboard, the compliance report and the pack for workers’ representatives, with your HR and legal team on the call.
Book a demoSend an anonymised export
Within a week you get your unadjusted pay gap figures, a data-readiness check, and the list of positions to evaluate.
Request a readiness check