1. Paste your payroll table
Columns in this order, or with a header row naming them: gender, category, base, bonus, hours. Base and bonus are annual gross amounts in one currency; hours are annual paid hours (so part-timers compare fairly). Gender is F or M. Comma, semicolon or tab separated.
Paste your table, or load the example, then click Calculate the indicators.
Result
Headline indicators
| Indicator | Women | Men | Gap |
|---|
Pay quartiles (lowest to highest paid)
| Quartile | Women | Men | Women share |
|---|
Gap by job category
| Category | Women | Men | Basic pay gap | Variable pay gap | Total pay gap | 5% flag |
|---|
How this works, and what it leaves out
- Gap = (men's average minus women's average) / men's average. Positive means women are paid less. Pay is gross hourly pay: (base + bonus) / hours, or annual pay when hours are missing.
- Variable pay gaps compare the average bonus among those who received one; the share receiving one is shown separately.
- 5% rule (Art. 10): a mean gap of 5% or more in any category, either direction, that is not justified by objective gender-neutral criteria or remedied within six months requires a joint pay assessment.
- Not modelled: deciding what is work of equal value, benefits in kind, workers who are neither F nor M in the data, national thresholds and report formats, reporting deadlines in your member state, and the filing itself. Many member states were still transposing the Directive after its 7 June 2026 deadline.
Common questions
What does the EU Pay Transparency Directive require employers to report?
Directive (EU) 2023/970 requires employers with 100 or more workers to report seven indicators: the gender pay gap in mean and median hourly pay, the gap in mean and median variable pay, the share of women and men receiving variable pay, the share of women and men in each pay quartile, and the pay gap by category of workers. Employers with 150 or more report annually from 7 June 2027, covering 2026; employers with 100 to 149 report every three years, first on 7 June 2031. Your member state's transposing law sets the final details.
How is the gender pay gap calculated?
The gap is the difference between the average pay of men and women, expressed as a percentage of men's average pay: (men minus women) divided by men. A positive figure means women are paid less. The Directive compares gross hourly pay, including variable components such as bonuses.
What is the 5% pay gap trigger?
If the average pay gap between women and men in any category of workers is 5% or more, and the employer cannot justify it with objective, gender-neutral criteria or remedy it within six months, the employer must carry out a joint pay assessment with workers' representatives (Art. 10).
What counts as a category of workers?
Workers doing the same work or work of equal value, grouped using objective gender-neutral criteria such as skills, effort, responsibility and working conditions. Use your own job grades or bands as the category column; this tool does not decide equal value.
How are the pay quartiles worked out?
All workers are ranked by hourly pay and split into four equal parts, from lowest to highest paid. The tool counts the women and men in each part.
Is my payroll data uploaded?
No. The table you paste is processed in your browser tab and nothing is sent anywhere. There are no accounts. Anonymous feature counts are kept only in local storage on your device.
Is this legal advice?
No. It is arithmetic over the numbers you paste, following the Directive's published indicators. National transposition laws differ and many member states were still legislating after the June 2026 deadline. Check your national law or ask an employment lawyer before filing a report.