EU Directive (2023/970): Member state transposition 7 June 2026  ·  First Article 9 reports: 150+ employee organisations in 2027, 100-149 in 2031  · Read the directive ↗
150+ first reports: 2027100-149 first reports: 2031Directive (EU) 2023/970

Get ready for EU pay transparency reporting.

Article 9 reporting that holds up when it matters.

Compensa produces auditable gender pay gap analysis under EU Directive 2023/970 with deterministic math your works council, regulator, and legal team can inspect. Salary data never leaves your machine.

Any HRISAuditable outputWorks council readyNo AI computes numbers
250+ 2027
Annual gender pay gap report
150-249 2027
First report, then every 3 years
100-149 2031
First report, then every 3 years
Hiring + pay info
Pay range, pay criteria, worker information rights

// How it works

From CSV to compliance report

STEP 01

Upload your HR export

CSV from any HRIS or manual spreadsheet. The strict template maps directly to directive-required fields.

STEP 02

Deterministic analysis

OLS regression isolates the unexplained pay gap per job category. Every coefficient is traceable.

STEP 03

Article 10 workflow

Automatic 5% gap condition detection and JPA artifact assembly per the directive's Article 10(2) structure.

STEP 04

Download your report

Branded Article 9 PDF and Joint Pay Assessment document, ready for works council, regulator, or audit.

// Sample output

A government-style compliance report your HR, legal, and works council teams can inspect.

The output follows real reporting patterns: employer identification, reference year, workforce coverage, Article 9 metrics, suppressed small cells, and Article 10 evidence where a gap condition needs review.

  • Public disclosure page for publication or monitoring-body upload
  • Category evidence pack for worker representative review
  • Article 10 action page when the 5% condition remains unresolved
EmployerPlaceholder for your organisation name
Report typeEU Pay Transparency Compliance Report
GOVERNMENT SUBMISSION VIEW

Article 9 reporting dossier

Reference year 2026. Coverage: 287 of 312 workers across 6 of 8 worker categories.

Member StateDE, example
Company IDEU-VAT •••• 1287
Registry IDHRB •••• 452
Reporting band250+ annual
Mean gap6.2%
Median gap4.8%
Variable pay gap8.1%
CategoryValueStatus
Front office7.1%Review required
Operations3.2%Within range
ExecutiveSuppressedSmall cell
Pages 2 and 3 include worker-category evidence, objective justification fields, worker representative review, and Article 10 corrective measures when needed.

// Platform capabilities

Built for gender equality reporting, not generic HR dashboards.

Privacy: core guarantee

Salary data never reaches the cloud

The analysis engine runs inside your environment: a desktop app or your private server. Only privacy-suppressed aggregate statistics leave your machine. Never individual salary rows.

Art. 9

All mandatory Article 9 metrics

Mean and median pay gaps, bonus receipt rates, quartile pay band distributions, with every required figure formatted for submission.

Statistics

Transparent OLS regression

Statsmodels ordinary least squares with proper categorical encoding. Every coefficient, p-value, and 95% CI is in the report, with no black boxes and no ML models.

Art. 10

5% gap condition detection

Automatic detection per job category. When the condition is met, the system assembles the Article 10(2) JPA artifact: proportions, pay levels, and corrective-action draft.

Methodology

FTE-normalised comparisons

Part-time employees are normalised to full-time equivalent before comparison. Without this step, contract type acts as a proxy for gender and creates measurement error.

Any HRIS

Works with any HR system

Provide a CSV export from Workday, SAP SuccessFactors, Personio, BambooHR, or any spreadsheet. Our strict template maps to the directive's required fields.

// Built for

The people accountable for pay equity

Compensa is not a general HR analytics platform. It produces the specific compliance artifacts the directive requires, in a form that works councils and regulators can scrutinise.

HR Directors
Regulatory risk, board scrutiny, and cross-country reporting obligations
Compensation Managers
Defensible salary banding and deterministic remediation cost modelling
Legal & Compliance
Audit-ready reports with fully traceable, reproducible methodology
Works Councils
Independent verification of employer-reported figures before sign-off

150+ employee organisations enter Article 9 reporting in 2027

Your first reporting cycle
is closer than it looks.

Join the pilot group and we will share the quick-start guide, product video, and deployment options.

// No commitment · Response within 48h