The directive does not require you to be fair. It requires you to prove it.
You don't need to be experts in the directive, that's our job. One method for every EU entity you run: we walk you through the requirements, import your people data and build your job architecture and salary bands with you, so you never start from an empty system. Then the platform keeps your compliance current as each country's transposition takes effect. Nordic payroll integrations are live today, with more on the way.
Legally grounded, built for EU employers.
The EU Pay Transparency Directive is not a translation of the US Equal Pay Act. It is a European framework that demands European legal understanding and deep integration with the payroll systems you already run.
"Fair is a feeling. The directive demands evidence. We make it possible to document systematically, so you can stand behind every pay decision in front of a supervisory authority."
Benjamin Lynam, co-founder, JustparityHow your rollout works
You never start with an empty platform. We take you through a fixed, well-defined rollout, build the foundation, and you sign off along the way. A rollout typically takes 2 to 4 weeks.
Alignment (week 1)
We map where you stand: which entities and countries are in scope, which transposition timelines apply and what data you already have. You leave with a concrete 30/90/180-day plan.
We build your foundation (weeks 1 to 3)
You send a data export from your HR or payroll system (CSV, Excel or REST-API; Nordic payroll systems connect directly). We import it and build your job architecture, salary bands and documented, gender-neutral pay criteria with you, the same method for every entity.
Review together (weeks 3 to 4)
We walk through your pay analysis with you: where unexplained pay differences sit above the 5% threshold, how your Article 7 request process works and what each in-scope country needs next. You sign off before anything becomes a report.
The software keeps you current (ongoing)
From there the platform maintains your compliance: Article 7 requests through the self-service portal, auto-generated reports in the directive's reporting format, and deadlines tracked per country as each national law takes effect.
From payroll system to regulator-ready report. We set it up for you, and the software keeps it current.
Job architecture
Structure roles into job families and levels with documented, gender-neutral criteria. Ready for the Article 4 requirement on work of equal value.
Pay structure and pay gap
Salary bands and compa-ratio analysis per category. Identify unexplained gaps above the 5% threshold for a joint pay assessment.
Regulator-ready reporting
Auto-generated gender pay gap reports in the format authorities require. Ready for the first reporting deadlines from 7 June 2027.
Recruitment module
Ensures pay ranges are published for job adverts (Article 5). The ban on asking about pay history is built into the workflow.
My Pay (employee portal)
Self-service portal for the right to pay information under Article 7. Reduces HR workload when employees request pay data.
Payroll integrations
Direct integration with Nordic and European payroll and HR systems. Zenegy, Planday and Xena live today, with more on the way. No manual CSV exports.
One platform for the entire compliance workflow.
Syndio was built around the US Equal Pay Act. Sysarb is Swedish. PayGap.app stops at the analysis. We go all the way from payroll system to regulator-ready report.
| Capability | Justparity | Syndio (US) | Sysarb (SE) | PayGap.app (UK) |
|---|---|---|---|---|
| Nordic payroll integrations | ✓ Live and expanding | 0 | Visma SE only | 0 |
| Built natively for the EU directive | ✓ Yes | No (US Equal Pay Act) | Partially | No |
| Price (100 to 249 employees) | ✓ EUR 7,000-13,000/yr | ~EUR 47,000/yr | ~EUR 11,400/yr | ~EUR 17,400/yr |
What you must be able to document now.
The transposition deadline passed on 7 June 2026, and member states are writing the directive into national law. EU Directive 2023/970 reverses the burden of proof. Justparity turns every requirement into something you can implement.
Pay transparency in recruitment
Pay ranges disclosed before negotiation. A ban on asking candidates about previous pay.
Workers' right to information
Respond within two months with pay data on the worker's own level and the average for their category.
Gender pay gap reporting
Per job category and level. 250+ employees: every year. 150 to 249: every three years.
Joint pay assessment
An unjustified gap of 5% or more in any category, not remedied within six months, triggers an assessment with worker representatives.
Documented pay criteria
Gender-neutral criteria for pay setting and progression. Freedom of method, but a duty to document.
The directive does not ask whether you have a pay gap. It asks whether you can prove you do not.
Book a 30 minute compliance call with our advisers. Get concrete clarity on where your organisation stands against the five requirements.
Frequently asked questions
Talk to an adviser who has done it before.
We have advised over 40 Danish companies on what the directive means for them. Our advisers will call you and talk through what the directive means in practice for your setup.
Your situation, not a standard pitch
We know your industry, your payroll system, your setup. We talk about you.
A concrete legal perspective
When in doubt, we bring in co-founder Benjamin Lynam. He knows the directive article by article.
Next steps, in black and white
You leave the meeting with a plan for the next 30, 90 and 180 days. No obligations.
Choose a time
You will be matched with the adviser who best fits your situation, usually Frederik or Frederikke. For legal questions we bring in Benjamin Lynam.