Pay transparency readiness score

1. How many employees does the company have?

Headcount decides on reporting (Art. 9) and on a joint pay assessment (Art. 10).

2. What is already in place?

Tick only what is done and can be shown.

• I hold pay data for all employees in one placeArt. 9
• The data contains a gender breakdown for every employeeArt. 9
• I can calculate median pay for women and men separatelyArt. 9
• I have data on supplementary components (bonuses, overtime, allowances)Art. 9 ust. 1
• I know which reporting threshold my company falls underArt. 9 ust. 2-4
• I have a job evaluation system covering the four criteria of Art. 4Art. 4
• I have a procedure to answer an employee's request for information (deadline: 2 months)Art. 7
• Pay criteria are documented and available to employeesArt. 6
• All job postings state a pay rangeArt. 5
• Job titles in postings are gender-neutralArt. 5 ust. 3
• I do not ask candidates about their pay historyArt. 5 ust. 2
• I have a plan to file the pay gap report (Art. 9) before the deadlineArt. 9

3. What is the company's pay gap?

Choose a range or enter average pay below. The 5% threshold comes from Art. 10 of the Directive.

4. Are pay criteria documented and gender-neutral?

Art. 4 and Art. 6 of the Directive.