Know your pay gaps.
Prove your fairness.
EqualBase is the compliance infrastructure for EU pay transparency — readiness checker, platform, training, certification and a consultant marketplace in one system.
Pay transparency is becoming mandatory — and the clock is running.
Directive 2023/970 requires employers to report their pay gap and act when it exceeds 5%. Roll-out is phased — preparation has to start now.
Directive enters into force
EU Pay Transparency Directive 2023/970 officially enters into force.
Member States transpose into national law
Member States must transpose the Directive into national law by this date.
First reporting (250+ and 150–249)
First annual reporting for employers with 250+ employees. First reporting for employers with 150–249 employees — then once every three years.
First reporting (100–149 employees)
Employers with 100–149 employees submit their first pay-gap report.
Joint Pay Assessment
An unexplained gap above 5% triggers a Joint Pay Assessment.
A system for pay transparency — from assessment to execution.
Not another HR tool. EqualBase combines software, knowledge and an expert network into one end-to-end compliance infrastructure.
One infrastructure, four connected layers.
Software alone doesn't solve compliance. EqualBase links the platform, training, certification and consultant network into a single flywheel.
Readiness Checker
A free self-assessment that scores your compliance gaps in minutes and returns a prioritised action plan.
Free · 5-minute assessmentCompliance Platform
The core SaaS: job architecture, pay bands, gap analysis, reporting and audit trail in one place.
SaaS · M1–M10Academy
HR training and courses that get teams fluent in pay transparency.
Live cohorts · RecordedCertification
Certification tracks for consultants and compliance specialists.
Foundations → SpecialistConsultant Marketplace
Access certified consultants and regional specialists for implementation.
Vetted · EU-wideThe directive meets fragmented systems.
Most employers don't have the data ready, in the shape the regulator demands.
Fragmented HR & payroll data
Compensation data is scattered across HRIS, payroll and spreadsheets — with no shared structure.
No job architecture
Without a "work of equal value" assessment, the pay gap can't be calculated defensibly.
Legal & reputational risk
An unexplained gap above 5% triggers a Joint Pay Assessment and disclosure obligations.
Manual reporting burden
Producing annual filings by hand consumes weeks and invites error.
Ten modules, one compliance lifecycle.
Ten modules covering every step — from job architecture and pay band governance to gap analysis, remediation and statutory filing.
Job Architecture
Define a defensible structure of roles and "work of equal value" so every pay comparison rests on an objective foundation.
Purpose
- Define a defensible structure of roles and "work of equal value" so every pay comparison rests on an objective foundation.
Outputs
- Role catalogue & levelling
- Equal-value job groups
- Approval audit trail
What you end up holding.
Every workflow produces audit-proof evidence — ready for the regulator, the board and employee representatives.
Pay-gap report
The full, submission-ready report in the required format.
Compliance dashboard
Live status across entities, countries and pay bands.
Audit evidence file
Complete traceability of every decision and calculation.
- Gap calculated14:30
- Decision logged14:32
- Evidence sealed14:35
JPA documentation
Structured Joint Pay Assessment, if triggered.
Risk score
A clear metric of your exposure per entity.
Remediation roadmap
A prioritised plan to close gaps before the deadline.
Get ahead of the deadline.
EqualBase is live — the compliance infrastructure for the EU Pay Transparency Directive, end to end. Book a call and we'll walk it through on your own structure.
- Defensible gap analysis, grounded in 50+ years of research
- Remediation at the lowest cost, quantified for finance
- Independently audited, regulator-ready filing