The gaps surface, even when no one is looking
Median and mean gaps by gender, by job category, by length of service. Configurable alert thresholds - the situations to watch come up on their own, no manual hunting required.
Pay gap analysis, ready for the European directive
Pay gaps by gender, job category and length of service, computed on your live data. Downloadable report, aligned with Luxembourg equal pay law and Directive 2023/970.
Regulatory timeline
Pay transparency becomes mandatory
EU Directive 2023/970 governs the publication and analysis of pay gaps. Luxembourg must transpose it before June 2026 - and the first reporting obligations kick in from 2027.
May 2023
Directive adopted
EU Directive 2023/970 on pay transparency.
June 2026
Luxembourg transposition
Deadline for amending Luxembourg equal pay law.
June 2027
First report
First mandatory reporting for companies of 250+ employees.
2031
All companies 100+
Progressive extension to all companies with 100 or more employees.
What the regulation demands, what leadership has to track
Aligned with Luxembourg law and the EU Directive
Analysis categories and indicators follow the requirements of Luxembourg equal pay law and Directive 2023/970 on pay transparency.
A report, not a spreadsheet to rebuild
The pay equity report is generated in one click, ready to share with leadership, workers' representatives or the labour inspectorate. History preserved year after year.
Comparing what is actually comparable
Article 4 of Directive 2023/970 requires roles to be compared on four objective criteria - not on job title or length of service alone. myHR structures this evaluation from the source.
01 · Skills
Knowledge & know-how
Qualifications, certifications, professional expertise required to hold the role.
ExamplesQualifications, languages, clearances, years of relevant experience.
02 · Effort
Workload & demands
Physical, mental and emotional intensity required by the role.
ExamplesCognitive load, difficult customer interactions, manual lifting, sustained concentration.
03 · Responsibility
Decision & impact
Decision-making autonomy, people management, budget responsibility.
ExamplesTeams managed, budget managed, legal or safety accountability.
04 · Working conditions
Work environment
Physical constraints, working hours, travel, arduous conditions.
ExamplesNight work, frequent travel, exposure, noise, imposed pace.
5% action threshold
Beyond a 5% unjustified gap, the employer must act
The Directive requires a joint pay assessment with workers' representatives when a pay gap above 5% cannot be justified by objective criteria. myHR orchestrates this procedure from end to end.
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01Automatic detection of gaps > 5%
myHR flags the job categories above the threshold, with a breakdown of contributing factors (bonuses, length of service, equivalent role).
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02Documented justification by objective criterion
Enter justifications for each detected gap, grounded in the Art. 4 criteria (skills, effort, responsibility, working conditions). Full traceability.
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03Joint pay assessment if no justification is possible
Trigger the joint pay assessment workflow with the staff delegation. Schedule, meeting minutes and action plan all logged inside myHR.
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04Year-on-year action plan tracking
Progress measured, comparison with the previous reporting year, automatic update of the gaps in the Article 9 report.
What a pay equity tool really needs to cover
Analysis, regulatory reporting and tracking over time - on the HR data already in myHR.
- Median and mean gap by gender, job category, length of service
- Gap adjusted to equivalent roles per the Art. 4 criteria
- Breakdown of bonuses, incentives and benefits in kind
- Automatic detection of breaches of the 5% threshold
- Joint pay assessment workflow (Art. 10 of the Directive)
- Multi-entity analysis for groups with several companies
- Article 9 report in PDF, ready to submit to the ITM
- Detailed tables exportable to CSV or Excel
- Annual history to measure progress
- Categories configured to your collective agreement
- Restricted access - leadership, HR and audit only
- Audit log of views and exports
Get ahead of Directive 2023/970
See how myHR produces the pay equity report required by the regulation - gaps by category, Art. 4 criteria, 5% threshold.