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FAQ
Pay Transparency Directive — your questions
The essentials on Directive (EU) 2023/970, the 5% threshold and how Cleira fits. For a deeper treatment, see our full directive guide.
Who must comply with the EU Pay Transparency Directive (2023/970)?
The directive applies to all employers in the EU. Reporting obligations are phased by headcount: employers with 100 or more workers must produce recurring gender pay-gap reports, with the largest employers (250+) reporting first and annually, and those with 100–249 workers reporting every three years. National implementing law sets the precise schedule in each member state.
What is the 5% pay gap threshold?
Where reporting reveals an average gender pay gap of at least 5% in any category of workers doing the same work or work of equal value, and the employer cannot justify it on objective, gender-neutral criteria, the employer must carry out a joint pay assessment together with workers' representatives. Cleira flags every category that meets or exceeds 5% automatically.
Is the free analysis really complete, or just a teaser?
From 1 July 2026, yes — and here's what it will do: It's complete and decision-grade. The free analysis computes every figure the directive expects — the overall verdict, mean and median gaps on base and variable pay, the share of women and men receiving variable pay, the four-quartile distribution and a per-category 5% breach assessment — and explains what each result means and what to do. Nothing is blurred or hidden. What's reserved for paid plans is the deeper adjusted regression analysis (controlling for role, seniority, age and location), generating the official branded, filing-ready report (PDF & Excel), and saved multi-year history.
When did the directive take effect?
The directive entered into force in 2023, and member states had to transpose it into national law by 7 June 2026. The directive is now in force across the EU; the exact timing of first reports depends on your country's implementing legislation and your headcount band.
Does Cleira store our salary data?
The free analyzer on this page processes your CSV entirely in your browser — no salary data is sent to any server. On paid plans, each client gets its own dedicated, isolated database — never shared with another customer — hosted on EU-based, GDPR-compliant infrastructure with role-based access, an audit trail and configurable data-retention controls. Any divisions (business units) within a client share that single isolated database, separated by role-based access.
What is a joint pay assessment?
A joint pay assessment is a structured analysis the employer must carry out with workers' representatives when an unjustified gap of 5% or more is found. It identifies affected categories, the reasons for differences, and the measures to remedy them. Cleira's paid plans flag every category at or above 5% and provide the deeper adjusted regression analysis and branded reports to support it.
How is the gender pay gap calculated?
The gap is the difference between the average pay of male and female workers, expressed as a percentage of male pay: (male average − female average) / male average. Cleira reports both mean and median figures, on base pay and on variable/bonus pay, overall and per category of workers, and FTE-adjusts pay (dividing by the FTE ratio) so part-time workers compare fairly.