Payroll analysis platform
Opacity makes it possible to analyze the actual gender pay gap in a fast, efficient, and user-friendly way.
Opacity's mission is to establish itself as the leading platform for wage analysis, offering in-depth and accurate insights into unexplained wage disparities in an efficient, fast, and user-friendly manner.
With the EU's new directive on wage transparency, which places increased demands on salary transparency, HR departments are faced with the challenge of handling more data than ever before. Opacity is created to automate this process and offer real-time wage data analysis.
The EU has adopted new rules to combat wage inequality and help narrow the gender pay gap. The Transparency in Wage Directive.
1. Employees and applicants have the right to information.
Employees have the right to receive information about:
Their individual salary level.
The average salary levels broken down by gender for categories of employees performing the same work as them or work of equal value to theirs.
Salary levels should be provided prior to a job interview, for example in a publicly advertised job posting.
2. Employers must disclose wage disparities.
Companies with over 250 employees must annually make the following information, etc. publicly available (companies with 100-249 must report every 3 years):
The pay difference between all female and male employees.
The pay difference between female and male employees in each category of employees divided by base salary and additional/variable allowances.
3. Consequences of non-compliance with the directive.
The burden of proof shifts to the employer when the employer fails to comply with obligations regarding pay transparency set out in the directive, for example, by refusing to provide information requested by an employee.
Employees who have been subjected to gender-based pay discrimination have the right to claim and obtain full compensation or damages.
The compensation awarded should include full payment of overdue wages and related bonuses.
The compensation should place the employee in the same position as if he/she had not been discriminated against based on gender.
4. Equal pay for equal or equivalent work.
It is not necessary for it to concern the same employer. When pay differences can be attributed to the same source, the assessment of whether employees are performing the same job or work of equal value should not be limited to scenarios where employees are working for the same employer.
It is permitted to make comparisons using a hypothetical comparator or to use other evidence if comparable employees are not available within the company.
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