Opacity - Get ready for the EU's Pay Transparency Directive

The right of access

Meet the requirements for the right to information

From January 2027, employees in all companies across the EU will have the right to know the average salary, broken down by gender, for employees performing the same work or work of equal value. Opacity helps to put the right structure in place and keep data updated.

Salary statement from September 2028

Reporting obligations for large enterprises

In 2028, companies with more than 100 employees must prepare pay reports for 2027 with detailed gender-segregated data on pay gaps.

More than reporting

Use Pay Transparency to build trust

Once the structure is in place, it becomes easier to work data-driven with compensation, build trust, equal opportunities, and attract the best candidates. Opacity ensures that data is accurate and ready for reporting and daily operations.

Automatic calculation of a comparable salary

There are over a thousand different salary codes. Some salary components are subject to holiday pay. Some are not. Some are pensionable. Some are not. Opacity automatically handles the different salary components, ensuring a fair and accurate basis for comparison.

Data-driven decisions

Give managers access so they only have access to their own employees and can make data-driven decisions.

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Command menu

Keep track of employee requests

Get a complete overview of employee requests and manage them effectively from one central platform.

Tailor-made integrations

Integrate Opacity with your existing HR, payroll, and data sources to ensure efficient and automated data management.

Keep track of key figures

Make better decisions with access to updated key figures and insights across the organization.

The process

One unified system for Pay Transparency

We spend all our time understanding our users and the problems they are actually trying to solve. We design the product with respect for the users' time and workflows, and with a focus on quality in every single detail.

Preparation

We uncover your current structure, salary practices, and objectives.

Job Architecture

We are establishing the foundation for the work on pay transparency.

Salary analysis

We identify whether there are systematic differences in pay between genders.

Implementation

We support the central processes involved in working with pay transparency.

Customer Stories

Join 100+ organizations.

Resolve complex legal requirements and get ready for the Pay Transparency Directive.

"In our work with pay transparency and job architecture, we have received competent and professional advice from Opacity. The collaboration has been characterized by helpfulness and flexibility, and we have always experienced a solution-oriented approach whenever we needed to adapt the process to our organization."

Jesper Lundum Danielsen

CFO – Chief Financial Officer, Sport24

"Opacity has helped us establish a job architecture that both supports the needs of the business and creates a strong foundation for compliance with the Pay Transparency Directive. Throughout the entire process, Opacity has been receptive to our wishes and feedback, ensuring a solution that works in practice and supports our daily operations."

Natja Aaberg Hornsbæk

HR Director, Elis

“Opacity has been a strong partner in our work with pay transparency and job architecture. In particular, their ability to continuously communicate and convey a pay directive that has changed significantly throughout implementation has been invaluable to us. It has made it easier to translate the requirements into concrete processes and communicate them across the organization. At the same time, the platform is intuitive and user-friendly, which quickly made us more self-sufficient and able to adapt the solution to our needs ourselves.”

Magnus Ørnstrup Nørlem

Data Business Partner, Forenede Service

"We are really pleased with our collaboration with Opacity. The platform is intuitive and makes it easy for us to get a clear overview of our salary data and track employee salary progression. It provides us with a better foundation for making decisions and taking a more data-driven approach to compensation. At the same time, we find that Opacity is constantly evolving the solution with new features that make the work even easier."

Anna Schøning

HR Director, HusCompagniet

“We have gained a simple and intuitive tool that gives us a clear overview and makes it easier to actively use data in our decision-making. We also appreciate a partnership where the dialogue is close, and action is taken on the things we need.”

Marianne Odderbæk Østergaard

Head of HR and Accounting, Skjern Bank

“For us, choosing Opacity as a partner was simple. Right from the first meeting, we experienced great chemistry with Lucas and – just as importantly – strong professional expertise and precisely the sparring we needed. Pay Transparency can be a complex area, but Lucas from Opacity quickly managed to make the complexity tangible and manageable. Together, we gained an overview, set a clear direction, and laid out a concrete plan for the work ahead. We find Opacity to be competent, attentive, and solution-oriented, and the collaboration has created great value for us. We therefore give Opacity our warmest recommendations and look forward to continuing this great and valuable partnership.”

Helen Akstrup Zacho

HR Director, Hybel

"Opacity has been an invaluable partner in our work on pay transparency and job architecture. They combine high professional expertise with a down-to-earth approach, meet everyone at eye level, and are always ready to help. The collaboration has given us a strong foundation in our preparations for the EU Pay Transparency Directive."

Tina Lauritsen

HR Manager, Design Eyewear Group

"We find Opacity to be a user-friendly and clear system. It is easy to navigate, and we were quickly able to gain a great overview of our job architecture and salary data."

Axel Ross Andersen

HR Generalist, Forenede Care

“Pay Transparency and the implementation of the EU directive is a complex area. Therefore, choosing and using Opacity was an obvious choice, as it makes the complex manageable and accessible for leaders and employees. We experience great openness to input and generally a very user-friendly approach to Pay and Pay Transparency. Opacity gives us a great overview and makes it easier to have the right conversations and make informed decisions. For us, it is also important that there are people behind the system who are engaged and easy to reach – and we truly experience that with Opacity."