Payroll analysis platform
Opacity creates transparency and allows for a quick, efficient, and user-friendly analysis of the adjusted pay gap between gender.
Opacity is a Pay Equity platform that helps companies comply with the EU's Pay Transparency Directive. Opacity automates data collection through direct integrations with payroll and HR systems and helps build a structured job architecture.
The EU's Pay Transparency Directive in 2026 sets entirely new requirements for companies and HR departments, which are already facing massive challenges regarding time tracking, ESG, and CSRD reporting. Opacity analyzes gender pay gaps in real time, identifies employees at risk of pay discrimination, and provides an overview of job types, levels, pay bands, and gender diversity.
1. Employees and applicants have the right to information.
Employees and applicants have the right to information:
Employers are obliged to provide information about salary levels in connection with job postings or job interviews
Employees have the right to receive information about the average salary for the same work or work of the same value
Employers are required to annually inform employees of their right to receive salary information
2. Employers must disclose pay disparities.
Companies with over 100 employees must report and publish the following from June 2026:
The average wage difference between genders
The average wage difference between genders in complementary and variable components
The median wage difference between genders
The median wage difference between genders in complementary and variable components
The proportion of female and male employees receiving complementary or variable components
The proportion of female and male employees in each wage quartile
The wage difference between genders per category of employees, divided by regular pay and complementary or variable components
Companies with over 150 employees must report for the first time in 2027 for the year 2026, and companies with 100-150 employees must report for the first time in 2031.
3. Consequences of non-compliance with the directive.
The burden of proof shifts to the employer when they do not comply with obligations regarding pay transparency set out in the directive, e.g. by refusing to provide information requested by an employee.
Employees who have been subjected to pay discrimination based on gender are entitled to full payment of due pay and associated bonuses for the entire employment period.
The employer is required to conduct a joint pay assessment with employee representatives in the event of an unexplained pay difference of more than 5%.
4. Equal pay for equal or equivalent work.
To define equal work or work of equal value, the pay transparency directive requires that one has considered:
The company's job architecture: Jobs must be evaluated and placed in a job architecture that allows for comparison of which positions have equal value.
The company's pay policy: It must be clear how the company determines salaries. The criteria for salary setting, salary adjustments, and promotions must be based on objective and gender-neutral factors.
HRIS and Payrolls
Integrations
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