Opacity enters into a strategic partnership with DataLøn

We are pleased to share that Opacity has entered into a strategic partnership with DataLøn.

DataLøn is one of Denmark's largest providers of payroll systems, helping around 65,000 Danish companies with payroll. Every month, DataLøn produces more than 600,000 payslips.

This makes the partnership important to us.

Not only because DataLøn is a major player in the market, but because payroll data is absolutely central when companies want to work seriously with pay transparency.

Pay transparency requires a strong data foundation

The EU Pay Transparency Directive places new demands on companies. They must be able to document pay gaps, work with objective pay structures, and explain how pay is set.

It sounds simple. But in practice, much of the work starts with data.

If payroll data is not updated, structured, and reliable, it becomes difficult to conduct meaningful analyses. You cannot build a good job architecture, salary bands, or pay reporting on an unstable foundation.

That is why we have prioritized strategic collaborations with leading payroll providers.

DataLøn has the necessary data foundation so that Opacity can support the work with job architecture, salary levels, and salary bands based on reliable payroll data.

A tailored integration between DataLøn and Opacity

Over the past few months, Mathias Piletti from Opacity has worked closely with Lasse Dalgaard, Morten Studsgaard, and the team at DataLøn to build a tailored integration between Opacity and DataLøn.

The purpose has been to make it easier for companies to get started.

Instead of manual data extractions, spreadsheets, and uncertain processes, companies can get their payroll data into Opacity in a more structured way.

This means that HR, leadership, and payroll managers get a better foundation for working with:

• job architecture

• salary levels

• salary bands

• pay analyses

• preparation for the upcoming pay transparency requirements

The first companies have already gained access. We are now gradually starting to open up for more DataLøn customers, initially companies with over 100 employees.

More than compliance

For us, pay transparency has never just been about complying with a directive.

Compliance is important. But the greatest value lies in creating more trust between employer and employee.

When pay is based on objective criteria rather than gut feelings, history, or "the way we usually do things", it becomes easier to explain pay. It also becomes easier to identify where there is a need to adjust structures, processes, or decisions.

This requires data, structure, and leadership.

And that is exactly where the partnership between DataLøn and Opacity makes sense.

DataLøn handles payroll data on a large scale. Opacity helps companies structure and analyze data so they can use it actively in their work with pay transparency.

Trust brings responsibility

A partnership like this is not just about technology.

It is also about trust.

When you work with payroll data, you are working with some of the most sensitive data in an organization. Therefore, it is crucial that integrations are built properly, securely, and with respect for the companies and employees the data concerns.

We are grateful for the trust from DataLøn and for the cooperation with the team behind it. This trust brings responsibility, and we look forward to helping even more companies get off to a good start with pay transparency.

We will need more hands

The partnership with DataLøn is a big step for Opacity.

It also means we will need more talented people who want to help build the platform of the future for pay analysis, job architecture, and pay transparency.

If you think this sounds exciting, write to us at hello@opacity.hr.

We have only just begun.