Ready for pay transparency, without an expensive consultant
See exactly what you get for each role: a market-aligned salary band with steps, backed by objective, gender-neutral criteria. Then turn your whole company into one complete transparency package.
Analyse roles one by one, or bundle everything into one complete job structure (one-off, from €395). No subscription.
How it works
In three steps you see, per role, exactly what the package will do for your whole company.
Provide the job profile
Paste the job ad or upload the profile. We automatically extract the level, the scope and the required skills.
Confirm the criteria
Check education, experience, responsibility and working conditions. These are the four factors the directive asks for.
Get your band with its rationale
Min, median and max with steps, plus the objective criteria and a ready-to-use line for your job ad.
From one role to your whole company
Start with your first role to see how it works. When you want to cover the whole company, we turn it into one consistent job structure in a single pass.
Try it
Your first role analysis
See exactly what you get. After that €24.95 per individual role.
- + Salary band with steps for your role
- + The four gender-neutral criteria
- + A ready-to-use line for your job ad
EU transparency package
Complete€395 one-off
Your whole job structure in one go, no subscription. Price scales with the number of roles.
up to 10 roles
€395
up to 25 roles
€595
50+ roles
€950
- + A bundle of role analyses included (10 to 25+)
- + All your roles in one consistent salary ladder
- + Ranges per grade, ready for every job ad
- + The downloadable pay rationale (PDF)
- + Unlimited updates, free for the first year
What your numbers rest on
A salary band is only defensible if you can show where it comes from. That is why we build every band from verifiable sources and the legal criteria, not made-up figures.
Current market data
We search live for recent sources such as official national wage statistics, WageIndicator and applicable collective agreements, and name the sources used per role.
The four legal factors
Each role is weighed on knowledge and skills, effort, responsibility and working conditions. This is the gender-neutral method the directive prescribes, in line with recognised job-evaluation systems.
One piece of evidence
Everything comes together in the pay rationale: method, weighted scores per role, criteria per grade and the sources used. You hand this over when an employee or inspector asks for it.
Why this is coming
The EU Pay Transparency Directive (EU 2023/970) requires employers to put a salary range in every job ad and to base pay on objective, gender-neutral criteria. That duty applies to employers of every size. The transposition deadline for member states was 7 June 2026, and countries across the EU are now writing it into national law. Many employers already publish ranges.
Loontransparantie turns your job profiles into exactly that rationale: bands with steps and the criteria behind them, which you can explain to employees and the works council.
The three things the law asks of you
Three obligations apply to employers of every size. Aycabtu provides the rationale for each. The responsibility to apply it stays with you.
A salary range in every job ad (article 5)
From the date it takes effect, you may no longer publish a job ad without stating a salary range or starting pay.
How Aycabtu helps: you get a defensible band with steps, plus a ready-to-use salary line you paste straight into your job ad. Not an arbitrary number, but backed by market data and the legal criteria.
Objective, gender-neutral criteria you can demonstrate (article 4)
Your pay must rest on objective criteria, weighed on the four legal factors, and you must be able to show this when an employee or inspector asks.
How Aycabtu helps: each role is weighed on knowledge and skills, effort, responsibility and working conditions. The completed profile plus the downloadable pay rationale form the evidence. You stay responsible for keeping your actual pay within those bands.
Being able to explain how roles relate to each other (article 7)
Employees may ask what the average pay is for colleagues doing equal or equivalent work. You must be able to explain why role X is paid differently from role Y.
How Aycabtu helps: the job structure ranks all your roles on one consistent ladder, so the relationships hold up and are explainable. Separate market ranges per role can contradict each other; a job structure prevents that.
Aycabtu provides the rationale and documentation. Whether you actually comply also depends on how you apply your pay and meet your obligations. This is not legal advice.
Frequently asked questions about pay transparency
What the EU directive asks of you as an employer.
Does pay transparency also apply to small companies?
Yes. The two core obligations apply to every employer, regardless of size. Article 5 requires you to state a salary range in every job ad. Article 4 requires you to base pay policy on objective, gender-neutral criteria. Only the reporting obligation (publishing the pay gap) applies solely to companies with 100 or more employees.
When do I need to be ready?
The EU transposition deadline for member states was 7 June 2026. Many countries are still writing the directive into national law, so the exact national date varies. But the first job ad without a salary range comes sooner than that date. Many employers already publish ranges under pressure from candidates and competition for talent.
What are the four gender-neutral criteria the law asks for?
The directive (EU 2023/970) names four factors: knowledge and skills (education, experience, certifications), effort (complexity, problem-solving, mental and physical load), responsibility (management, budget, scope, impact of errors), and working conditions (shift work, travel, physical conditions). On an employee's request you must be able to show that your pay rests on these factors.
Do I need to build a job structure?
The law does not prescribe the form, but it does require documented criteria. A job structure is the strongest way to provide that evidence: it ranks all your roles on the same four factors, so you can explain why two comparable roles fall in the same pay range. Separate market ranges per role are not enough if the relationship between them does not hold up.
What if my company is already covered by a collective agreement?
An applicable collective agreement is your strongest anchor. The scales are collectively negotiated and therefore the most defensible basis that exists. Use the collective agreement as a starting point and only add a market check for roles it does not cover, or covers insufficiently. You are then already largely compliant for the criteria obligation.
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