Pay transparency software for every EU country
Each EU country is writing its own rules. Bridgit applies them to your pay data and handles employee pay requests for you, helping you report on time and explain or correct your gaps.
Article 7 · Right to information
Answer employee pay requests on time
Employees ask through a secure, accessible portal and can see how pay is set. Bridgit prepares each answer for you to review, add context to, and release before your country’s deadline.
Article 9 · Pay gap reporting
Report your pay gaps by category of worker
Bridgit produces all seven pay gap measures the Directive requires, set to each country’s rules. Generate your report in a ready-designed template at the click of a button.
Article 10 · The 5% test
Understand gaps over 5% and know where to take action
Bridgit flags gaps of 5% or more by category of worker and checks whether your reasons are objective. Every reason you record becomes evidence if pay is ever challenged.
Article 4 · Work of equal value
Compare pay for work of equal value
Bridgit compares roles on skills, effort, responsibility and working conditions, using weights you agree, to show where jobs of equal value are paid differently.
Article 5 · Recruitment
Make every job description inclusive
Bridgit highlights gender-coded wording in your job descriptions and suggests neutral alternatives.
Pay transparency pricing for every size of employer
Country tracker
27 countries. 27 sets of rules.
See where each country stands and what to work on now.
Enacted · 5
Draft published · 12
No draft published · 10
Readiness workshop
Not sure what to do? Start here
A working session on what your country requires and by when. You leave with a clear list of what to do first and your questions answered.
€1,320
Credited against your first year if you sign within three months.
Pay transparency FAQs
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Directive (EU) 2023/970 sets EU-wide rules to close gender pay gaps. Employers must share pay information with job applicants and employees, report their gender pay gaps across worker categories, and explain or fix unjustified gaps between women and men doing the same work or work of equal value. Each member state puts the Directive into national law, so the detail varies by country.
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Under the Directive, employers with 250 or more staff report by 7 June 2027 and every year after. Employers with 150 to 249 staff report by 7 June 2027 and every three years. Employers with 100 to 149 staff report by 7 June 2031. Some countries have set different timelines, so check your countries in our tracker.
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The deadline was 7 June 2026. As of 13 October 2026, five member states have enacted their laws, 12 have published drafts and 10 have no draft yet. Our tracker shows each country's status and what to work on now.
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The Directive sets the minimum every national law must include, so preparation now carries over. Grouping roles into categories and cleaning pay data take months. Bridgit starts you on the Directive baseline and applies each country's rules as they are passed.
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Every package works from a simple template upload. Employers with 250 or more staff can add integrations with Workday, SAP SuccessFactors and HiBob, single sign-on, and a request portal in their own branding.
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The Directive allows up to two months. Some countries set less: Malta requires a written reply within 8 days. Bridgit sets each request's countdown to the deadline in the employee's country.
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If a gap of 5% or more in a category of workers is not justified by objective, gender-neutral factors, and is not fixed within six months of the report, the employer must carry out a joint pay assessment with workers' representatives (Article 10). Bridgit flags these gaps early, so you can record a reason or act.
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For one country with clean data and a simple pay structure, possibly. Across several countries it means tracking each national law, grouping roles into categories and answering requests to a deadline, all year. Bridgit takes that work on for you.
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Yes. The Directive requires pay information to be accessible to people with disabilities (Article 8), and the portal is accessible.
Less time on reporting. More time for change