EU Pay Transparency: Unprepared pays the price

The EU Pay Transparency Directive (EUPTD) brings major changes for all employers by mid-2026 at the latest.

Extended disclosure rights, transparency requirements, and reporting obligations will soon apply not just to companies with 200+ employees—but to everyone. The risks? Back pay, compensation claims, fines, and more.

Persönlich sprechen? Gerne!

Step by step to pay compliance

We'll guide you step by step through the EUPTD process. With intelligent software and practical live trainings, you always have the overview and the necessary support.

EUPTD Compliance module: Comparative groups, individual justifications, back payment risks and pay differentials — everything in one place at a glance

Live training for pay transparency: All knowledge for practical implementation in nine sessions

Question & answer module: Reliable support for EU pay transparency and German employment law whenever you need it

Template pool: Legally compliant templates, and documents, in line with EU requirements

Common thinking traps

"We already pay fairly and neutrally, so we're surely well prepared"

❌ Not quite. The shift in burden of proof makes it essential to adapt your processes, job descriptions, and salary evaluations to align with EU requirements. Sitting this one out means losing your head start and risking fines and back payments..

"Let's wait and see how the final, national implementation will look..."

❌ Bad move. The core requirements are set in stone—the legislator has no wiggle room. Plus, implementation is extensive. Wait until the last minute and you'll be racing the clock with zero room to maneuver.

(More on such pitfalls in our HR & Legal Blog.)

Our EUPTD Compliance module

Compare easily and consistently

The requirement: Pay for work of equal value immediately. The value is determined abstractly; the content is irrelevant. Comparisons across departments are expressly required.

Ergänze unsere Kriterienvorschläge und bewerte eure Jobs mit einheitlichem Scoring. Die Vergleichsgruppen leiten sich transparent daraus ab.

Justify differences securely

Higher performance or special competencies? When such objective and neutral criteria are behind them, it becomes very easy to document them in a legally secure manner.

Außerdem berechnen wir die Entgeltgefälle vor und nach Rechtfertigungen. Keine Fragezeichen, ob die 5-Prozent-Vorgabe wirklich eingehalten wird.

Identify and mitigate risks

No company is taking a risk-free approach to the EUPTD. All the more important to know at an early stage which differences remain and how high potential back payments are.

Nur auf dieser Grundlage können in der verbleibenden Zeit die richtigen Gespräche geführt und wirksame Entscheidungen getroffen werden.

The Pay Transparency Masterplan

Live sessions, ready-to-use templates, and digital access to labor law expertise

#1 – Designing Pay Structures with Legal Certainty

with RAin Christiane Milbradt, LL.M. (Münster Legal Experts))

Define equivalence criteria objectively and neutrally
Design job evaluation systems and pay bands with legal certainty
Identify comparison groups for equal and equivalent work

Outcome: Development of your own criteria based on a comprehensively annotated template

#2 – Analyzing Salaries and Resolving Inequalities

including ready-to-use calculation tool for comparison group analysis

Systematically calculate pay gaps and apply the 5% rule
Identify gender pay gaps and intersectional discrimination
Justify salary differences within comparison groups
Handle outliers that disproportionately distort comparison groups

Outcome: Understanding concrete back-payment risks, early correction of outliers

#3 – Q&A Session: Pay Structure Design

Experience sharing on analysis results and initial challenges
Discussion of legal gray areas
Preparation for the correction and implementation phase

Outcome: Deriving the right implementation steps from analyses, completing the exploration phase

#4 – Mastering Burden of Proof Reversal – Documentation and Legal Safety

Checklists for legally sound justifications of pay decisions
Handling critical employee inquiries and discrimination allegations
Template language and documentation templates for practical use

Outcome: Uniform documentation standards for legal certainty in disputes

#5 – New Leadership: Rules for Salary Negotiations & More

Align managers with objective pay criteria and procedures, ensure thorough documentation
Establish structured salary determination and replace discretionary practices
Professionally manage employee reactions to new transparency

Outcome: Concrete content that can be shared with leadership teams

#6 – Information and Disclosure Processes, Recruiting Compliance

Efficiently establish disclosure procedures and ensure 2-month deadlines
Systematically implement annual information obligations to employees
Design recruiting processes according to directive requirements

Outcome: Building operational processes with our templates, adapting workflows

#7 – Closing the Remaining Gaps: Legislative Updates

Besprechung der im Referentenentwurf getroffenen Gestaltungsentscheidungen
Einordnung und Bewertung im Hinblick auf Compliance
Ggf. Hinweise zu Risiken bei unzureichender Umsetzung durch den Gesetzgeber

Ergebnis: Action Items zur Umsetzung der im Gesetzgebungsverfahren konkretisierten Regelungen

#8 – Q&A Session: Last Questions Before Go-Live

Offene Runde für alle ungeklärten Fragen zur EU-Entgelttransparenz
Erfahrungsaustausch bzgl. des ersten Mitarbeiter-Feedbacks
Abschließende Tipps und Hinweise vor dem Stichtag

Outcome: Timely solutions to remaining questions, full compliance by June 7, 2026

#9 – Establishing Efficient Reporting Processes

Transform existing pay evaluations into reports
Examples and templates for quick implementation in your context

Outcome: Template reports and methods for report creation and submission

HR departments already trusting twinwin

How do we start?

We'll help you get through the sprint and be compliant and legally secure by the middle of the year — without 50,000 € law firm projects, without tedious research.

4.900 €/year + VAT

The price includes unlimited use of all mentioned features for EU fee transparency. We also offer a two-year term with 15 % discount. The license is valid per company, user accounts are unlimited.

Get started right away? Or clarify any further detailed questions? Either way: Leave us your information on the right and we'll get back to you.

(And if our other employment law features sound good too, we'll be happy to put together a brilliant combination offer for you.)

Receive your offer!

Lieben Dank! Deine Nachricht ist auf dem Weg zu uns.

Ohje – das hat leider nicht funktioniert. Schreib uns eine E-Mail an info@twin.win oder versuche es später nochmal.

Common Questions

Who is the master plan suitable for?

For companies of all sizes operating in Germany that want to implement EU payment transparency in accordance with the law. Whether 10 or 1000 employees — our concept scales smoothly with your requirements.

How much time do I have to plan for?

The implementation is a large, cross-departmental project. For small companies with 50 employees, a range between 220 and 310 working hours would be typical. The larger and more complex the structures, the higher the effort.

What is the basis of your expertise?

Since 2020, we have been helping HR departments overcome the pitfalls of German employment law. Our in-house lawyers work closely with specialized partner law firms and review and revise the content on an ongoing basis.

Pay Transparency – and after that?

It's up to you. Continue, cancel or become a twinwin membership with all features for German employment law and the EUPTD together. We are happy to show you everything, and if it fits, offer a combined price with up to 1,900 € yearly discount.

EU Pay Transparency: Unprepared pays the price