Which pay-transparency rules apply to you?
Choose where you employ people and enter your headcount there. You get the pay-gap reports and pay-range rules that apply, with the dates and the official source. Nothing you enter leaves your browser.
Rules that apply
Enter a headcount for at least one jurisdiction.
What the rules ask for, and what they do not
Reporting rules ask for a headline gap: the difference in average or median pay between men and women. That number is easy to compute and easy to misread. It mixes differences in role, grade, hours and experience with differences that none of those explain.
The EU directive is the first to turn that distinction into an obligation. If a gap of 5% or more in a category of workers cannot be justified by objective, gender-neutral factors and is not corrected within six months, the employer must carry out a joint pay assessment. Separating the explained part of a gap from the unexplained part is a regression exercise, and the choice of controls decides the answer.
Notes
- Rules checked against the linked official sources on 4 November 2026. They change, so confirm before you rely on them.
- This tool is general information, not legal advice. Your counsel should confirm what applies to you.
- Other jurisdictions, including several US states and other Canadian provinces, have their own rules and are not yet covered here.
Related: our pay-gap and pay-equity analysis.
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We compute your reportable gaps to the rule, separate the explained from the unexplained, and cost the fix.
About the analysis