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FairPay Report

Your EU pay-gap report, built in your browser

Directive (EU) 2023/970 makes gender pay gap reporting mandatory — first reports are due 7 June 2027 for employers with 150 or more workers, on 2026 payroll data. Drop in a payroll CSV and get the full Article 9 indicator set, computed 100% in your browser. Your salary data never leaves your device.

Pay-Gap Report Builder — live

100% in-browser · nothing uploaded
Article 9 — InputDrop your payroll CSV hereOne row per worker: employee id, sex, category, pay basis (hourly, monthly or annual), basic pay, paid hours and variable pay. The file is read in this tab only — nothing is uploaded.Choose a file

Works with your Excel export as-is — semicolon-delimited files, decimal commas (56.409,60) and monthly salaries are all handled.

No payroll file to hand? (20 synthetic workers — example data only), or download the sample CSV and drop it in.

Method

How the calculation works

  1. 01Pay is normalised to gross hourly pay: monthly pay is annualised first (× 12), then divided by that worker's paid hours.
  2. 02Each gap is the difference between men's and women's figures, expressed as a percentage of the men's figure — the Directive's formula.
  3. 03Workers are ranked by hourly pay and split into four equal quartile bands.
  4. 04Categories with an average gap of at least 5% are flagged for Article 10 condition (a) — the first of three conditions for a joint pay assessment.

Formulas are fixed in the tool's code and verified against reference test data. They apply identically to every file; nothing about your data influences the method.

This is what a completed report looks like — the real engine's output on the sample payroll. Add your own CSV and it is replaced by your computed indicators.

Computing Article 9 indicators — the sample payroll

Reading rows, normalising to hourly pay, ranking quartiles. All of it happens in this tab.

Built on Directive (EU) 2023/970 — the EU Pay Transparency Directive
Article 9 indicator set (a)–(g)
First reports due 7 June 2027
100% in-browser — nothing uploaded
Joint-assessment flags at ≥5%

Every Article 9 indicator. One CSV.

One payroll export in — the full (a)–(g) set the Directive names comes out: gaps, quartiles and category flags, computed on your device. The figures below are the real engine running on the sample payroll.

Mean pay gap.
Indicator (a) — the headline gap, on gross hourly pay.

Median pay gap
Indicator (c) — the midpoint comparison, resistant to outliers.

Quartile pay bands
Indicator (f) — who sits in each quarter of your pay distribution.

Variable pay gaps
Indicators (b), (d) and (e) — bonus gaps, and who receives variable pay.

Pay gaps by category
Indicator (g) — the pay gap in each category of workers, broken down by ordinary basic pay and complementary or variable components. The ≥5% Article 10 condition-(a) check is applied to those category gaps.

Privacy by architecture
The calculation runs in your tab. There is no upload to protect.

A category gap of at least 5% — unjustified, and unremedied within six months — triggers a joint pay assessment.
Directive (EU) 2023/970
Article 10 — the rule, in plain terms

Priced per report, not per employee

One flat price for the full Article 9 indicator set — whether you employ
120 people or 12,000.

Sample
€0
free forever
See exactly what the builder produces.
Try it today:
Full Article 9 indicator set on the sample payroll
The complete builder, live in your browser
Download the sample CSV and run it yourself
No sign-up and no upload
Report Pass
€39
/ reporting year
The full report for one reporting cycle.
Everything in Sample +
Full Article 9 indicator set for one reporting year
Unlimited recalculations within that year
≥5% category flags — Article 10 condition (a)
Print-ready report export
Processed entirely in your browser
Tracking
€89
/ year
For employers who report every cycle.
Everything in Report Pass +
Every reporting year, one annual price
Year-on-year comparison of every indicator
Rule updates as member states transpose the Directive
Priority email support

Checkout opens at launch. The Sample is free today — for a Report Pass or Tracking, contact us and we will set you up as soon as payments open.

The reporting calendar

Who reports, when, and what the Directive asks for —
the facts the builder is built around

Employers with 250 or more workers report every year. The first reports — calculated on 2026 payroll — are due by 7 June 2027.
250+ workers
Annual reporting · from 2027
Employers with 150–249 workers report every three years, starting with the same first deadline: 7 June 2027.
150–249 workers
Every three years
A category gap of at least 5% meets Article 10 condition (a) — the first of three conditions for a joint pay assessment.
The 5% threshold
Article 10 · condition (a)
Employers with 100–149 workers join the reporting cycle from 2031 — later, but on the same indicator set.
100–149 workers
Reporting from 2031
Every gap uses the Directive's formula — the difference between men's and women's pay, as a percentage of the men's figure, on gross hourly pay.
One formula
Article 3 · hourly pay level
Mean and median gaps, variable-pay gaps and participation, quartile bands, and gaps by category of workers — the full (a)–(g) set.
What's in the report
Article 9 · indicators (a)–(g)
The builder reads your CSV inside this browser tab. It is never uploaded, stored, or transmitted — closing the tab removes it completely. There is no server copy to breach, leak, or request.
Privacy by architecture
Computed on your device

Frequently Asked Questions

Everything you need to know about pay-gap reporting under Directive (EU) 2023/970

The gender pay gap information set out in Article 9 of Directive (EU) 2023/970: mean and median pay gaps, mean and median bonus gaps, bonus participation by gender, the gender split across pay quartiles, and pay gaps by category of workers — with categories at or above a 5% gap clearly flagged.
Nowhere. The file you select is read and processed inside your own browser tab. It is never uploaded, stored, or transmitted — closing the tab removes it completely.
Under the Directive, employers with 250 or more workers report every year and employers with 150–249 workers report every three years, with first reports due by 7 June 2027. Employers with 100–149 workers follow from 2031. Member states transpose the Directive into national law, so your national rules govern the exact submission route.
A single CSV export from your payroll or HR system with one row per employee: gender, gross pay, hours, bonus pay, and worker category. The builder maps the columns with you before it calculates anything.
It means Article 10 condition (a) is met for that category: an average pay difference of at least 5%. A joint pay assessment also requires condition (b) — no objective, gender-neutral justification — and condition (c) — the gap not remedied within six months of submission. The builder flags condition (a) from your data; conditions (b) and (c) are for you and your advisers.
No. The builder produces the required calculations and a structured report from your data. It does not assess your legal position — for that, your own legal or HR advisers remain the right step.

First reports due 7 June 2027

First reports are calculated on the 2026 payroll your organisation is producing now. See your Article 9 indicators today — in your browser, before the deadline asks for them.