A reporting obligation shouldn't require handing your payroll to a server.

Directive (EU) 2023/970 — the EU Pay Transparency Directive — requires employers to calculate and report a defined set of gender pay gap indicators. For employers with 250 or more workers the report is annual; for 150–249 workers it is every three years; the first reports are due by 7 June 2027. Employers with 100–149 workers follow from 2031.

The arithmetic itself is not complicated. What makes it awkward is the data: a full payroll, person by person. The conventional route means uploading that file to a platform, or emailing it to a consultancy, and trusting everyone in between.

This tool takes the other route. The calculations are deterministic — fixed formulas, documented on the builder page — so they can run entirely inside a web browser. Your file is read on your device, processed on your device, and gone when you close the tab. We could not look at your salary data if we wanted to; the architecture does not give us a copy.

The builder is made by researchers who have spent their careers on exactly this kind of work: survey data, payroll-adjacent datasets, and compliance reporting where the method has to be stated plainly and the numbers have to be reproducible. That discipline — source, formula, result, all inspectable — is the product.

One boundary, stated plainly: this is a calculation and reporting tool, not legal advice and not a consultancy. It produces the indicators the Directive names, from the data you provide. What those figures mean for your organisation is a conversation for your own advisers.