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From internal data to pay transparency compliance

Connect your internal salary data with market benchmarks and compliance logic. Detect pay gaps, justify differences and get ready for the EU Pay Transparency Directive before it becomes a legal or reputational risk.

Réserver une démo See how it works
  • Aligned with Directive (EU) 2023/970
  • HRIS integrations included
Risques détectés Salaire sous le marché · 14Écart femmes-hommes · 6Données manquantes · 3
Gérer les employés à risque ›
Salaire moyen€52,800Au-dessus de la moyenne du secteur
Salaire médian€49,200Tous les postes sélectionnés
Salaire moyen des femmes€51,900Employées
Salaire moyen des hommes€53,600Employés
Écart salarial femmes-hommes globalÉquilibré

Écart de salaire en pourcentage entre les hommes et les femmes.

3.2%
Salaire moyen des hommes€53,600
Salaire moyen des femmes€51,900
Écart salarial par niveau (quartiles)

Écart salarial femmes-hommes dans chaque quartile de rémunération, du moins au mieux payé.

2.1%Q1
3.4%Q2
6.8%Q3
4.0%Q4
Directive Art. 4 and Art. 9: the data foundation

From employee data to market context

From the employee table you see salary positioning and risk flags at a glance. Each profile shows total compensation, compa-ratio and career path, giving you the context behind every pay decision.

  • Centralized employee overview with filters by entity, department, location, level, salary and label
  • Market position badge on every salary: below, in or above market
  • Individual breakdown of base salary, bonus and stock against the market
  • Automatic labels for below-market pay, unequal pay, gender gap, bonus gap and missing data
  • Career progression timeline with promotions and salary increases
See it with your data
Sabrina KellerTrust Officer
5
FinanceBaar, SwitzerlandFemme
ActifPerformance =
RémunérationCareer path
Rémunération annuelle totale
CHF 82,400
12 paie  |  Full time (40 hours per week)
P42Market position
0.96Compa-ratio
Salaire de baseCHF 82,400–
RisqueCHF 4,200Pending amount to meet market median
Grant employee accessView benchmark
Salaire moyenAu-dessus de la moyenne du secteur£34.7K
Salaire médianAu-dessus de la moyenne du secteur£38.7K
Salaire moyen des femmes>5% difference£33.2K
Median female payGender gap › 5%£33.8K
Salaire moyen des hommes>5% difference£35.1K
Median male payMore than 5% lower£35.2K
Écart femmes-hommes
Équilibré
  • Homme 50%
  • Femme 50%
Variable par genre
Déséquilibré
  • 82% of male employees receive bonuses | 55 out of 67 employees
  • 63% of female employees receive bonuses | 22 out of 35 employees
Directive Art. 9 and Art. 10: pay gap reporting and assessment

Gender pay gap analysis, down to its causes

Separate what is objectively justified from what remains unexplained, in line with EU transparency requirements. Then see the structural drivers behind each gap: representation, bonus differences and progression. You control the methodology, so the analysis is audit-ready and defensible.

  • Mean and median pay, overall and by gender, compared with the sector average
  • Justified versus unjustified gap, with criteria you adjust: level, tenure, performance
  • Gender distribution by job level and pay quartile, and variable pay by gender
  • Workforce risk summary: stable versus at risk, average compa-ratio, tenure and year-to-date turnover
Get your pay gap analysis
Directive Art. 4, 5 and 6: pay structures and ranges

Salary bands built on your job levels

Keep the grading framework you already use. TalentUp builds one market-based band per level and plots every employee on it, so you see at a glance who is paid below, within or above the range.

  • Base salary or total compensation, midpoint from P10 to P90, spread from 10% to 30%
  • Compare against the market by sector, company type, headcount, funding or revenue
  • Saved band slices by entity, location, department or level
Works with your grading framework
  • TalentUp Levels
  • Korn Ferry
  • Mercer
  • Radford
  • WTW
  • Your own levels
Build your salary bands
Générer le rapport

Review the filters and criteria that will be applied to your report. They match the ones you used to preview your insights. To make changes, exit this screen.

Applied filters
Département
Advanced Tech+2
Étiquette
Risque de rétention
Niveau
Junior
Pay gap criteria
NiveauProportional
AnciennetéDésactivée
PerformanceProportional
Custom labelsProportional
Save as draftExport
Directive Art. 10 and Art. 18: justify, remedy and prove

From analysis to action

Act on what you find. Adjust salaries or justify each difference, document every decision and generate structured reports whenever regulators, auditors or works councils ask for them.

  • Adjust salaries or justify the gap with labels
  • Document decisions with a defensible pay methodology
  • Generate reports: export the current view to Excel in one click
  • Saved audit trail of every analysis and report
Prepare your first report
Directive Art. 7: right to information

A personal pay page for every employee

Under the EU Pay Transparency Directive, employees can request their pay level and the average pay by gender within their category. With My Compensation, HR grants each employee secure access to their own page, so they can check it themselves without seeing anything else.

  • Total compensation breakdown: base salary, bonus, variable pay and benefits
  • Career path within the company: promotions and salary increases
  • Gender gap in the company and within the employee's own level
  • Access granted by HR, with a dedicated employee role
  • Download as a PDF compensation statement
Réserver une démo
Lukas Huber
Statut: ActifGenre: HommeMarketing ManagerNumber of pays: 14Vienna, AustriaEmployment type: Temps pleinDépartement Marketing (P45)Working hours / week: 40

Total compensation

€ 58,000Total pay
5Ancienneté
45thCentile
96%Compa ratio

Career path within the company

Apr 03, 2021Inscrit
5 years, 6 monthsAncienneté
02/06/2025Augmentation € 58,000
01/10/2023Promoted to Marketing Manager € 54,000
03/04/2021Hired as Marketing Specialist € 44,000

Get your data in, your way

Start with a few employees or your whole workforce. Nothing changes until you confirm it, and Owners, Admins and Managers each see only what their role allows.

  1. 01

    Add employees one by one

    A guided 3-step form: identity and department, then position, level, salary and benefits, then previous experience.

  2. 02

    Import and bulk edit in Excel

    Download the template or your current data, edit it and upload it. A review screen lists every change and error before you apply it.

  3. 03

    Sync your HRIS

    Direct sync with Personio, HiBob and AlexisHR. BambooHR and Workday are set up with our team, at no extra cost. See integrations

“J'ai trouvé TalentUp comme un outil inestimable pour le benchmark salarial, en particulier lorsque je travaille avec des rôles de niche ou des marchés géographiques uniques.”
Alistair FraserFounder, Justly
“TalentUp a changé la donne pour nous. Il fournit des informations claires qui nous permettent de prendre des décisions de rémunération éclairées et équitables.”
Alena VititnevaCompensation and Benefits Manager, IDH
“Nous avons utilisé cet outil dans des processus d'évaluation et de conseil pour une variété de postes, et les résultats ont été vraiment utiles.”
Carles FontCEO and Partner, q-tech

Every Directive obligation, covered. Let's prepare yours.

The EU Pay Transparency Directive (EU) 2023/970 changes how companies set, explain and report pay. Here is how internal pay analysis covers it.

Art. 4
Equal pay for the same work or work of equal value
Grading framework and market bands compare pay level by level.
Art. 5
Pay transparency before hiring
Market-based salary bands define the range you share with candidates.
Art. 6
Clear criteria for pay setting and progression
Documented levels, band rules and career paths.
Art. 7
Employees' right to information
My Compensation page with own pay and average pay by gender in their level.
Art. 9
Reporting sur les écarts de rémunération femmes-hommes
Mean and median gap, variable pay, quartiles and gaps by category, exported in one click.
Art. 10
Joint assessment when a gap of 5% or more is unjustified
Justified versus unexplained gaps, so you can fix them before they trigger an assessment.
Art. 18
Burden of proof on the employer
Documented methodology, justified decisions and a full audit trail.

Prefer email? hello@talentup.io

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