How Equal Pay helps you comply with the EU Pay Transparency Directive

Here's how the new Equal Pay features help HR teams demonstrate compliance, respond to requests, and build trust with employees and regulators.

New regulations in the Swedish Discrimination Act will soon (even though we still don’t have an exact date) be effective due to the EU Pay Transparency Directive. 

This means several new legal obligations and demands for employers. One of them is the right for employees to request information about average salary braked down by gender for those with equal work and work of equal value (equivalent work) as the employee who asks for the information.* 

Employers must be able to respond — quickly (within two months), accurately, and transparently.

Using Equal Pay and grouping employees in groups of equal and equivalent jobs in the Pay Survey Equal Pay will help you comply with the new requirement*.
 

See the full picture for any pay group

After completing a job evaluation, you can open a detailed view for any individual group. It shows everything you need at a glance: average pay, median salary, pay distribution by quartile, employee count, and gender breakdown — and it's now one click away.
 

Find and compare equal and equivalent groups automatically

The directive requires the ability to compare groups doing equal or equivalent work. Equal Pay now identifies equivalent groups for you, based on job evaluation scores and your organisation's country-specific grouping strategy.

From the group details view, click "Add equivalent groups" to open a selection dialog. The system shows eligible groups with their evaluation scores, employee counts, and dominant gender. Select the groups you want to compare, and Equal Pay generates a combined view with pay data shown side by side.
 

Who is this for?
 

These features are designed for HR teams, compensation specialists, and compliance officers who need to:

• Respond to employee or union requests for pay transparency information about average pay for equal work or work of equal value
• To identify employees performing equal work or work of equal value when preparing the pay report for employers with 100 or more employees (which is also a requirement under the Pay Transparency Directive).
  - Demonstrate compliance during audits or regulatory reviews
  - Monitor whether specific groups are being compensated fairly relative to equivalent work
  

What do I need to do?

Nothing. The new features are automatically available to all customers with access to Equal Pay. No configuration changes are required. Complete a job evaluation survey as normal, then navigate to the group details view to access the new functionality.

If you have questions about how these features map to your specific compliance obligations, contact your Simployer account manager or reach out to our support team.

Disclaimer note: *Since the government has not yet presented any proposal to amend the Discrimination Act in order to implement the Pay Transparency Directive, we do not know all the details for the demands yet and we will provide an update when more information about the requirements is available.