Gamfi for HR · Solution

Your operational command centre for the EU pay transparency directive

The EU pay transparency directive comes with a long list of formal obligations that you will not close with one training session or a pay policy written once.

From today you can manage every area the directive covers on the Gamfi platform.

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An HR director in front of a „Pay transparency centre” dashboard with tiles: job evaluation, performance reviews, employee communication and training on the directive

Five areas of the directive.
Five answers from the Gamfi People Platform

Two people at a table looking at a tablet showing a career path: Specialist, Senior Specialist, Expert and Leader levels

Area 1: job evaluation, pay criteria and career paths

Your obligations in this area

Classify jobs by work of equal value across the four dimensions in the directive: skills, effort, responsibility and working conditions. This is the foundation everything else rests on: pay criteria, pay gap assessment, defence against claims.
Hold objective, gender-neutral criteria for pay and progression – documented and easy for employees to reach.
Show each employee what they need to meet to move up a level and earn more.
Be able to prove after the fact that a specific promotion or pay decision followed those criteria – not a manager’s instinct.

What the Gamfi People Platform does

You define outcome criteria for every role in the platform – hard ones (sales, productivity) and soft ones (competencies, behaviours).
You build a competency map along career paths – the employee sees in the app what stands between them and a promotion with higher pay.
All of it is communicated, measured and kept over time – ready for an audit that looks backwards.

What changes once Gamfi is in place

Job classification and pay criteria hold across every department and every region, so the same role priced in two parts of the organisation does not drift apart.
Managers stop improvising in the promotion conversation, and the employee sees in the app which criteria they still have to meet to reach the next level of the role.
When an inspector asks about pay criteria, they get a finished list from the platform together with its history of changes, instead of a document assembled on request.

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A manager holding a coffee mug outside a glass meeting room where two people are going through documents

Area 2: structured performance reviews

Your obligations in this area

Base decisions on pay, bonuses and promotions on objective, documented grounds.
In a dispute with an employee, the burden is on you to prove the decision was objective (reversed burden of proof).
Keep a trail of the process in case of a discrimination claim or an inspection – a spreadsheet with notes from six months ago will not do.

What the Gamfi People Platform does

You run review cycles (half-yearly, annual) in the platform, not in a spreadsheet.
Multi-source reviews (360°) – feedback from the manager, peers and direct reports.
Every cycle keeps its history, its audit trail and the option to export into personnel files – with nothing overwritten.
The process reminds the manager: review meeting calendar, deadlines, escalations.

What changes once Gamfi is in place

When an employee questions their pay, you hold the full documentation of the review cycle that decision rested on, with dates and sign-offs.
Facing a discrimination claim or an inspection, you show the audit trail of every review instead of reconstructing the process from emails and notes from six months back.
The reversed burden of proof stops being a risk, because the evidence that a pay decision was objective is at hand before anyone asks for it.

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Area 3: communicating the criteria to the whole company

Your obligations in this area

Give employees easy access to information about pay policy, promotion criteria and how to challenge a decision.
Hold proof that the information actually reached the employee – publishing it on the intranet is not enough.
Be able to answer “nobody told me” with a specific delivery and acknowledgement date.

What the Gamfi People Platform does

Multi-channel communication: in-app notifications, email, SMS, Teams, short in-app publications, information windows.
An automatic cycle: information about pay policy goes out to the whole company once a quarter.
One-off announcements: new policy? Send it to a chosen segment of employees with read receipts.
A communication history for every employee – what they received, when, and whether they acknowledged it.

What changes once Gamfi is in place

Pay policy reaches the employee through a channel they actually use, so publishing it on the intranet stops being the only route.
For every employee you hold a delivery and acknowledgement date, so “nobody told me” becomes something you can check in the system.
Pay criteria go out to the whole company automatically once a quarter, and a new policy goes to a chosen segment without building the send from scratch.

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Area 4: training on the directive, the full cycle

Your obligations in this area

Give employees access to knowledge about their rights under the directive – that is a formal obligation (articles 5 and 7). How you reach them is your choice.
Training is not required outright by the directive, but it is a strongly recommended practice – it helps build evidence of due diligence and prepares managers for the reversed burden of proof in a dispute.
Show that the company manages the topic deliberately – documented training coverage and recertification are the standard expected by internal audit, ESG reporting frameworks and labour inspectorates.

What the Gamfi People Platform does

Basic training (free) for managers – what you get at the start.
Training for frontline employees on their rights under the directive – in an extended version.
Knowledge duels generated by artificial intelligence – reinforcement between sessions.
Recertification – automatic reminders after twelve months.
A link to outcomes: where training moves business metrics, you see it in the analytics.

What changes once Gamfi is in place

Training on the directive turns into a cycle: reinforcement follows the session, and a recertification reminder follows twelve months later.
Training coverage reaches managers and frontline employees alike, and you see its state by name at any moment, not once a year.
You walk into an internal audit, ESG reporting or an inspection with specific completion dates and test results for every participant.

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Area 5: pay gap reporting and analytics

Your obligations in this area

Companies with 250 or more employees report every year. Companies with 150–249 report every three years. The report is public.
Where the pay gap exceeds 5% in a category of work of equal value and is not objectively justified, you open a joint pay assessment with employee representatives.
Your data has to allow historical analysis and a breakdown by department, region and role – not sit in a single spreadsheet.

What the Gamfi People Platform does

Pay gap dashboards – broken down by department, region and role.
Export into analytics tools (Tableau, Power BI) or straight into reporting systems.
Quarter-on-quarter historical comparisons – you see whether the gap is widening or closing.
Dashboards for HR and the board – quick answers to “where does it hurt”.
A data warehouse connector – no rekeying numbers by hand.

What changes once Gamfi is in place

You file the report the directive requires from data the platform collects as it goes, instead of merging it from several spreadsheets before the deadline.
The board sees the pay gap by department, region and role at the moment it asks about it.
You go into publication with numbers you have known for several quarters, and with an explanation ready for the categories where the gap exceeds 5%.

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Gamfi has everything you need to manage pay transparency in one place

Objective job evaluation against the four criteria in the directive – skills, effort, responsibility and working conditions.
Transparent pay and promotion criteria that every employee sees in the app – including what they have to meet to reach the next level.
Career paths and competency maps that turn “why was I passed over?” into a clear answer available in the app.
Structured performance reviews – half-yearly, annual and 360° – run on the platform rather than in spreadsheets.
A full audit trail of every pay, bonus and promotion decision – dated, documented and ready for the reversed burden of proof.
Multi-channel policy communication – in-app, email, SMS and Teams – with read receipts from every employee.
Automatic quarterly communication of pay criteria plus one-off sends to any segment of employees.
Training on rights under the directive, with AI-generated knowledge duels and recertification reminders.
Pay gap dashboards broken down by department, region and role, available to a defined group of system administrators.
One-click export to Tableau, Power BI and reporting systems, plus a data warehouse connector – with no manual rekeying.
Quarter-on-quarter gap tracking and board dashboards with answers in real time.
One platform, one contract – modular, secure and audit-ready, scaling from a single area to the whole process.