Your operational command center for the EU Pay Transparency Directive
The EU Pay Transparency Directive comes with a long list of formal obligations — ones you won't cover with a single training session or a one-off pay policy document.
From day one, you can manage every area the directive covers on the Gamfi platform.
Five areas of the directive.
Five solutions from Gamfi People Platform.
Area 1: job evaluation, pay criteria, and career paths
Your obligations:
- Classify roles by work of equal value, across the directive's four dimensions: skills, effort, responsibility, and working conditions. This is the foundation for everything that follows — pay criteria, gap assessment, defense against claims.
- Have objective, gender-neutral criteria for pay and progression — documented and easily accessible to employees.
- Show each employee what criteria they must meet to move up to a higher role level and earn more.
- Be able to prove retrospectively that a given promotion or pay decision was based on those criteria — not on a manager's gut feeling.
What Gamfi People Platform does:
- You define outcome-based criteria for every role in the platform — hard (sales, productivity) and soft (competencies, behaviors).
- You build a competency map along development paths — the employee sees in the app what stands between them and a promotion and higher pay.
- Everything is communicated, measured and kept on record — ready for a retrospective audit.
The result:
- Job classification and pay criteria are consistent, uniform and methodically defensible — in every department, in every region.
- Managers don't improvise. Employees don't ask "why wasn't I promoted?" — they see the answer in the app.
- When an inspector asks about the criteria, they get a list straight from the platform, with a full change history.
Area 2: structured performance reviews
Your obligations:
- Base pay, bonus, and promotion decisions 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 inspection — an Excel file with notes from six months ago won't cut it.
What Gamfi People Platform does:
- You run periodic reviews (semi-annual, annual) in the platform, not in a spreadsheet.
- Multi-directional (360°) reviews — feedback from managers, peers and direct reports.
- Every cycle has its own history, audit trail and export-to-file option — with no overwriting.
- The workflow reminds the manager: review-meeting calendar, deadlines, escalations.
The result:
- An employee questions their pay? You have full documentation. An inspector asks? You have the audit trail.
- A claim? You have proof of objectivity at hand — with specific dates, reviews and sign-offs.
Area 3: communicating the criteria across the whole company
Your obligations:
- Give employees easy access to information about the pay policy, promotion criteria and ways to challenge decisions.
- Have proof that the information actually reached the employee — publishing it on the intranet isn't enough.
- Be able to defend against the "nobody told me" argument — with a specific delivery and confirmation date.
What Gamfi People Platform does:
- Multi-channel communication: in-app notifications, email, SMS, Teams, in-app mini-publications and information pop-ups.
- Automated cycle: information about the pay policy goes to the entire company once a quarter.
- Ad hoc message: new policy? Send it to a selected employee segment with read confirmation.
- A communication history for every employee — what they received, when, and whether they confirmed it.
The result:
- You don't post the policy on the intranet and hope someone reads it.
- You enforce delivery and read confirmation — the proof is in the system, ready to show.
Area 4: directive training, the full cycle
Your obligations:
- Give employees access to knowledge about their rights under the directive — a formal obligation (Articles 5 and 7). How you deliver it is your choice.
- Training isn't explicitly required by the directive, but it's a highly recommended practice — it helps build proof of due diligence and prepares managers for the reversed burden of proof in a dispute.
- Demonstrate that the company manages the topic deliberately — documented training coverage and recertification are the standard expected by internal audit, ESG reporting frameworks and the labour inspectorate.
What Gamfi People Platform does:
- Basic (free) training for managers — what you get to start.
- Training for frontline employees about their rights under the directive — in the extended version.
- AI-generated knowledge duels — reinforcing knowledge between sessions.
- Recertification — automatic reminders after twelve months.
- Linked to results: if training affects business metrics, you see it in the analytics.
The result:
- Train once, then run a cycle of reinforcement, recertification and impact measurement.
- Full coverage — managers and frontline staff. Audit-ready, with specific dates and test results.
Area 5: pay gap reporting and analytics
Your obligations:
- Companies with 250 or more employees report annually. Companies with 150–249 — every three years. The report is public.
- If the pay gap exceeds 5% in a category of work of equal value and isn't objectively justified, you launch a joint pay assessment with employee representatives.
- You need the data in a form that allows historical analysis and breakdowns by department, region and role — not in a single Excel file.
What Gamfi People Platform does:
- Pay gap dashboards — broken down by department, region and role.
- Export to analytics tools (Tableau, Power BI) or directly to reporting systems.
- Quarter-over-quarter historical comparisons — you see whether the gap is growing or shrinking.
- Dashboards for HR and the board — quick answers to "where does it hurt?"
- A data-warehouse connector — no need to retype numbers by hand.
The result:
- You generate a directive-compliant report in hours, not weeks.
- The board sees the situation in real time. You go into publication with concrete numbers and an explanation — not a surprise.
Everything you need to manage pay transparency — in one place
Objective job evaluation across the directive's four dimensions — skills, effort, responsibility and working conditions.
Transparent pay and progression criteria every employee can see in the app, including what it takes to reach the next level.
Career paths and competency maps that turn "why didn't I get promoted?" into a clear, self-service answer.
Structured performance reviews — semi-annual, annual and 360° — run in the platform, not in spreadsheets.
A complete audit trail for 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 confirmations for every employee.
Automated quarterly communication of pay criteria, plus ad hoc sends to any employee segment.
Manager and employee training on directive rights, with AI knowledge duels and 12-month recertification reminders.
Pay gap dashboards broken down by department, region, and role.
One-click export to Tableau, Power BI and reporting systems, plus a data-warehouse connector — no manual retyping.
Quarter-over-quarter gap tracking and board-level dashboards for real-time answers.
One platform, one contract — modular, secure and audit-ready, scaling from a single area to the full process.
See how Gamfi simplifies pay transparency management — in practice
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