Practitioner note: This self-assessment is an orientation tool, not legal advice. We are compliance specialists, not a law firm. Pay-gap analysis methodology, joint pay assessment proceedings (Art. 10 RL 2023/970) and § 22 AGG burden-of-proof reversal require an individual legal review.
Sources
- Directive (EU) 2023/970 — Pay Transparency (as of 10 May 2023, transposition deadline 7 June 2026) — reporting threshold ≥ 250 employees yearly from 7 June 2027, 150-249 every 3 years, 100-149 from 7 June 2031; joint pay assessment trigger >5% unjustified gap
- Pay Transparency Act (EntgTranspG) (as of 6 July 2017) — current information right at ≥ 200 employees
- General Equal Treatment Act (AGG) (as of 14 August 2006, amended) — § 15 damages, § 22 burden-of-proof reversal
- BAG 8 AZR 300/24 — Pair comparison establishes presumption of discrimination (as of 23 October 2025)
- BAG 8 AZR 450/21 — “Better negotiating skills” do not justify pay differences (as of 16 February 2023)
- BAG 8 AZR 488/19 — Median lower female pay as indicium under § 22 AGG / § 3(2) EntgTranspG (as of 21 January 2021)