Pay transparency, sorted in one afternoon.
Pybnd helps employers with 10–100 staff get pay bands, salary ranges in job ads, the annual information notice and insight into their gender pay gap. Without consultants.
Free check · no account · result instantly in your browser
What changes
Three obligations that also apply to small employers
The directive sets these duties for employers without a minimum headcount. Quoted literally from the official text in this language.
Pay in the job ad, no pay history questions
“Applicants for employment shall have the right to receive, from the prospective employer, information about: (a) the initial pay or its range, based on objective, gender-neutral criteria, to be attributed for the position concerned; and (b) where applicable, the relevant provisions of the collective agreement applied by the employer in relation to the position. Such information shall be provided in a manner such as to ensure an informed and transparent negotiation on pay, such as in a published job vacancy notice, prior to the job interview or otherwise.”Directive (EU) 2023/970, Art. 5 ↗
“An employer shall not ask applicants about their pay history during their current or previous employment relationships.”Directive (EU) 2023/970, Art. 5 ↗
Objective, accessible pay criteria
“Employers shall make easily accessible to their workers the criteria that are used to determine workers’ pay, pay levels and pay progression. Those criteria shall be objective and gender neutral.”Directive (EU) 2023/970, Art. 6 ↗
Right to information, annual notice, reply within two months
“Employers shall inform all workers, on an annual basis, of their right to receive the information referred to in paragraph 1 and of the steps that the worker is to undertake to exercise that right.”Directive (EU) 2023/970, Art. 7 ↗
“Employers shall provide the information referred to in paragraph 1 within a reasonable period of time but in any event within two months from the date on which the request is made.”Directive (EU) 2023/970, Art. 7 ↗
When does it apply in your country?
Member States had to transpose the directive by 7 June 2026. Whether and when the rules apply in your country depends on your national law, so please check it.
“Member States shall bring into force the laws, regulations and administrative provisions necessary to comply with this Directive by 7 June 2026. They shall immediately inform the Commission thereof. When informing the Commission, Member States shall also provide it with a summary of the results of an assessment regarding the impact of their transposition measures on workers and employers with fewer than 250 workers and a reference to where such assessment is published.”Directive (EU) 2023/970, Art. 34 ↗
Netherlands: the Dutch bill (36 949) has not been adopted yet (status 18 Oct 2026). Official Dutch sources:
“Het is de bedoeling dat het wetsvoorstel op 1 januari 2027 in werking treedt.”Rijksoverheid, 21-05-2026 ↗“Het wetsvoorstel Wet implementatie Richtlijn loontransparantie mannen en vrouwen (Kamerstuk 36 949) zal in een wetgevingsoverleg worden behandeld.”Tweede Kamer, commissie SZW, 13-10-2026 ↗How Pybnd will work
From payroll export to compliant in three steps
Not a months-long job evaluation project, but a practical baseline you can maintain yourself.
Import your payroll
A CSV export from your payroll system.
Choose job levels
Pybnd proposes levels and ranges from your own data. You decide.
Download everything
Pay bands, job-ad texts, a policy on pay history questions and the annual information notice.
Pay gap per category
Mean and median per job level, ready for an information request.
Job-ad texts
A salary range text per role, ready to paste into your vacancy.
Annual information notice
A reminder and template to inform staff about their right to information.
Privacy first
No cookies, no tracking, hosted in the EU (Helsinki).
Founding plan
One simple price
Reserve now, pay nothing yet. We email you once when Pybnd launches.
- For organisations up to 100 staff
- Pay bands and pay gap analysis
- Job-ad texts and policy texts
- Annual information notice template
FAQ
Does this apply if I have fewer than 100 employees?
Gender pay gap reporting (Art. 9) starts at 100 workers. The duties on job ads, the ban on pay history questions, accessible pay criteria and the right to information (Art. 5–7) have no minimum headcount.
When does it start in my country?
The transposition deadline was 7 June 2026. The exact start date is set by your national law. In the Netherlands, the intended start date is 1 January 2027, but the bill has not been adopted yet.
What happens to my answers?
Your check answers stay in your browser and are not sent to us. Only if you reserve do we store your name, company, email and number of employees.
Is this legal advice?
No. Pybnd is a tool. When in doubt, consult an employment lawyer.
Not legal advice. Pybnd provides information and tools. National implementing laws may differ and change. Quotes come from the official sources we link to.