From June 2026, new, binding pay transparency rules apply in Germany. Companies will then need to be able to prove that equal work is paid equally – with no transition periods. For many HR teams, the key question is therefore now: Where do we stand today, and which measures should we tackle first?
Why preparing for pay transparency matters now
Introducing mandatory pay transparency calls for proactive action. Companies that check early on where gaps in pay equity exist can avoid surprises and minimize the administrative burden. A structured readiness check helps HR teams establish the status quo and take the next steps in a targeted way.
The biggest challenges
- Outdated or incomplete salary data
- Disparate data sources that are not consolidated consistently
- A lack of transparency in compensation reports
- Uncertainty around internal pay review processes
Without systematic preparation, implementing the legal requirements can quickly lead to time pressure, mistakes, and unnecessary stress.
Our Pay Transparency Readiness Checker
To give HR teams the best possible support, we built the Pay Transparency Readiness Checker. The tool shows you at a glance:
- Where your company currently stands
- Which steps are still needed to reach full compliance
- How to spot potential pay transparency gaps early
With the readiness checker, HR teams can act in a targeted way, reduce administrative effort, and make preparing for the new pay transparency rules efficient.
How our tool for fair pay works
- Data intake:
The checker analyzes existing salary information and HR data. - Gap analysis:
It identifies gaps and potential inconsistencies in your pay structure. - Prioritization:
You receive concrete recommendations on which actions to tackle first. - Monitoring:
Track progress continuously through the platform, so you always know how prepared your company is.
Benefits for HR: more transparency, less effort
- A quick overview:
No more lengthy Excel analyses – all the information at a glance. - More transparency:
All data sources are reviewed and consolidated. - Proactive planning:
You know early on where action is needed and can deploy resources where they count. - Legally sound:
You are better prepared for the new legal obligations coming in 2026.
Check now, implement with ease in 2026.
Preparing early saves time, reduces mistakes, and lets you roll out pay transparency in a structured way. The Pay Transparency Readiness Checker is the ideal first step to getting a clear picture of where you stand and planning the right measures.
Go to the pay transparency readiness check:
peopleIX Pay Transparency Readiness Checker