Pay Transparency
Is there a difference between what women and men earn at your company when they do work of equal value?
That question is about to matter even more. The coming rules on pay transparency are to strengthen the principle of equal pay for women and men and make it easier to identify pay gaps between the genders.
Bill L 68, which is to implement the EU Pay Transparency Directive in Denmark, is currently being considered by the Danish Parliament. If the bill is passed as introduced, the rules are expected to come into force on 1 March 2027.
But the work on pay transparency doesn't start with a report.
It takes both structure and good processes to compare the pay of women and men who do work of equal value, and to follow up on the pay gaps you find.
With Zenegy Pay Transparency, you can start building that foundation now.
Equal pay needs a sound basis for comparison.
Pay transparency doesn't mean that every employee must be paid the same.
The core is the principle of equal pay for women and men for work of equal value.
That's why the bill proposes that companies' pay structures must make it possible to assess the value of work on the basis of objective, gender-neutral criteria. Among other things, the criteria must include skills, effort, responsibility and working conditions.
That gives you a basis for looking into:
Are there pay gaps between women and men doing work of equal value? And if there are, what explains them?
To answer that, you first need to know which jobs are comparable.
The job architecture lays the foundation.
In Zenegy Pay Transparency, you work with three key building blocks:
Job families. Job functions. Job levels.
Job families bring related job functions together. The job functions describe the actual work, while the job levels help structure jobs by their value and weight.
And here's an important point:
It's the job function you evaluate. Not the individual employee.
The job function gets points for each of the four criteria, skills, effort, responsibility and working conditions, and its total points score places it on a job level within the point ranges you set yourselves.
That way, you create a more objective basis for assessing the value of work and comparing pay across the genders.
From structure to action.
Once the job architecture is in place, the employees are linked to their job function and the pay types are classified, you can start comparing the pay of women and men doing work of equal value.
In Zenegy's model, the combination of job family and job level is the basis for comparison. Different job functions can therefore be part of the same comparison when they are in the same job family and on the same job level.
That makes it possible to work systematically with questions such as:
- Where do we see pay gaps between women and men?
- What explains the gaps?
- And where do we need to follow up?
Because pay transparency isn't only about spotting a gap. It's also about having good processes for looking into it, documenting it and following up on it.
From pay data to pay insight, right in Zenegy.
If you already use Zenegy Payroll, you have an important starting point:
The pay data is already in Zenegy.
Zenegy Pay Transparency combines your pay data with the job architecture. Among other things, you can work with job evaluation and pay bands, see average and median pay, and record justifications for pay gaps.
That makes it easier to identify pay gaps between the genders within the comparable groups and to work on the gaps you find.
Instead of starting yet another spreadsheet or building a parallel pay database, you can keep working with the data you already have in Zenegy.
In other words, you get both structure around your pay data and a better basis for the ongoing work on pay transparency.
Get ahead with Zenegy Pay Transparency.
Pay transparency doesn't have to start as a heavy project.
You can begin by getting the job architecture in order and setting up good processes for the work, and with Zenegy you do it right in the system you run payroll in.
Zenegy Pay Transparency is free for the rest of 2026. From 1 January 2027, the module costs DKK 10 per active employee per month and requires Zenegy Payroll.
You switch the module on in Payroll under Min virksomhed › Indstillinger › Tilføjelser til dit abonnement (My company › Settings › Add-ons to your subscription). If you don't want to continue after the free period, you switch it off yourselves in the same place.
We keep adapting the solution as the Danish legislation falls into place.
Don't wait for 1 March 2027. Get structure and processes in place now, and be better prepared for the new requirements.
Read more about Zenegy Pay Transparency, or go straight to the guides in Zenegy Help Center.
You can also sign up for our free webinar on 19 November at 10:00 (in Danish).
The bill is still being considered, so its content and the date it comes into force may change. This article describes the general framework and Zenegy's solution and is not legal advice.
