What the directive changes

The directive goes far beyond mere reporting. Once it comes into force, employers will, in particular, be required to publish salary ranges in job advertisements, stop asking candidates for their salary history, and disclose their pay criteria to employees who request them.

Reporting obligations will then depend on the size of the company. But it would be a mistake to wait. As soon as an unjustified pay gap of at least 5% is identified between comparable job categories, the employer must analyse the situation and implement corrective measures. In the event of a dispute, the burden of proof will lie with the employer.

The real challenge: having the right data

For many companies, the challenge lies not in producing a report but in the quality of the underlying data.

Are roles assessed according to objective criteria? Are pay scales consistent and well-documented? Can pay differentials be justified by measurable factors such as experience, skills or responsibilities? Does the company have a reliable and usable historical record?

In Luxembourg, the variety of collective agreements, non-statutory benefits and remuneration policies makes the task even more complex.

Gesper EquiPaie: measure, document and take action

Gesper EquiPaie enables you to analyse remuneration by job category, gender or hierarchical level. The module incorporates job evaluation methodologies, including HAY-style approaches, with fully customisable criteria.

Each analysis is logged and can be validated, locked and then archived to ensure its traceability. The tool also detects classification anomalies and remuneration that falls outside the defined ranges, enabling HR teams to take action before a problem is identified during an audit or in a report.

Compatible with the Gesper ecosystem as well as other HR software, ERP systems and payroll solutions, it centralises the necessary data whilst ensuring its security and auditability.

Why act now?

Once the Luxembourg law comes into force, companies will need to be able to produce consistent job classifications, reliable salary histories and documented remuneration criteria. These elements cannot be put together in a matter of weeks.

Beyond mere compliance, this approach can also become a competitive advantage. A transparent, structured and justifiable pay policy is now a key factor in attracting talent, retaining staff and building trust.

For further information, see https://www.microtis.lu/en/hr-solutions/gesper-equipaie.