There is no fixed fee for the gender pay gap report. What it costs you depends on three things: how many employees and job categories you have, how much of the job classification has already been established, and whether you run the calculation yourself via a system or compile it manually. For a current overview of rates, you can view the pricing page with current tiers; this article explains where that amount comes from.
The reporting obligation itself is separate from the costs of meeting it. The regulation requires employers with a hundred or more employees to report periodically on pay differences between men and women, by category of equal work. That obligation is a given; how much work and money it costs to fulfill it varies greatly by organization.
What determines the scope of your organization
The first thing that drives costs is simply the scale: how many employees fall under the reporting requirement and into how many job categories are they classified. An installation company with one hundred twenty employees in a handful of clearly distinguishable roles has a more straightforward starting point than an organization with one hundred twenty employees spread across thirty job titles, some of which overlap in content.
The gender pay gap calculation happens by category of equal work, not for the organization as a whole. The more categories, the more calculation work, and the more attention the classification itself requires before meaningful calculations can be made. This affects not only the report, but also the step that comes before it: the job classification. You can read more about this in the knowledge base on job classification and categories.
What is already in place, and what still needs to be built
The second factor is less visible but often more decisive: do you already have a job classification based on objective, gender-neutral criteria, or does it still need to be developed? Organizations that have already assessed jobs using a recognized methodology — for example for a collective agreement or a job framework — have a foundation to build on. Those without existing structure start from scratch, and that takes more time than converting existing assessments.
The same applies to compensation policy and underlying documents. Is there already set policy with pay ranges by category, or does that still need to be formulated? The more that is already documented, the less work the report itself requires when it becomes necessary.
Calculate yourself or have it calculated
The third factor is a choice: do you calculate the gender pay gap per category yourself, paying careful attention to correct definitions and proper employee classification, or do you have a system do it? A calculation module that brings together categories, employees, and compensation data and generates the outcome per category saves time compared to a manual exercise in a spreadsheet, especially with multiple categories and when repeating in later reporting years.
That is also where the distinction between free and paid at payria.eu lies. The knowledge base, the compliance check, and the vacancy check are free to use without an account; they show what applies to your situation and when. The job classification, compensation policy, the workflow for employee information requests, and the calculation module for the gender pay gap itself are in the paid system around it, because that is the step where structure and calculation work come together.
When costs can increase
Reporting is not the endpoint. If a difference of five percent or more emerges from a category, that is followed by a period in which it is investigated whether there is an objective explanation for it. That follow-up requires additional work: gathering data, speaking with the managers involved, documenting the findings. How much that costs depends again on how many categories show a signal and how well the underlying job classification and compensation policy are already substantiated. Clear classification beforehand does not limit the number of signals, but it does reduce the time needed to understand them.
The information rights of individual employees also play a role here. An employee can request information about their own compensation in relation to the category in which they are classified. Without a functioning structure and workflow, answering such a request requires new investigation each time; with a fixed workflow and the statutory deadline already in place, it is simply a matter of processing.
Where you can check this for your situation
Because the costs are so directly linked to the scope and state of your job classification, a general amount is not very meaningful. If you want to know what your organization will roughly come out to in terms of work and obligations, then the free compliance check provides an initial indication in a few questions. How that indication is arrived at is explained on the page about where the information comes from. For the current rates of the paid system itself, the pricing page remains the standard source.
Do the free quick-scan or browse through the knowledge base to see which components are relevant for your organization, before you estimate what the reporting will concretely cost you.