PTD-Art.9: Reporting on the pay gap between female and male workers
Employers shall report on the gender pay gap in their organisation according to size-based thresholds and frequencies (employers with 250+ workers annually; 150-249 every three years; 100-149 every three years), covering the overall and median gaps, the gaps in complementary/variable components, and the gaps by category of worker.
Our statement of the clause of Directive (EU) 2023/970 on pay transparency, held and verified: cite it as PTD-Art.9. The instrument verbatim is not quoted here; the held framework carries the reading.
The evidence this duty asks you to hold
A gender pay-gap report meeting the size-based threshold and required metrics; Submission to the designated monitoring body
What usually goes missing
No gender pay-gap report despite meeting the worker threshold; Report missing required metrics (median, variable components, by category)
Where this lands in an audit
In Equal Pay Auditor this control informs the same-work screen, the category figures and the remediation steps, which carry their article citations on the result.