A tool that helps you work securely, efficiently, and in full compliance with new legal requirements. We’re now further developing Flex HRM to meet the stricter rules on pay transparency. Plus: an even more intuitive interface that guides you every step of the way – from preparation to final report. Read on to discover what’s new!
The goal of the EU’s Pay Transparency Directive is clear – to close the gender pay gap by increasing openness and insight into salary structures. For employers, this means stricter requirements to identify and analyze pay differences.
Companies with 100 or more employees will also have to report their findings to a supervisory authority – in Sweden, this will likely be the Equality Ombudsman (DO).
Time to Prepare for the First Reporting
In practice, the new framework means employers need to start collecting data for 2026, as the first reporting will take place in 2027. That makes it extra important to review routines, processes, and tools now – to ensure everything is in place once the directive takes effect.
The aim of the continued development of Flex HRM is to give you a tool that supports the entire pay equity analysis and the accompanying reporting process.
– We know that pay equity analysis can feel like a big and complex task. That’s why we’ve focused on creating support that makes everyday work easier for our users – while ensuring everything is done right, even as the rules become stricter, says Linda Tesell, Product Manager at Flex Applications.
She adds that the adaptations are being made continuously as the details become clearer:
– Many organizations want to prepare well in advance – and that’s very wise. But at the same time, we’re still waiting for certain details to be finalized. The directive sets the minimum requirements for all EU countries, but each member state decides how to apply them in practice. That’s why we’re gradually building on the tool as we get more clarity on how the Swedish regulations will look.
A Tool Designed for Both Compliance and Usability
Flex HRM is getting a number of new features that make it easier to comply with the new requirements – and smarter improvements that save time throughout the process, from analysis to reporting. Here’s what’s new:
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Improved Analysis Views. The new layout offers a clearer overview and more visual graphs, making it easier to spot patterns and interpret results. You can quickly identify imbalances and take action exactly where it’s needed.
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A Clear Three-Step Workflow: Preparation – Analysis – Summary. The new structure makes the process logical and easy to follow, so you can check off each step and feel confident that nothing important is missed.
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Analysis of Pay Progression During Leave. You’ll be able to compare pay for employees who’ve been on parental leave or caregiving leave to ensure they don’t fall behind in salary development.
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Smooth Reporting Support to the Equality Ombudsman (DO). Flex HRM will support the new reporting requirements under the directive, enabling you to generate complete reports in just a few clicks.
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Easier Employee Access to Pay Data. Once the directive is implemented, employees will have the right to request average pay information for colleagues performing equal or equivalent work, with a two-month response deadline. Flex HRM helps you provide these details quickly and easily.
Customer feedback has played a major role in this development, Linda adds:
– To understand where the biggest challenges lie and how we can improve Flex HRM, we’ve maintained close dialogue with our users – learning from how they actually work in the system. Their feedback has guided us in making the tool as user-friendly as possible.
Want to Learn More About Strengthening Your Pay Transparency Process?
New transparency requirements call for tools that make the work easier. Flex HRM supports you all the way – from preparation to final report – saving time, reducing errors, and helping you stay compliant with the law.
👉 Get in touch to learn more!
Free Webinar: How to Prepare for the Pay Transparency Directive
Join our upcoming webinar where we’ll walk you through what the directive means in practice, the requirements ahead, and how to get ready for 2026. Please note that the webinar will be held in Swedish.
