Yes. The module computes all 10 mandatory metrics from Directive 2023/970 art. 9(1), generates the submission-ready pay transparency report, and tracks Joint Pay Assessments when any worker-category gap exceeds 5% without objective justification. It also enforces pre-hire salary disclosure (art. 5) and the employee right to information (art. 7). This app supports your compliance workflows under Directive (EU) 2023/970. It does not constitute legal advice. Consult your legal counsel for binding interpretation specific to your national transposition.

Yes. The module generates the Registro Retributivo in the format required by the Spanish Ministry of Labour for all company sizes (RD 902/2020 applies regardless of headcount). For companies with 50 or more employees, it also includes the Plan de Igualdad lifecycle tracker (Auditoría Retributiva) and flags any gap exceeding 25% with a mandatory justification prompt. This app supports your compliance workflows under RD 902/2020 and related Spanish legislation. Consult your legal or labour law adviser for binding interpretation.

Odoo Enterprise with hr_payroll gives the best experience: the module reads payroll slips directly with no manual input. For Community Edition or companies with external payroll (A3 Nómina, Factorial, Sage Nómina), the included CSV import wizard accepts pay data per employee per period. You configure which payroll rules map to basic pay, complementary pay, and variable pay — this classification is done once in the module settings.

The module enforces a configurable cell suppression threshold (default: 5 individuals). Any pay cell with fewer than the threshold number of employees is replaced with a suppression indicator in all outputs — employee-facing views, exports, and reports. Individual salary amounts are never displayed in employee-facing views below the threshold. All exports include a GDPR data processing notice. The audit log is restricted to HR Director and Odoo Administrator.

Under Directive 2023/970 art. 10, when a worker-category gender pay gap exceeds 5% and the employer cannot record an objective justification, a Joint Pay Assessment is required within 6 months. The module auto-creates a JPA case with a countdown timer, a structured root-cause analysis form, a remediation measures list with owner and deadline, and an anonymised read-only view shareable with the works council. The JPA closes automatically when all remediation measures are completed with evidence attached.

Yes. Each legal entity in your Odoo instance reports independently with its own pay register, computation run, and JPA records. Group-level consolidated analysis is available as a separate view for holding companies that need an overview across entities.

Employees submit a structured pay information request from the Odoo portal. The module enforces the 2-month response deadline from Directive 2023/970 art. 7. It auto-generates the anonymised response showing the employee their category average pay by gender, with cell suppression applied where applicable. The HR Director reviews and approves before delivery. Every request and response is logged in the immutable audit trail.

Yes. The CSV import wizard accepts pay data per employee per period (up to 50,000 rows per import). You map columns to basic pay, complementary, and variable pay once during setup. After import, all module features work identically to the direct Odoo Payroll integration. This is specifically designed for companies running A3 Nómina, Factorial, Sage Nómina, or any other external payroll that cannot yet be replaced with Odoo Payroll.