{"product_id":"lonetransparens-2027-gemensam-lonebedomning-5-procent","title":"Pay Transparency 2027 – 5% Review, Joint Pay Assessment and Action Plan | Word\/PDF\/Excel","description":"\u003cdiv class=\"mb-product-description\"\u003e\n\n\u003cp\u003e\u003cstrong\u003eDoes a pay analysis show a difference of at least 5 percent between women and men in the same worker category?\u003c\/strong\u003e Document a substantive, gender-neutral review, consultation with employee representatives, and a traceable action plan with this specialist package for \u003cstrong\u003eArticles 9–10 of the Pay Transparency Directive\u003c\/strong\u003e.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eIMPORTANT STATUS AS OF 12 NOVEMBER 2026:\u003c\/strong\u003e The \u003ca href=\"https:\/\/www.do.se\/for-arbetsgivare-och-utbildningsanordnare\/lonetransparens-och-jamstallda-loner\/de-kommande-reglerna-om-lonetransparens-for-arbetsgivare\"\u003eSwedish Equality Ombudsman (DO)\u003c\/a\u003e states that Sweden \u003cstrong\u003ehas not yet transposed the directive into Swedish law\u003c\/strong\u003e. The government announced in March 2026 that it did not intend to present a bill at that time and would work to postpone implementation. \u003cstrong\u003eThe package is a voluntary preparation tool – not an official Swedish reporting form or confirmation that new national rules have come into force.\u003c\/strong\u003e Current Swedish anti-discrimination law and annual pay mapping already apply.\u003c\/p\u003e\n\n\u003cdiv style=\"border:2px solid #90B8D2;border-radius:9px;background:#EFF7FB;padding:18px 20px;margin:20px 0\"\u003e\n\n\u003ch2\u003ePackage Contents\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003e01 Application and Swedish Legal Status; 02 Worker Categories and 5% Screening; 03 Substantive Gender-Neutral Criteria; 04 Joint Pay Assessment and Consultation; 05 Six-Month Review and Action Plan; 06 Swedish User Guide; 07 English User Guide.\u003c\/strong\u003e All seven documents are provided in both editable \u003cstrong\u003eWord (DOCX)\u003c\/strong\u003e and searchable \u003cstrong\u003ePDF\u003c\/strong\u003e formats. \u003cstrong\u003e08 Excel Register with Nine Tabs\u003c\/strong\u003e is also included. Total: \u003cstrong\u003e7 DOCX + 7 PDF + 1 XLSX = 15 customer files\u003c\/strong\u003e.\u003c\/p\u003e\n\n\n\u003c\/div\u003e\n\n\u003cdiv style=\"border:2px solid #90B8D2;border-radius:9px;background:#EFF7FB;padding:18px 20px;margin:20px 0\"\u003e\n\n\u003ch2\u003eWhat the Files Contain\u003c\/h2\u003e\n\n\u003cp\u003eCheck of Swedish legal status, company size, worker categories for equal or equivalent work, aggregated average pay levels, technical 5% indicator, supplementary remuneration, objective gender-neutral pay reasons, parental leave and pay development, employee representative views, reporting date, six-month follow-up, corrective actions, and evidence of decision. \u003cstrong\u003eNo personally identifiable pay data is pre-filled.\u003c\/strong\u003e\u003c\/p\u003e\n\n\n\u003c\/div\u003e\n\n\u003ch2\u003eFive Work Templates for the Actual Review Process\u003c\/h2\u003e\n\n\u003cdiv style=\"overflow-x:auto\"\u003e\u003ctable\u003e\n\n\u003cthead\u003e\u003ctr\u003e\n\n\u003cth scope=\"col\"\u003eFile\u003c\/th\u003e\n\n\u003cth scope=\"col\"\u003eWhat It Is Used For\u003c\/th\u003e\n\n\u003cth scope=\"col\"\u003eLanguage and Format\u003c\/th\u003e\n\n\n\u003c\/tr\u003e\u003c\/thead\u003e\n\n\u003ctbody\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e01 Application and Swedish Legal Status\u003c\/td\u003e\n\n\u003ctd\u003eVerify whether a company is covered by any currently applicable obligation, distinguish the directive from Swedish law, and document existing pay mapping.\u003c\/td\u003e\n\n\u003ctd\u003eSwedish · DOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e02 Categories and 5%\u003c\/td\u003e\n\n\u003ctd\u003eCheck categories of equal or equivalent work, statistical basis, averages, and separate assessment of variable pay.\u003c\/td\u003e\n\n\u003ctd\u003eSwedish · DOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e03 Gender-Neutral Pay Criteria\u003c\/td\u003e\n\n\u003ctd\u003eTest experience, job evaluation, skills, performance, and market reasons against verifiable decision-making evidence.\u003c\/td\u003e\n\n\u003ctd\u003eSwedish · DOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e04 Joint Pay Assessment\u003c\/td\u003e\n\n\u003ctd\u003ePrepare consultation with employee representatives, joint conclusions, documented disagreements, and correction proposals.\u003c\/td\u003e\n\n\u003ctd\u003eSwedish · DOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e05 Six Months and Actions\u003c\/td\u003e\n\n\u003ctd\u003eDistinguish the actual pay report from an internal pilot, document the action budget, responsibility, implementation, and follow-up.\u003c\/td\u003e\n\n\u003ctd\u003eSwedish · DOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e06 Swedish Guide\u003c\/td\u003e\n\n\u003ctd\u003eDescribes workflow, examples, common misunderstandings, sources, and legal scope.\u003c\/td\u003e\n\n\u003ctd\u003eSwedish · DOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e07 English User Guide\u003c\/td\u003e\n\n\u003ctd\u003eEnglish user guidance for the Swedish work templates and Excel. Not English work templates.\u003c\/td\u003e\n\n\u003ctd\u003eEnglish · DOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e08 Excel Register\u003c\/td\u003e\n\n\u003ctd\u003eA workbook with nine tabs, aggregated values, formula-driven 5% indicators, status selections, and eight control counters.\u003c\/td\u003e\n\n\u003ctd\u003eSwedish · XLSX\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\n\u003c\/tbody\u003e\n\n\n\u003c\/table\u003e\u003c\/div\u003e\n\n\u003ch2\u003eExcel – Nine Tabs Without Personal Pay Lists\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eOverview, Company, Categories, Gap Test, Justifications, Consultation, Actions, Legal Status, and Read Me.\u003c\/strong\u003e Fill in group size and average pay for women and men respectively on a comparable basis. Gap Test reports the difference in percent relative to men's average pay where the input is sufficient; threshold flags and warnings are calculated automatically.\u003c\/p\u003e\n\n\u003cp\u003eA \u003cstrong\u003evoluntary technical privacy barrier\u003c\/strong\u003e prevents the display of percentage results if fewer than three women or three men have been registered in a category. This is \u003cstrong\u003enot a legally mandated anonymity threshold\u003c\/strong\u003e; always make a separate assessment of the risk of identifying individuals. The eight status indicators have been tested with synthetic cases and the customer file is delivered empty.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eNote:\u003c\/strong\u003e A figure of 5 percent or more does not mean that pay discrimination is proven and does not automatically trigger an obligation for a joint pay assessment. Zero warning indicators in an empty file does not mean approved regulatory compliance.\u003c\/p\u003e\n\n\u003ch2\u003eLegal Basis – When Do Three Conditions Apply Simultaneously?\u003c\/h2\u003e\n\n\u003cp\u003e\u003ca href=\"https:\/\/eur-lex.europa.eu\/legal-content\/SV\/TXT\/?uri=CELEX:32023L0970\"\u003eDirective (EU) 2023\/970 Article 10\u003c\/a\u003e describes a joint pay assessment for employers covered by Article 9 pay reporting \u003cstrong\u003ewhen all three conditions are met\u003c\/strong\u003e:\u003c\/p\u003e\n\n\u003col\u003e\n\n\u003cli\u003eThe report shows at least a \u003cstrong\u003e5 percent\u003c\/strong\u003e average pay difference between women and men in at least one worker category.\u003c\/li\u003e\n\n\u003cli\u003eThe employer has not justified the difference with \u003cstrong\u003eobjective, gender-neutral criteria\u003c\/strong\u003e.\u003c\/li\u003e\n\n\u003cli\u003eAn unjustified difference has not been remedied within \u003cstrong\u003esix months after the day the applicable pay report was submitted\u003c\/strong\u003e.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003cp\u003eThe directive's \u003cstrong\u003eArticle 9\u003c\/strong\u003e specifies different EU minimum requirements for employers with at least 250 workers, 150–249 workers, and 100–149 workers, with different original start dates and intervals. These dates are \u003cstrong\u003enot in themselves evidence that a Swedish implementation law exists\u003c\/strong\u003e. Check the updated Swedish legislative status before use.\u003c\/p\u003e\n\n\u003cp\u003eAccording to Article 10.2 of the directive, a joint assessment may include the distribution of women\/men per category, pay levels and variable components, substantive justifications, pay improvements after leave, corrections, and impact measurement. The result shall be handled under the future arrangement in consultation with employee representatives and reported according to national implementation law.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eCurrent Swedish law:\u003c\/strong\u003e \u003ca href=\"https:\/\/www.do.se\/for-arbetsgivare-och-utbildningsanordnare\/aktiva-atgarder-for-arbetsgivare\/lonekartlaggning\"\u003eDO's guidance on annual pay mapping\u003c\/a\u003e and the \u003ca href=\"https:\/\/www.riksdagen.se\/sv\/dokument-och-lagar\/dokument\/svensk-forfattningssamling\/diskrimineringslag-2008567_sfs-2008-567\/\"\u003eAnti-Discrimination Act (2008:567)\u003c\/a\u003e already apply. Employers must conduct pay mapping every year, and documentation requirements apply from at least ten employees. The existing work is not replaced by a readiness package.\u003c\/p\u003e\n\n\u003ch2\u003eExample Workflow\u003c\/h2\u003e\n\n\u003col\u003e\n\n\u003cli\u003eCheck Swedish legal status and the company's workforce.\u003c\/li\u003e\n\n\u003cli\u003eInventory already completed annual pay mapping and define comparable worker categories.\u003c\/li\u003e\n\n\u003cli\u003eCompile only secure group aggregates, not names or individual pay.\u003c\/li\u003e\n\n\u003cli\u003eTest objective, gender-neutral pay reasons and document alternative explanations.\u003c\/li\u003e\n\n\u003cli\u003eConsult with employee representatives where applicable, and document any dissenting views.\u003c\/li\u003e\n\n\u003cli\u003eDistinguish the internal pilot from the actually submitted pay report and do not use a fictional start date for the six-month deadline.\u003c\/li\u003e\n\n\u003cli\u003eFollow up on decided corrections with secure evidence and new measurement.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch2\u003eFrequently Asked Questions\u003c\/h2\u003e\n\n\u003ch3\u003eIs Article 10 Already Law for Swedish Private Employers?\u003c\/h3\u003e\n\n\u003cp\u003eNo. Sweden has not yet transposed the directive into national law as of 12 November 2026. Current anti-discrimination law and existing pay mapping requirements do, however, already apply.\u003c\/p\u003e\n\n\u003ch3\u003eDo We Have to Conduct a Joint Pay Assessment Just Because Excel Shows 5%?\u003c\/h3\u003e\n\n\u003cp\u003eNo. The directive sets three cumulative conditions and applies to employers covered by pay reporting. Furthermore, Swedish implementation law must be verified.\u003c\/p\u003e\n\n\u003ch3\u003eDoes Excel Contain a Complete Pay Mapping?\u003c\/h3\u003e\n\n\u003cp\u003eNo. Excel is a depersonalized work register for preparatory group analysis and process control, not a complete existing Swedish pay mapping.\u003c\/p\u003e\n\n\u003ch3\u003eCan I Enter Employees' Individual Pay?\u003c\/h3\u003e\n\n\u003cp\u003eThis is expressly advised against. Register only suitable group aggregates and keep sensitive HR data in a protected payroll system.\u003c\/p\u003e\n\n\u003ch3\u003eDo the Files Work for Employers with Under 100 Employees?\u003c\/h3\u003e\n\n\u003cp\u003eThey can be used as voluntary analysis support and for regular pay mapping work, but Article 9's EU reporting requirements basically apply to larger employers. National rules may result in differences.\u003c\/p\u003e\n\n\u003ch3\u003eIs This an Official DO Form?\u003c\/h3\u003e\n\n\u003cp\u003eNo. No Swedish reporting form or submission to the authority is included.\u003c\/p\u003e\n\n\u003ch3\u003eAre the PDF Files Digitally Fillable? Are There English Work Templates?\u003c\/h3\u003e\n\n\u003cp\u003eThe PDFs are searchable and printable; use DOCX and XLSX for editing. The five work templates are in Swedish with a separate English-language guide.\u003c\/p\u003e\n\n\u003ch2\u003eSources, Version, and Legal Transparency\u003c\/h2\u003e\n\n\u003cp\u003e\u003csmall\u003eVersion 1.0, 12 November 2026. AI-assisted source review of EU Directive 2023\/970, the Swedish Equality Ombudsman, the Swedish Government, and Swedish anti-discrimination law. No external legal review, actual company pay mapping, consultation with employee representatives, actual DPIA, or DO submission has been performed. Update the analysis when Swedish law or the reporting path is decided. The new Shopify product is a DRAFT and the customer ZIP is not linked to Digital Products.\u003c\/small\u003e\u003c\/p\u003e\n\n\n\u003c\/div\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":56598954475862,"sku":"LON-ART10-5PROC-2027-V1","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/01_Lonetransparens_huvudbild_1600.png?v=1794502642","url":"https:\/\/mallbutiken.se\/en\/products\/lonetransparens-2027-gemensam-lonebedomning-5-procent","provider":"Mallbutiken","version":"1.0","type":"link"}