# Press Release **CompLens: Pay Transparency Compliance Platform Launches Ahead of EU Reporting Deadline** *German SaaS platform automates gender pay gap analysis and statutory reporting under EU Directive 2023/970. Data residency and AI inference on EU infrastructure; all processing GDPR-compliant and fully auditable.* --- **Alzenau, 2 July 2026** — The EU's first reporting deadline under the Pay Transparency Directive (2023/970) is 7 June 2027. German HR teams at organisations with 150+ employees must submit auditable, evidenced pay-gap reports — based on 2026 salary data — despite Germany still negotiating national implementation rules. The compliance window has opened, yet many teams are still working with spreadsheets and external consultancies. CompLens, a new SaaS platform developed in Germany, automates the core workflows: data mapping, gender pay gap analysis (adjusted and unadjusted), statutory disclosure reports, and preparation for the mandatory Joint Pay Assessment required when pay gaps exceed 5%. The platform imports data from any HR system, applies EU-standard calculations, flags risks, and generates audit-ready documentation—without replacing human decision-making at any stage. ![CompLens dashboard in light mode with seven KPI tiles, a 5%-threshold warning banner and side-by-side salary quartile and male/female median comparisons.](/press-kit/screenshots/01-dashboard-overview.png) *The compliance dashboard surfaces the metrics mandated by EU Directive 2023/970 at a glance.* --- ## Founders' Statements ![Peter J. Lee, Co-Founder, CompLens (previously Head of HR at Hyundai Motor Europe).](/press-kit/founders/peter-lee.jpg) > "Every ad-hoc compensation report used to be a fire drill — VLOOKUP formulas, manual spreadsheets, expensive external audits. The EU Directive turns exactly that into a legal obligation. Trying to solve it with Excel and the occasional consultant is structural risk. That's not a question of discipline — it's lead time and tools." *— Peter J. Lee, Co-Founder, CompLens* ![Stephan Dongjin Oh, Co-Founder & Managing Director (previously Head of Talent Acquisition at GE and Thermo Fisher).](/press-kit/founders/stephan-oh.jpg) > "We both ran HR organisations for years and we know how poorly the standard tools solve this. CompLens grew out of that practice: for teams that need to deliver today, not someday." *— Stephan Dongjin Oh, Co-Founder, CompLens* --- ## Why This Matters The EU Directive imposes strict data-integrity and transparency requirements. Organisations that exceed a 5% unadjusted pay gap between men and women in the same role must conduct a formal Joint Pay Assessment with employee representatives—a legal obligation that reverses the burden of proof. Failure to document this process carries reputational and legal risk. Traditionally, this audit falls to external pay-equity consultancies, which charge €5,000–€25,000 per cycle and take weeks to deliver results. CompLens positions itself as an in-house compliance engine: one-time setup, repeatable annual cycles, transparent calculations, and built-in audit trails. --- ## Core Differentiators **German law first.** The platform is architected for the German Pay Transparency Act (Entgelttransparenzgesetz) and anticipated national implementation rules—not a US-centric adaptation. It handles statutory disclosure obligations (Art. 7), proof-of-concept reversal where gaps exceed 5%, and the Joint Pay Assessment framework without customisation. **AI-native, human-controlled.** CompLens uses large-language models for column detection during data import, assisted role benchmarking, natural-language compliance chat, and action-plan drafting. All AI outputs are editable suggestions; no automated decisions affect employment records. This design satisfies GDPR Article 22 (human oversight of automated employment decisions) and EU AI Act Article 14 (Annex III high-risk employment context). **Data stays in Europe.** Salary data is stored in Germany; AI inference runs entirely within the EU. Personal identifiers are pseudonymised before any AI call. Future roadmap includes pseudonymisation expansion and a dedicated inference audit log. **Pricing for mid-market budgets.** At €5,990 per year for full functionality, CompLens targets organisations with 150–500 employees—where external consulting is unaffordable but in-house expertise is thin. --- ## Platform Capabilities - **Automatic data mapping.** Upload HR data in almost any format — CompLens identifies the relevant fields automatically and flags data-quality issues immediately. - **Multi-stage pay-gap analytics with WIF adjustment.** Three calculation levels — unadjusted (Stage 1), structurally adjusted for **wage-influencing factors (WIF)** such as pay grade, employment type, location and hours configuration (Stage 2), and residual after Art. 10 justifications (Stage 3) — each reported as median and mean per EU Directive 2023/970 Art. 4(4). - **Justify, don't just raise.** Pay differences explainable by objective factors such as experience, individual performance or qualification are documented against the **Art. 10 categories** — with percentage shares per category and a full audit trail. The headline gap narrows through traceable justification rather than across-the-board raises — legally sound and budget-aware. - **Pay-band generator — even without an existing framework.** Auto-Assignment builds bands deterministically from your salary distribution (min/mid/max per level) and slots employees into the matching level — transparent quantile statistics with a defined spread, not an AI black box. For organisations with higher standards, the **Job Architecture** add-on delivers the full grading framework (job families, competency profiles, AI-assisted job evaluation). - **Step-wise action plans per individual case.** Three-phase remediation plan (short-, mid-, long-term) per flagged case — fit for the EU requirement that the Joint Pay Assessment translates into traceable corrective steps within **six months** (Art. 11). Includes per-measure status tracking. - **Budget oversight.** Aggregated cost impact of every planned adjustment — from individual case to total sum. HR and C&B see the budget implication of the equality programme before commitment, and can prioritise rather than course-correct later. - **Disclosure on demand (Art. 7).** When an employee exercises the right to information, CompLens generates a legally sound comparison report in seconds — pseudonymised, with comparison cohorts per Art. 4. - **Audit-ready reports.** Compliance-grade reporting for supervisory authorities, works councils and internal stakeholders in a few clicks — PDF and PowerPoint, fully structured per EU schema. ![CompLens entgelt analysis page showing computation of raw and adjusted wage gap with WIF factor selection, cohort definition and result KPIs.](/press-kit/screenshots/02-analysis-pay-gap.png) *The pay-gap analysis picks structural factors automatically from the imported data — adjusted and unadjusted per EU Directive 2023/970 Art. 4(4).* --- ## The 5% Threshold and Remediation Under the Directive, an unadjusted pay gap above 5% between men and women in the same role triggers a formal duty to conduct a *Joint Pay Assessment*—a structured, documented process involving employee representatives. This is not a voluntary best-practice exercise; it is a legal obligation with reverse burden of proof: the employer must demonstrate objective grounds for the gap, or commit to remedial action. CompLens separates explainable gaps (experience, qualifications, responsibility) from those requiring formal remediation plans. It does not dictate remedies, but ensures the evidence base is sound and the options are documented. > "The 5% threshold catches organisations off guard every cycle. They think of it as a campaign problem, not a structural one. CompLens treats it as continuous monitoring—so you see it coming before regulators or claimants do." *— Peter J. Lee, Co-Founder, CompLens* --- ## Data Protection and AI Responsibility CompLens was designed for European data governance. Salary data is stored in Germany; AI inference runs entirely within the EU — fully GDPR-compliant. Personal identifiers are pseudonymised before any AI call; a dedicated AI inference audit log is on the data-protection roadmap. Customers sign a Data Processing Addendum (DPA) under GDPR Article 28. All AI features operate as decision-support tools: outputs are editable suggestions; human confirmation is required before any employment record is updated. This satisfies GDPR Article 22 (human oversight) and EU AI Act Article 14 (high-risk AI in employment context, Annex III). > "Responsible AI in HR means the machine informs the decision; it doesn't make it. CompLens was built on that principle from the start." *— Peter J. Lee* --- ## Market Context and Timeline Germany missed the 7 June 2026 EU transposition deadline without a ratified national law. The EU reporting deadline (7 June 2027) remains unchanged. This means HR teams must build their 2026 data foundation now—while still uncertain about final national rules—to be ready for reporting in mid-2027. Organisations that delay until autumn 2026 will face rushed data audits in January 2027, when gaps and quality issues become apparent too late to remedy. CompLens is live and accepting customers, with a 14-day free trial to validate data integration and accuracy. --- ## About CompLens CompLens is a SaaS platform for Pay Transparency Directive compliance (EU 2023/970), covering Articles 7–11: statutory disclosure, gender pay gap analysis, pay-band transparency, action planning, and Joint Pay Assessment preparation. Co-founded by Peter J. Lee (previously Head of HR at Hyundai Motor Europe) and Stephan Dongjin Oh (previously Head of Talent Acquisition at GE and Thermo Fisher), both with extensive international HR leadership experience. Operated by DexterBee GmbH (Industriestr. 13, 63755 Alzenau, Managing Director: Stephan Dongjin Oh). Data residency in Germany, AI inference entirely within the EU — fully GDPR-compliant. More information: https://www.complens.de --- ## Press Contact Email: hallo@complens.de Web: https://www.complens.de Legal notice: https://www.complens.de/impressum --- ## Product Screenshots All screenshots are available in print resolution (2560 × 1243 px, PNG) and can be saved directly from this page — or requested as a complete press kit (ZIP with all images, press releases, one-pagers and captions) from [hallo@complens.de](mailto:hallo@complens.de). Free editorial use with the credit "CompLens". ![Individual-case detail view with slider controls for justification ratios per category and a checklist of EU-recognised justification grounds.](/press-kit/screenshots/03-analysis-einzelfall.png) *Article 10 justification workflow: documented evidence for every flagged pay gap — fit for the reversed burden of proof under EntgTranspG § 22.* ![CompLens remediation-plan view with three columns for short-, mid- and long-term measures and input fields for description, target value and status.](/press-kit/screenshots/04-analysis-massnahmen.png) *Article 11 remediation plan: short-, mid- and long-term measures as a template for the Joint Pay Assessment.* ![Band visualisation of pay grades G1 through G7 as horizontal box plots with markers for female and male medians and target-band outlines.](/press-kit/screenshots/05-salary-bands.png) *Pay bands with compa-ratio and Art. 9 compliance heatmap.* ![CompLens job-architecture module with a table of levels L1 through L10, title examples per level and descriptions of responsibility scope.](/press-kit/screenshots/06-job-architecture.png) *Job families, levels and grades built directly from customer data — without multi-week consultancy projects.* ![CompLens compliance chat showing a detailed answer on the 5%-threshold under EU Directive Article 9 with legal citations.](/press-kit/screenshots/07-chatbot-compliance.png) *The embedded AI compliance assistant runs entirely within the EU; personal identifiers are pseudonymised before each call.* ![Cover page of the CompLens pay-equity report in a dark layout with demo company name, reporting period 2026 and EU Directive 2023/970 reference.](/press-kit/screenshots/08-report-pdf-cover.png) *Audit-ready report as PDF and PowerPoint — suitable for supervisory authorities, the works council and internal stakeholders.* --- ## Notes for Editors - **Founder photos**: web versions are embedded in the "Founders' Statements" section above and downloadable at full resolution via image click. Print-ready high-resolution versions (≥ 1500 × 2000) — available on request from hallo@complens.de - **Briefing topics:** EU Directive 2023/970 mechanics, German implementation status, reverse burden of proof in employment law, 5% threshold and Joint Pay Assessment procedures, mid-market HR data quality, responsible AI in employment — all available for background discussion - **Demo account:** 14 days of full access with sample anonymised dataset — available on request --- *Date: 2 July 2026. Please verify current German implementation status (national transposition law) before publication.*