Your gender pay gap, put in context before your own analysis

Even without your own analysis or data: the expected value for your unadjusted gender pay gap based on industry, country and company size. It draws on the open Eurostat tables (Structure of Earnings Survey 2022, annual series up to 2024) for Germany, Austria and Switzerland, and for Germany additionally by federal state from the Destatis earnings survey of April 2025. No customer data, only official aggregates.

Data as of: Eurostat 2024 · Destatis April 2025 · UK Gender Pay Gap Service 2025/26

CountryIndustryFederal stateCompany sizePay basisReferenceYour unadjusted gap (%)Example value, on the same pay basis as above.

Hourly basis: difference in average gross hourly earnings excluding special payments of all employees, companies with 10 or more employees, excluding public administration. This is how Eurostat and Destatis define the gap.

Expected value for this structure

19.1%Germany · Manufacturing · 250–499 employees

Your gap is 5.1 percentage points below the industry average for Manufacturing in Germany for companies with 250–499 employees. This says nothing about whether the difference can be justified. That requires a decomposition within the company.

In the middle range of companies (Q1–Q3)

How the expected value is made up

Industry gap Germany 2024 (Eurostat): 19.1%
for comparison: Destatis April 2025: 19%
Industry gap data as of: Eurostat earn_gr_gpgr2 2024, provisional (p)
Company size effect 250–499 (Germany, Destatis 2025): +0.0 pp
Expected value: 19.1%
Country total 2024: 15.6%
Your value: 14.0%
Distance from expected value: −5.1 pp

How wide is the usual range?

Within an industry, companies vary widely around the industry value. The range shows where the middle 50% (dark) and the middle 80% (light) of companies would lie. It is calibrated on the open company reports of the UK Gender Pay Gap Service 2025/26 (around 11,300 employers with 250 or more employees, same indicator: mean hourly pay, men as reference) and applied to the expected value here.

Spread from UK reports 2025/26 (industry C, 250–499 employees, n = 732): middle 50% of companies between −7.7 pp and +7.1 pp around the median, middle 80% between −14.4 pp and +13.3 pp. Applying this to the DACH region is an assumption; from 2027, the range can be recalibrated against the reports under the EU Directive.

Industry over time

Unadjusted gender pay gap 2014–2024, gross hourly earnings, companies with 10 or more employees. The green dot is the value you entered.

C ManufacturingGermany total (B–S excl. O)

All industries 2024 compared

Sorted by gap; the selected industry is highlighted and your own value is marked.

Federal states compared

Pay difference between men and women by federal state for the selected industry, Destatis earnings survey April 2025 (rounded to whole percent). The selected state is highlighted.

Federal state over time

Pay difference in the selected industry according to the Destatis earnings survey, April 2022 to April 2025. The green dot is the value you entered.

C Manufacturing · Germany

Method, limitations, sources

Pay basis: the default is the EU/Destatis gap (mean gross hourly earnings excluding special payments, all employees, men as reference). If your company works with annual pay including special payments, choose the annual basis (Destatis 62361-0036, full-time employees). The conversion to women as reference follows g_F = g_M / (1 − g_M).

The expected value describes which unadjusted gap would be typical for a company with this structure. It does not say whether any part of it can be justified.

Die 5-Prozent-Schwelle der EU-Entgelttransparenzrichtlinie (2023/970) bezieht sich auf nicht gerechtfertigte Entgeltunterschiede innerhalb einer Arbeitnehmerkategorie und ist mit dem unbereinigten Branchen-Gap nicht vergleichbar; dafür braucht es die gemeinsame Entgeltbewertung bzw. die Zerlegung im Unternehmen. Umsetzung in Deutschland offen (Stand Juni 2026); erste Arbeitgeberberichte ≥ 250 Beschäftigte zum 07.06.2027 für 2026; Schwelle 5 % für gemeinsame Entgeltbewertung. Stand dieser Angabe: 12.09.2026.

Some cells of the Structure of Earnings Survey (especially small industries, collective agreement categories and size classes in AT and CH) are based on few observations and fluctuate accordingly. For Switzerland, the annual values come from the FSO Swiss Earnings Structure Survey, harmonised by Eurostat. The size classes also include companies with fewer than 10 employees, which are missing from the annual gap.

Quellen: Eurostat, earn_gr_gpgr2 (Gender pay gap in unadjusted form by NACE), earn_ses22_13 (Alter), earn_ses22_17 (Betriebszugehörigkeit), earn_ses22_16 (Bildung), earn_ses22_12 (Tarifbindung), earn_ses22_18 (Betriebsgröße). Destatis, Verdiensterhebung April 2025, GENESIS-Tabellen 62361-0036, 62361-0046, 62361-0047, 62361-0051 und 62361-0052. Quelle: Statistisches Bundesamt (Destatis), Genesis-Online; Datenlizenz Deutschland, Namensnennung, Version 2.0. Eurostat-Daten unter CC BY 4.0, Quelle: Eurostat. Streuung der Unternehmen: UK Gender Pay Gap Service 2025/26, enthält Informationen des öffentlichen Sektors, lizenziert unter der Open Government Licence v3.0. Alle Gap-Werte sind eigene Berechnungen auf Basis dieser Daten.