Portuguese startup TiJUBU has launched Pay Intelligence, a new module of its platform for ongoing analysis of pay equity and remuneration management. The solution is already available in the Spanish market and has been developed to help mid-sized and large companies identify pay gap risks, structure compensation policies, manage the pay-review process, and comply with the European Union’s new pay transparency requirements.
“Pay Intelligence isn’t a report. It’s the framework that prevents disparities from forming. Most Spanish companies have not yet analyzed how their pay decisions relate to the job architecture, seniority-based grading, and the salary structure. And that is precisely the value that Pay Intelligence brings,” said Rui Luz, cofounder of TiJUBU.
Calculation of Pay Differences
The platform integrates the job architecture, the competency taxonomy, and the pay structures into a transparent and auditable system. Pay Intelligence enables calculating pay differences adjusted by function/role, gender, tenure, hierarchical level, performance, and organizational structure, among other criteria, which provides companies with an accurate view of internal inequality risks.
This TiJUBU solution also facilitates the management of the pay-review cycle, with recommendations based on internal equity, market benchmarking, and performance, and allows the integration of total compensation, including benefits and variable components. In this way, organizations can identify structural inconsistencies, anticipate imbalances, and simulate pay decisions in real time before making them.
By linking compensation, competencies, performance, and internal mobility, Pay Intelligence helps companies align pay management with the organizational strategy and make remuneration decisions that are more coherent, transparent, and sustainable.
In addition to this solution, TiJUBU offers Career Journeys, which helps companies map out career paths, levels of experience, competencies, and internal promotion opportunities. The integration between Career Journeys and Pay Intelligence allows companies to relate career progression and pay more transparently. This connection is especially relevant in a context where organizations will need to demonstrate objective criteria for raises, promotions, and pay decisions.
Regulatory Context
Directive (EU) 2023/970 on pay transparency entered into force in June 2023. Member States had until June 7, 2026 to transpose it into national law. Spain has not yet completed this process within the deadline, just like other European countries, though it has formally begun its regulatory development. In April 2026, the Ministry of Labor and Social Economy opened the public consultation for drafting a Royal Decree to transpose the Directive, a process that concluded on May 8. The project thus remains in the processing stage and no final text has yet been published in the BOE.
Spain already has a specific regulatory framework on equality and pay transparency that predates the Directive’s transposition. The Workers’ Statute, Organic Law 3/2007, and Royal Decree-law 6/2019, along with Royal Decrees 901/2020 and 902/2020, establish obligations related to equal pay, equality plans, the pay register, pay audits, and transparency in job classification and valuation systems. In particular, Article 5 of Royal Decree 902/2020 states that all companies, regardless of size, must have a pay register for their entire workforce.
The forthcoming transposition will complete this framework to incorporate into Spanish law the new obligations envisaged by the Directive, including greater transparency in hiring processes, the right of job candidates to know starting pay or their salary band, and the prohibition on asking about salary history. Transparency around the criteria used to determine remuneration and progression must also be strengthened, as well as the obligations to report pay gaps between women and men and the mechanisms to ensure effective compliance with the principle of pay equality.
Regarding supervision, enforcement of labor law compliance falls to the State Labor and Social Security Inspectorate (ITSS), which has specific powers in equal treatment and non-discrimination, including pay equality. The Institute for Women plays a role in promoting equality between women and men and, within its competences, participates in applying and promoting the obligations arising from Directive (EU) 2023/970. Both agencies recently strengthened their collaboration via an agreement published in August 2026, aimed at reinforcing oversight and the promotion of effective equality between women and men in companies.
In Spain, the timetable for applying the new pay-information obligations provided by the Directive, depending on company size, has not yet been specified by national regulation. While the transposition process continues, companies must continue to comply with the pay transparency obligations already in force in Spain, including the requirement to maintain a pay register. The new obligations will be detailed in Spanish legislation through the transposition rule currently in process.
